Equal opportunity in employment

EQUAL OPPORTUNITY IN EMPLOYMENT

A RESEARCH

BY (NAME

PRESENTED ON THE 18TH JUNE 2008

TO (NAME OF THE TUTOR

Abstract

Majority of the people worldwide are involved in full time employment and faced by various challenges that call for equal opportunities Employees can either be male or female , able bodied or disabled , young or old , experienced or amateurs , healthy or sickly and white or black or Indians or Chinese amongst other races . Therefore all employers must preface equal opportunity strategies . Whether equal opportunity in employment is perfectly practiced

is a query to be answered . This looks at equal opportunity in employment with a special focus on some of the largest employers in the world for example the National Health Services (NHS ) based in Western Europe that employs people of all works of life Background

The advocacy for fairness in employment is an old tradition that have forced researchers to enunciate the segregation that were brought about by race , gender , bodily abilities and other human characteristics [Humpries , et al , 1995] . Measures to address the discrepancies in employment have been addressed via various ways in different parts of the world . In Australia for example measures that support employment equity for women occupying big government posts were put in place involving legislative , judicial , social and industrial [Strachan , et al 2007] . Research studies on equal employment opportunities indicate that there is improved employee satisfaction at the moment unlike earlier days when male , white and able bodied dominated the job market . An example of the NHS indicate many nurses who hail from minority ethnic groups face racial harassment from patients and colleagues and that there are continuing problems in recruiting and promotion in most of the institutions (Hazel , 2003 . The prejudices witnessed in this sector all stem for favouritisms . Obviously the National Health Service have found justified reasons as to why the health care sectors should adopt the policies of equal opportunities and the pragmatic reasons to assist in the implementation that has been both slow and inconsistent (Hazel 2003 . Generally , the continued failures of the implementation of the equal opportunities policies have sustained inequalities at the places of work . Concepts such as those of managing diversity and racial managerial as new tools to speculate equal opportunities that have assisted in the consideration of some of the continuing problems natural in the current strategies of curbing inequalities (Nelarine , et al 2004 . Most organizations have tried to create inclusive corporate cultures at all levels and systems through various equalities and diversity strategies and action plans that call for excellence through equality . Some organizations request for various information that ought to assist during the hiring of a diverse workforce . The details include ethnicity , gender and dates of births , citizenship and disability which provide information that is crucial in the determination of an equal arena of employment

Equal opportunity in employment has called for a conducive social environment whereby all the employees are included from jobs based on the immutable traits . The immutable traits often implies...