DIVERSITY MANAGEMENT

Diversity Management

Diversity Management

Introduction

Equality is about 'creating a fairer society, where everyone can participate and has the opportunity to fulfil their potential' (DoH, 2004). By eliminating prejudice and discrimination, the NHS can deliver services that are personal, fair and diverse and a society that is healthier and happier. For the NHS, this means making it more accountable to the patients it serves and tackling discrimination in the work place.

For example, occupational segregation. Women make up almost 75% of the NHS workforce but are concentrated in the lower-paid occupational areas: nursing, allied health professionals (AHPs), administrative workers and ancillary workers. People from black and minority ethnic groups comprise 39.1% of hospital medical staff yet they comprise only 22.1% of all hospital medical consultants.

In relation to patient care, research published in the British Medical Journal (2008) has shown that people aged 50 and over, but especially the old and frail, are not receiving basic standards of healthcare. Experts found shortfalls in the quality of care offered by the NHS and private providers to patients with conditions such as osteoarthritis, incontinence and osteoporosis.

Diversity Management

Diversity management in its broader sense promotes and ensures to envisage a positive work environment strategy. Usually initiated by Human Resources specialists and department heads as well as the supervisors, recognition and respect for the individual differences between a group of employees to ensure an effective diversity management program for the promotion of the managed groups. It's how the entity-company, NPO, institution-established policies, specific or not, obtain the maximum benefit from the diverse composition of the human group that constitutes it. Implies towards the positive actions capitalize on differences in background, knowledge and skills-for example, language-of individuals and groups, as a development too.

The management of diversity aims to improve competitiveness and performance of the company by capitalizing on the diversity of people (gender, age, origin, religious beliefs, sexual orientation, physical and mental conditions), functional organization ( international operations, business, culture) and interaction style and mode of thought (training, diversified courses). It is one of the few levers to manage to combine financial performance and social ethics .

The concept of diversity has its origins in the United States, where the question arose as primarily ethnic and race. Populations particularly discriminated - Women and ethnic minorities - have made ??by- shooting 60s, the subject of preferential treatment for rebalance their representation in employment quail- feed: Affirmative Action. However, this policy is being challenged in the years 80, and it is "complement" and "cons-project" Affirmative Action that was born the concept of diversity .Born into a company where ethnic and cultural diversity is increasingly perceive this movement considers minority populations as carrying value may contribute to the competitiveness of the company.

Beyond correct the imbalance of representation by the recruitment, it is now to ponder over the differences in values ??in the company (Roosevelt 1990). The goal is not assimilation of minorities in the current container, but the search for a new container that allows the expression of diverse ...