Equality, Diversity and Difference - Essay Example

Equality, Diversity and Difference Equality, Discrimination and Diversity: A Deeper Look From time immemorial, equality has been a concept that has been discussed and debated very often. Invariably, a civil society has always listed down equality as either a fundamental right for all the citizens in the society or as an aspiration that they would like to achieve. As Equality is a much a debated concept, numerous sociologists, philosophers and thinkers have tried to put a definition to the term. It is also important to understand that equality is a relative term as it involves more than one entity – be it different groups or different individuals. Universal Declaration of Human Rights proclaims that, “All human beings are born free and equal in dignity and rights.”(United Nations, 1948). However, as this definition does not relate to any law, various nations across the globe have put a legal standpoint to the definition of equality. ‘Equality’ (or ‘equal’) signifies correspondence between a group of different objects, persons, processes or circumstances that have the same qualities in at least one respect, but not all respects, i.e., regarding one specific feature, with differences in other features (Westen, 1990). Therefore, striving to achieve equality is generally defined as “the incorporation of Equal Opportunities issues into all actions, programmes and policies from the outset” (Rees 1998,). As equality has been a cause of global concern, the new age government keep this aspect in mind each time when they consider a new policy or a law. When we look back historically, we know that human beings have always had the tendency to dominate over the weak. This resulted in the creation of a social structure where some sections became the privileged and other sections were considered less-equality. This craving for power and dominance started contributing to a society where inequality started existing. For example, areas of residences of various groups were demarcated. The affluent and dominating section of the society tried to ensure that the laymen do not live near to their places of residence To clarify further, we can also define equality in terms of non-discrimination. Equality means the absence of discrimination, and upholding the principle of non-discrimination between groups will produce equality (Dwokin, 1977). Therefore, discrimination can be defined as any act that denies equality that an individual or a group wishes for. It is widely accepted that equality and non-discrimination are positive and negative statements of the same principle (Bayefsky, 1990). When we talk about discrimination and inequality, an important concept to consider is diversity. As a society invariably consists of different diverse and very different groups, it is crucial to put discrimination and diversity in perspective because discrimination means very different things to various groups in a diverse society. For example, the discrimination that people from black and minority ethnic groups face would be very different from what physically disabled people face. For an individual belonging to the black and minority ethnic group, the discrimination could be based on the fact that English is not their primary language of communication where as for a physically disabled person; it could be based on the fact that the available civic and housing facilities are not suited for them. It is a given fact the interests of different groups or even, the interest of different individuals within the same group may not be the same. This diversity can often result in a very difficult scenario where an attempt to ease out a particular barrier may result in creating more barriers and hence result in further discrimination. On one hand, many management theorists and sociologists often point out that diversity is an asset to any social group or society (Page, 2007), on the other hand, many groups of political scientists and economists, think that there could be dire consequences if there is an increase in further fragmentation of the society into small diverse groups (Huntington, 1997) . In simpler terms, diversity is a crucial element of any society but it also results in concepts of fragmentation as well as polarization. For example, a society with diversity can be a multicultural society where the different cultures merge and enrich from each other. However, this can also lead to conflict if certain key elements that define the culture of each of the groups clash with each other. Along with diversity also comes the concept of exclusion because every diverse group that comes into existence excludes certain others resulting in more and more fragmentation of the society. This exclusion goes a long way in creating the much-debated concept of discrimination and the notions of a majority group and a minority group. Therefore, the notions of equality, discrimination as well as diversity have a deep link with each other. Therefore, in the modern day society that displays numerous shades of diversity, the concept of diversity management becomes important. Diversity Management can be described as overcoming any form of discrimination in a particular society so that all the groups have equal opportunity. A good example of diversity management would be to ensure that the civic amenities like housing and transport are disabled friendly so that the disabled members of the society can also avail them. Diversity Management is also critical to ensure that there is no conflict among the numerous diverse fractions in the society. If the administration does not consider the factor of diversity and does not ensure that a particular facility or amenity includes the diverse groups, there could be chances of conflicted and the excluded group could end up feeling marginalized. Why Diversity Management is Critical Globally, diversity management and equality are recognized as key to a healthier and robust society. Countries across the world have implemented many policies related to equal opportunities. Organization and companies have increasingly started enacting these laws in their respective firms. We can look at equal opportunity policies as a set of laws that aim at putting an end to any type of organization from denying inclusion or membership to a person based on sex, race, age, or disability. According to Amartya Sen, equality of opportunity is achieved when the personal sets of vectors of functioning ( example - nourishment, health conditions, happiness and so on) are equal (Sen, 1980). There are certain key advantages of equal opportunity that every organization can benefit from. In a society where there is an increasing risk of polarization and fragmentation, it is important to define and outline the benefit of equal opportunities. Providing equal opportunities results in a fair environment where there is no unlawful harassment or discrimination. This enriches the workforce of any organization. In a company where there is equal opportunity, we would find that diverse workforce goes a long way in making any company stronger. People from very diverse backgrounds come together and work towards a common goal. This fosters creativity and dynamism in any particular organization. When we look at it from a broader perspective, diversity brings advantages to the employer as well as the employee or to an association as well as to individuals. Even though people may work independently in a particular organization, developing a sense of respect for the individual differences that come along with the diverse groups can contribute to an increase in productivity. Diversity in the workplace can reduce lawsuits and increase marketing opportunities, recruitment, creativity, and business image (Esty, et al., 1995). In the modern age, we know that there is increased competition and the organizations are all engaged in a neck-to-neck race, flexibility and creativity are crucial to edge out competition and achieve success. It is noticed that diversity goes a long way in fostering flexibility and creativity. Interacting more and engaging with members of diverse groups increases the flexibility and hence we can say that diversity is important for the success of any organizations. As more and more companies as well as societies are investing in diversity management and are promoting equal opportunities, most firms are keen to do business or engage with the firms who are equal opportunity employers. Sometime ago, American technology giant Microsoft, changed a particular supplier because they were cavalier towards diversity management. It was very clear that the world’s leading technology company was taking a keen look at the suppliers’ diversity policy (Pitcher, 2007). Therefore, if a company does not implement equal opportunity employment or does effective diversity management, it is seen that there could be consequences in terms of time and money. Any association or organization that promotes equal opportunity has greater respect as well as credibility in today’s world. Finally, a group or an organization that supports equal opportunity is crucial for the modern-day conflict ridden society. Working along with people from diverse groups increases tolerance and understanding among the members. Overall, people from the diverse fractions get a good chance to understand each other and recognize the different needs of these diverse groups. In today’s society, understanding and recognizing the needs of people from diverse groups is critical as it makes everyone more conscious about that fact that there are diverse groups that face constant discrimination. Individuals who have worked or had any close association from a member of a diverse group have fewer tendencies to discriminate against them in any context of life. Therefore, we can say that if diversity management is effective, there is a very bright chance of increasing tolerance that contributes to world peace. Towards Equal Opportunity There is a lot that each organization and association can do to improve its diversity as well as to provide equal opportunities to the diverse groups that form the society. It goes without saying that companies would have to invest some amount of time and effort to ensure that there is no discrimination. Right from writing a job description to providing the right training and work environment, present day companies and associations have a task in front of them. For example, in a job description and advertisement, the necessary aspect is to describe only the role and the skills needed to perform the role effectively. There is no need to enquire about the race or the ethnic origin of any individual. Before a company decides to implement equal opportunity, it is important to train the top managers as well as the current set of employees. The management should be trained to ensure that any policies or set norms are modified and edited to suit the needs of the diverse groups that would be a part of their organization very soon. They should also be trained to identify any specific need that a particular group may face in the future. Special training also should be given to the management so that they are sensitive to the needs of particular groups that always vary. For example, they challenges that the members of an ethnic community face are always different from the challenges faced by the members of a community with mental health challenges. Therefore, training managers to identify and implement any workplace change that supports the members who belong to different groups is necessary (Moreno-Ternero, 2007). It is also necessary to train the current set of employees to understand the needs of the groups so that they are more sensitive to the needs and requirements. This is crucial so that they develop a sense of understanding and support the particular group or individual in adjusting to the new environment. The entire company also should be braced up to make any work related adjustments. For example, it is also important to make work-related adjustments for people with disability. Having a ramp along with stairs for easy locomotion is essential to support this particular diverse group. Team activities that are planned for such a work group should ensure that this category is also able to participate actively. Simple things like planning word games and indoor activities instead of an adventure outing can go a long way in making sure that no exclusion happens at work place. Therefore, organizations need to develop, implement, and maintain ongoing training because a one-day session of training will not change people's behaviours (Koonce, 2001) Very often, it has come to the forefront that such diverse groups may require some bit of training to ensure an easy transition and amalgamation into the work group. For example, the members of black and minority ethnic group did not get a great opportunity to study English and develop it. They would be extremely skilled at the job description but the struggle with English often makes it slightly difficult for them to perform their work to the requirement. Therefore, if the employer provides the right kind of training to ensure that their performance does not suffer because of the lack of English education, the amalgamation process becomes very easy. Another aspect to that needs to be worked upon is to establish different EEO (Equal Employment Opportunity) groups in the firm. A healthy discussion in one of these groups can not only help in identifying any issues or concerns, but also can come up with any possible solution to resolve these issues. It is important here to moderate these discussions to ensure that there are no conflicts in these groups. Various groups even in a modern day society face discrimination more than other groups. These include black and minority ethnic groups, older people, physically disabled people, people with mental health problems, lesbian, gay or bisexual people, Gypsies and so on. One group that constantly faces discrimination with regard to civic and housing amenities is that of the physically disabled individuals. A look at the general amenities shows that very often the public transport or public toilets are hardly suited for the need of the physically disabled; therefore, the disabled people are forced to become dependents on other individuals to avail these amenities. A good example in this regard would be the housing facilities. Let us take the case of a construction company. While planning a particular housing project, it could be very easy to ignore the fact that there should be some extra features that make the project disabled friendly. Any housing project that does not provide the facilities that are suitable for the disabled indulges in exclusion as it excludes this particular category. This is a difficult situation because the disabled people struggle to find an accommodation that suits their needs. This scenario is also seen when people look for accommodation for rent or enquire for hostels. Many of them do not offer the facilities that are essential to make life easier for this particular category. Apart from providing the necessary facilities, it is also necessary that there is sensitivity among the housing providers. According to Simon, in 2005, The Prime Minister’s Strategy Unit of the United Kingdom published a report called Improving the Life Chances of Disabled People. This report identified a list of factors and common issues that are faced by the disabled people. This included unsuitable housing, a lack of accessible transport, high levels of unemployment and low skills. This situation is exacerbated by the fact that much residential care is located in rural areas that are disconnected from wider communities, opportunities and services (Simon, 2008). Therefore, it is also commonly seen that any disabled facility amenities and housing are generally located at a place which is not easily accessible and which is far from the place of employment. This poses as a challenge to the disabled because day-to-day transport is also not very easy for them. In the larger scheme of things, the planning should be in such a way that the housing is disabled friendly and easily accessible from the city. The accessibility factor is critical not just from a transport and commuting point of view. It is necessary that these facilities be provided nearby to the town because that gives a better chance of integration with the society. Developing such amenities far from the public could mean that this section of the society feels excluded. Governments across the world have recognized this fact. The Fair Housing Act, United States Government, defines discrimination in housing against persons with disabilities to include a failure "to design and construct" certain new multi-family dwellings so that they are accessible to and usable by persons with disabilities, and particularly people who use wheelchairs (United State Government, 2010). Implementation of this particular act has ensured that all the newly constructed multi-family dwellings of four or more should necessarily have certain features. These features include an accessible entrance on an accessible route, accessible common and public use areas, doors sufficiently wide to accommodate wheelchairs, accessible routes into and through each dwelling, light switches, electrical outlets, and thermostats in accessible location, reinforcements in bathroom walls to accommodate grab bar installations, and usable kitchens and bathrooms configured so that a wheelchair can manoeuvre about the space. These basic amenities have not only helped in making life comfortable for the disabled, but also have ensured an amalgamation into the society. Such kind of accommodation can help in reducing any discrimination and promoting equality. There is no doubt that the world consists of multicultural, multi-ethnic, multi-lingual society and a huge number of diverse groups. Globally, we continue to hear news related to racial discrimination or discrimination based on age or sexuality. Therefore, it is crucial to understand that even though we aspire towards a society that provides equal opportunity, there is still a long way to go. Diversity management and providing equal opportunities is not an easy task because it requires a lot of deliberation. There could be numerous instances where an attempt to ensure equal opportunity actually results in isolating another diverse group. It is clear that it diversity management is an exercise which has to be done with a lot of caution. However, on the other side, we do see an increase in more and more people being conscious about acknowledging and respecting these groups. A more conscious and sensitive population is necessary when we look at diversity management from a global perspective. References Bayefsky, F. (1990). The Principle of Equality or Non-discrimination in International Law, 11 Human Rights Quarterly, (11) 1990, p. 5. Dworkin. H. (1977) Taking Rights Seriously, Harvard University Press, p. 226-227 Esty, K., Griffin, R. and Schorr-Hirsh, M. (1995). Workplace diversity. A managers guide to solving problems and turning diversity into a competitive advantage. Avon, MA: Adams Media Corporation. Huntington, S.P. (1997). The Clash of Civilizations and the Remaking of the World Order; Simon and Schuster Moreno-Ternero, J. D. (2007). On the design of equal-opportunity policies”, Investigaciones Económicas, 31, 351-374. Page, S.E. (2007). The Difference. How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies. UK: Princeton University Press. Rees, T. (1998). Equality in the European Union: Education, Training and Labour Market Policies. UK: Routledge Sen, A.(1980). Equality of What? In Tanner Lectures of Human value.UK: Cambridge University Press. Westen, P. (1990). Speaking Equality. UK: Princeton University Press. p 39, 120. Online References Koonce, R. (2001). Redefining diversity: It's not just the right thing to do; it also makes good business sense. Training and Development. Retrieved from http://findarticles.com/p/articles/mi_m4467/is_12_55/ai_83045836/pg_9/ Retrieved on 30 October 2010 Pitcher, G. (2010). Retrieved from: www.personneltoday.com Retrieved on Oct 30, 2010. Fair Housing Act, (2010). Retrieved from:http://www.ada.gov/cguide.htm#anchor63409, Retrieved on Oct 30, 2010. United Nations, (2010). Retrieved from: http://www.un.org/en/documents/udhr/index.shtml Retrieved on Oct 30, 2010. Simon, E. (2010). Retrieved from: http://www.dhcarenetworks.org.uk/_library/Resources/Housing/Practice_examples/Housing_LIN_case_studies/Case_study_45.pdf Retrieved on Oct 30, 2010. Read More