Diversity and equality in workplace, according to the Webster College Dictionary, means as fact, quality, state, of instance being diverse. The conventional means of diversity concentrated on racial and gender differences. However, diversity also includes disabilities, age, and sexual preferences. The differences in workplace also related to social background life and personal skills; education, management skills, loyalty to company, personality, job function, and cooperate background (Grant and Kleiner, 1997). According to International Labour Organization (2003), in 1999, ‘Time for equality’ is the first Global Report about discrimination at workplace, discussed about the important strategic to entry society and workplace with free from discrimination. In the recent years, many global institutions along several countries are trying set up regulation to protected women at workplace (Wirth 2001). The last 50 years have been battling for the right of woman from the discrimination and equality in workplace. The discrimination issues in workplace not only highlighted the woman right in workplace, the need of fighting the discrimination issues in workplace is even more important and urgent in the world because the increasingly unequal, unsafe, and insecure problem in workplace.
DIVERSITY and EQUALITY AT WORKPLACE:
In recent conference of International Labour Organisation (2007) showed that, The countries and global institutions struggle to solve discrimination problem shows a combination of failures and major advances. The discrimination in workplace becomes global issues, and political intervention should reduce the issues. In 1951, International Labour Organisation member States ratified two international labour standards: “Equal Remuneration Convention” No. 100, and in 1958, Discrimination Convention (Occupation and Employment) No. 111. In 2006, the number of countries who involve in the this Convention has expanded significantly. Many countries have been progressing to imply regulations or build institutions that have certain right to observe and make regulation to decrease discrimination at workplace. For instance, some countries in Africa has make regulation to protect employees who affected by HIV/AIDS from sexual harassment and discrimination. Some of countries concerned the discrimination is become major issue, so they decided to enlarge the ‘borders’ of discrimination is prohibited than those mentioned in Convention No. 111. The European Union has been capture 2000 cases about discrimination throughout the EU, some of the cases are about sexual harassments, disability, age, religion, and race. Challenges of diverse in Work
The discrimination in workplace could be decreased by changes the management style of work force. Simple concepts as understanding, spoken and non-verbal communications are challenges when addressing a group of employees of differing race and origins. Traditional rewards, compensations and reprimands used for motivating or disciplining employees becomes less effective as the workplace composition changes (Atewologun and Val Singh, 2010). The most difficult and specific challenge for managers that may appear is their commitment and behaviour to defend and protect the workers from discrimination. This barrier almost certainly is the most effective strategy to decrease the number of discrimination. Knowledge of the individuals’ diversity is the key to understanding and resolving what is perceived as different. Sensitivity or awareness training is used, as a catalyst for distributing this type needed information. Also minority managers, when assuming a new management position, go through an extended period of time in which they are closely scrutinised by subordinates, peer and supervisors. Unfortunately, this period of examination often difficult to find the behaviour of the subordinates and the reinforcement of the management system is difficult to implement in the...
Please join StudyMode to read the full document