A link between diversity management and equal employment opportunity in the workplace

Problems arising from unequal treatment and discrimination are a challenge to the society and enterprises. Modern organizations search for top solutions for diversity management in the workplace and eliminate the unequal treatment. The main objectives in this area focus on equal employment opportunities and effective team collaboration in its diversity. The right to equal treatment and protection from discrimination is a global issue addressed in many legal acts.

A link between diversity management EEO – table of contents:

1. Equal employment opportunity
2. Diversity management
3. Summary

Equal employment opportunity

To meet the dynamic socio-demographic changes, modern companies attach great importance to issues related to equal treatment in the workplace regardless of gender, skin color and sexual orientation. Compliance with the principle of gender equality ensures that women and men are given equal rights and responsibilities, including remuneration and opportunities for professional development.

An important aspect is to fight stereotypical thinking and assigning specific social roles for men and women in both their personal and professional lives. The legal acts mentioned in the introduction intend to discipline employers with regard to equal treatment and fair assessment regardless of gender, marital status, national and ethnic origin, language, social status, age, sexual orientation, disability, religion or belief.

Equal criteria and employment conditions should be applied during the recruitment process. Also, all employees should have the same opportunity to enhance their skills, gain practical experience, use employee benefits and bonuses, as well as receive equal base and supplementary compensation.

Diversity management

Diversity in the workplace is a complicated issue that affects both small and large organizations. It may be either a key element of employment policy or a source of threats and abuse. In order to eliminate its negative consequences, employee diversity must be managed in a skillful and purposeful manner, to create a comfortable and safe workplace.

It is essential to create a suitable and safe workspace for everyone, no matter who the person is.

Diversity is about employing people who are different in terms of gender, age, skin color or religion. An integral part of diversity management should be the ongoing education of all employees on how to use their differences to build lasting relationships and improve their work quality.

Sharing experiences fosters creative problem-solving and the creation of innovative solutions. Skillful leadership of a diverse team can bring several benefits, such as:

• increase in the effectiveness of performed tasks,
• good working atmosphere and lasting relationships with employees,
• positive company image inside and outside of the organization,
• elimination of negative and destructive behaviors,
• creating a friendly workplace and space for development.

Diversity areas and threats

Workplace diversity has many forms and entails certain risks:

• age – a lack of common ground between young and older people (45+), low level of tolerance,
• disability – a lack of adjustments for disabled employees, architectonic barriers,
• gender – a problem with balancing work and family, discrimination against women in senior management positions and assigning them to the lowest pay level,
• family status – a problem with working time flexibility in case of people in relationships and having kids.

Diversity management – summary

The link between equal employment opportunity and diversity in the workplace is quite obvious. When managing diversity, companies should consider equal treatment of employees and anti-discrimination as fundamental. Building a diverse workforce should be a priority for every organization, in order to better use the intellectual potential inherent in people.

This fosters the development of new ideas, implementation of innovative solutions, and above all team integration. Breaking stereotypes allows for effective cooperation based on knowledge and experience, as well as improvement of competencies. Such actions, in turn, translate into gaining a competitive advantage on the market and achieving business objectives, as well as boosting the company’s image.

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