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Managing diversity is concerned with more than eliminating discrimination; it is concerned with recognising our differences and making the most of everyone's potential.
- There are many meanings and definitions of diversity. Diversity as a concept goes beyond equality of opportunity covered by employment legislation.
- It is not about language or political correctness or distracting from the business needs and it is also more than demographic profiles.
- Diversity in the workplace is about having a workforce that is motivated by being treated with value and respect.
Embracing the concepts of diversity is about making an effort to recognise that people in the workplace are of differing cultural, ethnic, racial and gender backgrounds who have different religions, nationalities, ages, physical and mental abilities etc. Managing diversity is about creating new norms to allow flexibility for employees to work in their own ways. Diversity is not a replacement for equal opportunities.
Equality of opportunity is treating all employees equally in status, rights and opportunities through a set of policies.
The objectives of the Embracing Equality project is to assist businesses to address traditional and historical barriers and prejudices that discriminate or disadvantage people on the basis of difference. By addressing these barriers and perceptions the business benefits can be maximised to increase productivity and profitability.
Business strategies - Many public sector organisations as well as multi-national companies are integrating the principles of equality and diversity into all their business areas. They have taken simple actions such as training to promote the benefits of equality and diversity to help line managers to understand practices such as flexible working practices and equal opportunity policies to address discriminatory practices.
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