Blog Ten: Equal Opportunity

Equal Opportunity

There are some major differences between equality and diversity, including that diversity involves acknowledging that everyone is individual and uniquely different from one another, and ensuring these differences can be used in a positive way to benefit the individual and what they do.  Equality on the other hand is predominately about ensuring that all individuals, no matter what their differences have equal opportunities. Within a workplace, it is therefore important that both equal opportunities are available for the entire workforce no matter how diverse in order to comply with current legislation.

Age legislations were introduced in 2006. Part of this legislation was created to make it unlawful to discriminate against an individual during the recruitment process or within the workplace due to their age. The aims of the regulations that have been created and enforced mainly involve helping people who are vulnerable to age discrimination and ensuring they are treated equally.

This legislation had an impact on many employers and their recruitment process, because they need to ensure that the entire process, including advertising the job creates equal opportunity to reach a diverse range of people, including the younger and older generations. It must also ensure that the opportunities they offer within the company remain equal when considering an older and/or younger work force.

There are many negative stereotypes within society surrounding the younger and older generations. Some of the stereotypes younger people may become victim to could include:

•       A lack of experience and knowledge that could benefit the company.
•       A lazy attitude towards work.
•       No career path, aim or ambition.
•       Poor diverse social skills; lack of interaction & communication with other employees.

Older people would be subject to different stereotypical views due to their age:

•       Questioned physical ability, strength and stamina.
•       Assumption of retirement plans - lack of commitment.
•       General health.
•       Questioned mental stability, for example development of mental health issues such as dementia.

All of these assumptions, grouped views and negative opinions are created due to the attitude of an employer. To avoid making assumptions and therefore creating stereotypes on any group or cluster of people, and employer should allow these people to be individuals, this could be done during interviews, group interviews, group assessments, and recruitment days. This would help individuals prove they don’t fit in with all the negative opinions.

Employers could also help to educate their employees on negative stereotyping and how to avoid it. This would benefit the company, current employees, future employees and would therefore encourage and promote a more diverse atmosphere.

ASDA, a supermarket chain linked with America’s Wal-Mart, have created different equal opportunity policies in order to ensure maximum about of fairness amongst current and potential employees. An example of this is the policy implemented in 2006 to stop asking applicants their date of birth on the application form. This would prevent the HR or recruitment team discriminating against individuals due to their age.

Overall, I feel it is important for all organisations, no matter how big or small, to ensure that they create and provide both a diverse and an equal environment within the workplace. This must be done effectively and legally following legislation and regulations but in turn should benefit both employees, and customers and therefore will have a positive impact on the organisation.

Bibliography

Careers [Online] Available from: www.asda.jobs {assessed: April 2012}