Equality and diversity are often used in the same context and can be confused by some for having a similar meaning. Although both words are similar and usually relate to the same topics there is a subtle difference. Equality is simply the quality of being the same as the other and treated the same regardless of individual or cultural differences. Not only does equality exist in the dimensions of culture but others such as age, race, sex, physical attributes and religious beliefs all of which are equality in practice. Whilst equality looks at being the same and treated fairly, diversity almost goes beyond that because it is more to do with understanding the uniqueness of others through acceptance and respect. Diversity explores these differences and even goes as far as celebrating them. In simple terms equality is more about treating people equally where as diversity is about understanding the differences and adapting them in the best possible way.
The Age Legislation Act 2006
The age legislation act coming into force has many potential impacts on employers. An example of this is if an employer discriminates against age, it might diversify the workforce by employing older people and could have a negative influence on existing morale or team cohesion. In certain sectors a younger workforce may provide more profits so changing them may reduce the income of an organisation. In addition to this an organisation might have to fun different types of training for the older generation. Under new legislation, employers must provide access to help employees of all ages and this could include hearing aids etc.Many stereotypes come with age and there are different stereotypes about younger and older people with regards to work. Younger individuals seem to hold an immature/lazy stereotype and in many peoples mind are seen to be naive and outspoken. In addition to this, younger people are sometimes viewed as being aimless in the media with a spotlight on gang violence. On the other hand the older generation are looked at in a different way; they are seen to hold experience (which is likely true) although they are viewed not to be as useful as to younger individuals in relation to manual labour.An example of this is their knowledge about technology. It is usually put into question as we tend to think they have little or no grip on the new advances in the technological world. At times older people are even seen as useless with some people, they go as far as saying that they should retire regardless of what they have to offer. (Gregory, 2001) agreed and said that 'although negative age stereotypes abound and employers continue to view age, not in terms of experience and stability but as mental and physical deterioration as well as inflexibility and lack of enthusiasm. Data supporting these stereotypes are nonexistent'.
Organisations have a key role in changing these attitudes, and they can start by giving younger people more responsibility at work. An example of this is giving younger people promotions, putting them in charge of projects where suitable or simply recognizing their efforts. Personally, i like to have responsibility as it motivates me to achieve. In my experience, out of the jobs i have had two of these have promoted me and treat me the same even though i was one of the youngest. With regards to older individuals, organisations should let them continue working as long as they have the skills required and as long both parties agree. This should be the case no matter what age the older person reaches. Flexible hours should be given and the time of work is another possibility, this should be done in an attempt to make an older employee feel comfortable and confident to carry on working as it may effect there work. Through some of these ideas stereotypes on younger and the older generation should be changed even if they are change in a small way.
Below is a link on what young people think about being placed in to these stereotypes and how i has a negative effect on all younger people.
http://www.guardian.co.uk/society/2009/apr/15/stereotypes-young-people
B&Q, Asda, Tesco and their Equal Opportunities
I have visited the websites for B&Q, Asda and Tesco to look at how they give opportunities to their employees and how they are treat fair. B&Q states that is expects from its employees an open mind about changes, good customer services, a passion to deliver and a flexible approach to the company; if done so they will deliver flexible approaches, a far employer who promotes equal opportunities, friendly atmosphere and the support in their staffs career development. It is shown through a speech bubble claiming that over a quarter of their staff are over 50. In addition to this they offer to help employees develop through apprenticeships and NVQ's, done whilst at the company. (B&Q, 2012) proudly stated the following "B&Q believe in investing in our people, and we're proud that many of our employees develop their skills and careers within the company".
Asda calls its employees its colleagues, looking at the website their is a great mixture of people varying from age to race and therefore do not believe that any discrimination is talking place. Companies these days however have to not discriminate as customers will deem upon them and they will loose customers. However, when Asda talk about its workers it only has the name of its senior employees and this may make workers who arnt at that level yet uncomfortable as they are the mains for the company's recruitment process. Adsa is known to me to be an extremely diverse store, their equality is shown on the website as they pay under 18s the same rate as they pay everyone else. They put this down to treating everyone the same (Asda, 2012).
Tesco has the same principle as Asda. However, Tesco are looking for committed people who are willing to complete given tasks. Also employees has to be passionate about the jobs and most of all very motivated as the organisation is one of the worlds leading retailers. In return Tesco gives employees a safeguard for their future by helping them to get more from their money as well as looking after their health. Even on their application form they state that they recruit regardless of an applicants background, sex, age etc.
Conclusion
Overall i believe that B&Q is more successful at keeping its equal opportunities true as it has the most simplest way to recruit without to many questions and from the website it looks like it has a mixture of people from all ages and backgrounds. 'An equal society protects and promotes equal, real freedom and substantive opportunity to live in the ways people value and would choose, so that everyone can flourish' (Bagilhole, 2009).
Equal opportunities are very important to organisations in these current times especially as it is being scrutinized more than ever. Organisations must embrace the fact that treating all employees and potential employees are good for the company image and more importantly it is good for a company to treat everyone equal due to the effect it can have on individuals. Going everyone the same chance is something which may not be money minded but it is something which is extremely good and ethical.
Bibliography:
Bagilhole, B. (2009) Understanding Equal Opportunities and Diversity: The Social Differentiation's and Intersections of Inequality. Pg 35
Gregory, R, F. (2001) Age Discrimination in the American Workplace: Old at a Young Age. Pg 29.
The Guardian (2009) 'It seems that we can only be interesting if we are smoking, snorting or stabbing'. {Online Source: http://www.guardian.co.uk/society/2009/apr/15/stereotypes-young-people} Accessed on 04/05/2012.
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