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The business case for Equal Opportunities.

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The term Equal Opportunity has gained a wide currency over the last few years. So much so, that there is much confusion and unease about what this term means, and perhaps more fundamentally what kind of objectives it is suppose to fulfil. Although most investigators agreed about many of the 'facts' of racial and ethnic inequality, there seemed to be little agreement about what should be done by government and other bodies to help break down the inequality barriers in the main areas of economic and social life. After this dilemma the EQUAL OPPORTUNITY COMMISSION (EOC) came into being. The equal opportunity policy formed by the EOC thus became a practical forum in which employers and employees together resolve a range of managerial and workplace problems and so make good the widespread claim that effective equal opportunity programmes contribute to the general profitability and efficiency of establishment. THE BUSINESS CASE FOR EQUAL OPPORTUNITIES The EOC describes Equal opportunity in its employment practices as one without regard to race, colour, national origin, religion, sex, age, disability, political affiliation, marital status, sexual orientation, ancestry, arrest or conviction record, the use of lawful products or military participation . During the 70's growing social concern about the unjustified discriminatory practices- in particular against women and those from minority ethnic groups - culminated in legislation on equal pay for men and women, and against discrimination on the grounds of sex and race and in the employment of ex-offenders. ...read more.


They can be grouped into two main areas: reducing attrition cost and reducing recruitment cost. The equal opportunities help in development of the business. Equal opportunities is no longer represented by a series of pressures from outside the organisation. It is to these internal needs that organisation should turn when they are seeking to develop their aims for an equal opportunities programme Voluntary actions by employers are a necessary and sufficient basis for advancing the cause of gender equality in UK business. 'Gender equality means that women and men have equal conditions for realizing their full human rights and potential to contribute to national political, economic, social and cultural development and benefits equally from the results. Equality is essential for human development and peace. Employers, who fail to lift the barriers to opportunity for employees and potential employees by underestimating and undervaluing their contribution to business success, diminish both individual and company prospects. Many have recognised the benefits of employing a diverse workforce as key to achieving a competitive edge. Successful companies therefore include equal opportunities policies and practices as an integral part of their business strategy. Discrimination is bad for business; equal opportunities are cost effective and should be integrated into all management, personnel and employment practices. Employers have found that by putting equal opportunities policies into action they have the benefit not only of compliance with the law, but also enjoy a number of other advantages . ...read more.


A number of initiatives involving business in United Kingdom which promote the economic development of women in society and in work have flourished. These include: * 'Fairplay for Women' - a joint government and Equal Opportunities Commission project based around regional consortia of employers, trainers, public and private sector enterprises. * The Equal Opportunities Commission's regional network of 'Equality Exchanges' with employer members from the public and private sector. * 'Opportunity 2000', a network of leading employers which seeks to advance women into management roles. CONCLUSION Thus we can see that Equal opportunities makes business sense. It enables organisation to: * Manage change by attracting people with new any different ways of thinking. * Creating a working environment where total quality can take root. * Anticipating and meet the changing needs of customers. * Recruits and promote the best people by widening the traditional source of candidates. * Retain the best people by ensuring that their needs are fully taken into account. * Increase productivity by raising motivation and commitment. * Increase profitability by reducing attrition and recruitment costs. After keeping in mind the above, all the above statistics and the steps taken by the United Kingdom's business employers we can see that a lot of efforts have been made to abolish the gender inequality. The above-mentioned statistics for UK business shows that the voluntary action taken by employers has made changes in the working organisation. So according to me the efforts made by the employers in UK business for gender equality is sufficient 1 ...read more.

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