Share these talks and lectures with your colleagues
Invite colleaguesWe noted you are experiencing viewing problems
-
Check with your IT department that JWPlatform, JWPlayer and Amazon AWS & CloudFront are not being blocked by your network. The relevant domains are *.jwplatform.com, *.jwpsrv.com, *.jwpcdn.com, jwpltx.com, jwpsrv.a.ssl.fastly.net, *.amazonaws.com and *.cloudfront.net. The relevant ports are 80 and 443.
-
Check the following talk links to see which ones work correctly:
Auto Mode
HTTP Progressive Download Send us your results from the above test links at access@hstalks.com and we will contact you with further advice on troubleshooting your viewing problems. -
No luck yet? More tips for troubleshooting viewing issues
-
Contact HST Support access@hstalks.com
-
Please review our troubleshooting guide for tips and advice on resolving your viewing problems.
-
For additional help, please don't hesitate to contact HST support access@hstalks.com
We hope you have enjoyed this limited-length demo
This is a limited length demo talk; you may
login or
review methods of
obtaining more access.
Printable Handouts
Navigable Slide Index
This material is restricted to subscribers.
Topics Covered
- Social justice
- Diversity management
- Discrimination
- Positive discrimination
- Positive action
Links
Series:
Categories:
Talk Citation
Cross, C. (2022, August 30). Managing equality and diversity at work [Video file]. In The Business & Management Collection, Henry Stewart Talks. Retrieved August 31, 2024, from https://doi.org/10.69645/LCYH8431.Export Citation (RIS)
Publication History
Transcript
Please wait while the transcript is being prepared...
0:00
My name is Professor
Christine Cross
and I work at the
Carey Business School
at the University of
Limerick in Ireland.
Today's topic is
managing equality
and diversity at work.
0:13
In this topic, we deal
with three related areas;
diversity, inequality and
fair treatment at work.
Diversity is becoming a significant
issue for organisations.
Examples of trends
in this area include
an increasingly ageing population
in developed countries
and higher labour market
participation by women.
Organisations are also
increasingly operating
in global markets and
often find that norms may
exist in some
countries of operation
that may not be acceptable
in their home country.
This poses challenges for
the human resource
management function in
these organisations regarding
their responsibilities
to promote equality and justice.
0:55
Let's begin by
looking at what we
mean by the term diversity.
Diversity as a concept
refers to the 'difference'
between people.
We can differentiate between
collective diversity,
mostly associated
with social groups,
such as gender, race,
ethnicity, religion,
disability, sexual orientation,
and individually or
deep-level diversity,
such as education,
personality, lifestyle
and personal interests.
This has also been termed
invisible diversity
because it encapsulates
qualities or attributes
which are more subtle and
not immediately explicit.
The management of
diverse work forces
is one of the biggest
challenges facing
organisations today.
It's a challenge that
is here to stay.
There is a growing literature
surrounding the concept
of diversity in the
organisational context.
A key area of debate
is whether employees
should be treated equally,
regardless of their differences,
or whether organisations
should recognise diversity
diversity and adapt to take
account of difference.
These perspectives are summed up
by the social justice approach
to workplace equality
and the diversity
management perspective.
Social justice, as
the term suggests,
involves viewing
diversity within
the broader context of
morality and fairness.
The key principle here
is that organisations
exist as part of a wider
society or community,
are embedded within
it and as such,
have a duty to contribute
to the creation
of a more equitable
and inclusive society.
The central tenant of the
diversity management
approach is the belief
that difference should
be recognised as positive.
Difference should be nurtured
and that this should
be achieved through a
cultural transformation
of the organisation,
rather than a reliance
on legal regulation.
Organisations should strive
to achieve a culture
whereby difference
and diversity are
viewed positively and
actively promoted
and supported since this
is good for business.