in the workplace
Diversity and equality at work are extremely important for
the companies (income data services (IDS), 2010) and there is a perception that
diversity can improve an organization’s performance (Allen et al., 2008).
Diversity and equality are rising the corporate agenda (Stevens, 2012) as more
and more organizations identify the benefits of a diverse workforce.
of workforce diversity
Considering having a diverse workforce means that companies
can employ people from a broad group of applicants and it gives them extra
possibilities to get access to the capability that the company require.
Allowing to have a more disparate pool of candidates can support an
organization to overcome, somewhat in part, hiring issues. The trades union congress
and the confederation of business industry (TUC and CBI), 2008) also identify
lower staff turnover with the subsequent reduction in recruitment costs as an
outcome of greater diversity in the workplace.
A corporation that accepts and encourages diversity and
equality is expected to contribute to the organizations image, and is a
fascinating component of any corporate social responsibility (CSR) programme
(Singal, 2014). Also, if an organization promotes diversity and equality it can
recruit a wider pool of talent (Niederle et al., 2013) and is more likely to
recognize as an employer of choice.
For the diversity management to be successful, the members
of chief management teams are required to have an engagement towards
diversification and to promote the fair diversity goals. These needs to be
conveyed to the line managers. Line managers need to be prepared about
recognizing what the organization wishes to gain from diversity at the
workplace and how employees should be handled so that they can reach their full
potential. The organizations may aspire to tie the attainment of diversity
targets as honor for its managers (CIPD, 2014a).
of workforce diversity
When the company recruit’s employees of distinctive sexes,
the organizations are enforced to serve both male and female with clean and germ-free
facilities which increases the expenses involving the maintenance and
construction. Having employees of more than one sex also means that should colleagues
of other gender prefer to engage in sensual affairs or should the staff of a
management team try to get in a relationship with a worker of opposite sex then
in these cases the possibilities of a judicial action to be taken against the
organization under numerous state and confederate legislation having to do with
sexual molestation escalates. Gender diversification also brings the
constitutional action concerning the concept of equivalent pay for equivalent
work (Bizfluent. (2017).
Equality and diversity are significant issues that influences
people in association and everybody in the workplace. All the firms, present
and probable have a legitimate right of not to be discriminated against any
member clutched backward in their careers for reasons that have nothing to do
with their talent in relation to their performance.
cases of Gender discrimination at workplace
Gibson and others vs Sheffield City Council (2010) IRLR 311 CA.
this case is one of the example of how gender discrimination takes place in a
workplace. A batch of women employed as carers and in school meals asked for
equivalent salary in comparison with the men working for the council as street
cleaners and gardeners. The council’s case for the inequality in income
revolved around a bonus program which was enforced to the male laborer group,
but the court of petition judged the bonus to be biased.
Gutridge and others vs Sodexho and another (2009) IRLR 752
EAT this was the case where a bunch of female cleaners from a hospital who had
been transferred to an external provider of services under a transfer of
undertakings brought a claim of equal pay by comparing themselves with a group
of male hospital employees, maintenance assistants who had not transferred. A
major question in this case was weather such a comparison was allowable, and
the court of appeal held that it was.
Brierly and others vs ASDA Stores Limited (2014-15) Current
Case. An equal pay claim is brought against the retailer, ASDA, in an
employment tribunal. Hundreds of female store workers at ASDA are claiming that
they are doing work of equal pay of distribution workers in the company which
are predominantly male employees, but are being paid less. These individual
cases were brought up by female ASDA workers at various locations but now have
been consolidated into one case (as reported in ‘Cases on appeal’, available at
It is noticeable from the two equal pay cases described
above that such cases involve groups of women working for public service organizations.
Such organizations usually employee people in wide range of jobs, and it is
important that they ensure that the pay systems are fair.
According to Sergeant and Lewis,2014 This act was created to
carry out a extra reliable path to civil rights regulation in the UK and
addresses illegitimate discrimination in terms of recruitment and the arrangements
of facilities and work.
Characteristics regarding gender discrimination protected under
the equality act of 2010:
Pregnancy or maternity:
Under this act pregnancy and maternity are
separate secured characteristics to sex. The common basis of this law is that
women should not be conducted in a biased way because they are pregnant or
because they have maternity accountability.
This Protection is not only for women it
applies for men as well. concern of the identical pay for equivalent work. The labor
of equal expense is an element of gender similarity. This section does not
involve sex orientation favoritism which is a different type.
As stated in ACAS (2014b),’ the law possesses the foundation
that was already in place and this means when challenging the identical allowance,
it will be essential to analyze the pay of one person of the team with someone
of opposite sex who works for that firm. However, in some organizations the
employees working may all be of similar sex and the equality act made it
probable for them to also bring an allegation. If a petitioner can support
their claim with a proof that they would have received excelling pay from their
owner if they were a distinctive sex it may be likely for them to bring a claim
It is also against the law to pay dissimilar pay ratio to
men and women who do different jobs, but the positions have been graded the
same in a job evaluation strategy.
of male and female participation in employment
In the past 3 decades or so the job enrollment proportion of
men and women have gathered remarkably. A dominant possibility to the world of
work has willingly emerged for women but, as we will be going to see, the
career paths for male and female in job market are precisely gendered.
Women remained to be doing the volume of housekeeping and to
be responsible for primary duties for childcare in the plurality of households
and these structures the chunk of rewarded jobs they do. One of the deeper leverage
featurable to gender that aids to form women’s participation in salaried employment
is domestic work. Hardill et al. (1997) shows the sparkle of alteration
according to which a tiny step towards greater equal relation in skilled/
trained, two-fold career households, but this is precluded by Laurie and Gurshunny
(2000) who stated that women persisted to do furthermore than 60 percent of
domestic work alike in pairs where the two together work full time.
(EOC,2006) clarifies that if the maternity carries on upsetting
women’s recruitment rates asymmetrically to men’s, the size of part to whole
working age mothers with reliant adolescent who are in employment has moved up from
47 percent in 1973 to 67 percent in 2004.
inequalities in employment Opportunities
(Bradley,1999) 66 percent of male and 54 percent of female
work mostly with the same gender, with the women commonly jammed into
departmental and secretarial jobs, helping, washing professions and men in
proficient industry, creation, manufacturing and data automation (EOC,2005).
The hours of work in male’s and female’s jobs are also divided.
There were 5.1 million women and 1.3 million men temporary workers clearly demonstrating
that women were asymmetrically characterized in part time work in 2007
(ONS,2008a). In most cases, females are more expected to work on temporary basis
more than men. specifically, if they have under age children. As per the
(ONS,2008d) the 38 percent of women with young minors worked part time when distinguished
with only 4 percent of men with teenage child. (Longhi and Platt, 2009)
illustrates that Part time employment is perpetually very less rewarding and
this is mirrored in firmly relentless gender salary division that takes place
between female’s working temporarily and male’s working permanently.
The employment industry puts women in separate groups
sectioned by maturity, ethics, eligibility level, experience. So, while
generalizations about the respective post of males and females at workplace deliver
any intention, a knowledge of contrasting working experiences of association
with in these two wide classifications is more valuable.
In employment sectors the women are generally misfortunes of
discrimination, some of them will be in a higher favorable job market situation
than other women and some of the men as well. for example, the (ONS, 2008a) demonstrates
that in the one fourth part of 2007, 86 percent of females who had a degree
were working for an organization when examine in contrast with the 39 percent
of women who did not had any accomplishments or skills.
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resource management, Seventh edn, Pearson, Harlow. Search Voyager for :
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Claydon T (2010) HRM: A Contemporary Approach, (6th Edition)
London, FT Prentice Hall
Bizfluent. (2017). The Disadvantages of Diversity
in the Workplace. online
Accessed 15 Dec. 2017.