Managing Diversity and Equal Opportunity Essay Example | Topics and Well Written Essays - 1250 words

Managing Diversity and Equal Opportunity - Essay Example The female literacy and economic empowerment is crucial not only for development but also for the children in the country. It is emphasized in the millennium development goals that child health and literacy levels in a nation show the quality of future population. Thus, at this epoch, management diversity with the provision of equal opportunity is a must to stimulate the economic growth of a country. The Sex Discrimination Act 1975 The parliament of United Kingdom had passed another gender related Act in 1975. The name of this Act was Sex Discrimination Act. This Act attempted to eradicate the discriminations on the grounds of sex and marriage in United Kingdom. The Equal Opportunities Commission (EOC) was established under the regime of this Act in U.K. The major concern of this Act was to create equal opportunities for both men and women in the workplaces. It was believed by the government of U.K., that progress of the nation would be just impossible without the support of gender u nbiased features in the economy (NCJRS, 1979). Equal Pay Act 1970 The parliament of United Kingdom (U.K.) in 1970 had established the Equal Pay Act that was related to gender issues in the economy. This Act primarily concentrated in reducing the unequal treatments between genders regarding factors like pay and employment opportunities. The Act was incorporated in the country after five years in 1975. The Act considered the factors like pensions, top wages, and leaves which are allotted equally to both the gender in the workplaces. However, the employers protecting their pay rights under the norms of this Act were supposed to consider that the work done by a competitor (whose salary the employers claims) should be same to the work executed by the employer. This Act made it sure that the salaries of two employees are same when the work load is alike. Differentials in pay would be gender neutral (EEOC, 2013). Case Studies Dr Bhal is an African black woman who lived in United Kingdom si nce she was 9 years old. This was the phase of time when the government of U.K. was demanding for equal opportunities for both men and women the country. So as a representative of the Commerce and Industry group in 1990, Dr Bhal was elected as one of the members of Council of Law Society in U.K. In 1993, she became the chairman of the EOC (Bailii, 2006). Dr Bhal had adopted active measures to improve the condition of women in U.K. Her work was appreciated by many officials in the U.K.’s government body. However, traces of her arrogance and rude behaviour were reported in 1998. Jean Johnson the director of the Human Resources claimed that Dr Bhal spoke to him very rudely over official calls (Xperthr, n.d.). The Director of Corporate Management also commented that Dr Bhals attitude in the business affairs were not good at all. It was very difficult to comment on the actual reason for such claims; it could take place due to gender discriminations or could also occur because Dr B hal became egotistical in her attitude. Ultimately the Law Society made Dr Bhal resign on such grounds. Dr Bhal claimed that this was done because the Law Society was gender biased in U.K. and filed a case against the organization in this ground. Dr Bhal’s strong comments to the media claimed that the Law Society had inherent â€Å"fossilised bureaucracy† and was â€Å"full of champagne-sipping racists†. On one hand, the staffs claimed that Kamlesh Bhal’s attitude was shrewd and unprofessional. On the other hand, Dr Bhal has claimed that alpha