Diversity management for equality policy-making

Diversity management for equality policy-making

Introduction

Diversity management is to tackle and support lifestyles and individual distinctiveness in a defined group. Management principal liabilities include educating the group and providing support for acceptance "as well as respect for different ethnic, cultural, communal, geographic, economic and political backgrounds with this everyone" can sense their significance for their contributions, which is favorable for the individual as well as the organization. Equality can be depicted as breaching down obstruction of discrimination and guaranteeing equal opportunity for all groups importantly in employment furthermore in goods and services as supported and protected by legislation. Equality and Diversity itself is not exchangeable but co-dependent. Equality of opportunity can be achieved if tied together with diversity of management. Presently large number of organizations has broadened their induction criteria by including different individuals Underrepresented and exclusive to cast or color, so that diversity management could be integrated to unique working environment.

Discussion and Analysis

Diversity management is a plan itself, to indulge all individuals into informal network and purely official organizational programs. If we go in past Title VII of 1964 civil right was the main milestone which assured the combination of diversity management and the equality policy making and this act came out as a ray of hope for certain minority individuals and gave them promising pledge of equal employment opportunity and at that, was raise as a missionary statement. On April 2 1972, President Lyndon B Johnson signed an order entitled as 11246 eventually pursued by President Richard M Nixon with complete goals and drew affirmative action on it with strong public recommendation.

However, these two orders bought an affirmative action in implementation of diversity management on the practical level but still it had some negative critic some of them also declared it flawed initiative. Similar statement was given (Cohen, 1996) that, Compensatory awards administered under affirmative action negatively affected organizational groups through low merit dependent hiring standard. (Minority set-asides, 1995) stated that minorities had already attained their professional goals and implication of affirmative action is no longer required. Small business association quoted in 1992 minorities made 9% of the business population got only 4.1% for the federal government contracts. Woman is still in a minority though having a significant number in population; mainly reason is the small representation in some awkward organizations power hierarchy. According to survey in 1995 only 7% women population were at managerial level in top 1000 leading organizations. They earned only 60 cents on every dollar as compare to man use to get just 3% of federal contracts. Dreadfully, studies strongly recommended that, most of resistance to affirmative action policies had come from minority groups, to whom the policies got intended to benefit. Reason Women who assumed that they got hired because of affirmative action mandates became the victim of stress had no job satisfaction and selected, not as much of challenging work assignments.

All these negative assumptions may have dictated affirmative action's downfall. Still those organizations who believed in diversity management its values ...