The rational for equality can be understood from three different perspectives: moral, legal and managing change.
Equality is based on fairness. No one should suffer detriment on the basis of external characteristics. To some, equality is comparable to the principle of natural justice and some of the principles of the world’s most practised religions. It is however important to recognise that morality is often very subjective.
There exists a range of legislation (e.g. Equality Act 2010 etc.) which imposes a minimum standard of behaviour on Employers and individuals. These Acts of Parliament legally bind everyone in England, Wales and Scotland.
The response of management to change is often reflected by a ‘knee jerk’ reaction and insecurity, which is typified by the corporate anorexia of downsizing. These short-term measures are the opposite of the high degree of flexibility and intellectual nimbleness necessary for successful management of change. This is especially true in a labour market and consumer market which has a wide spectrum of people of different characteristics to choose from. Successful managers will inspire greater motivation, loyalty and productivity from staff which, in turn, which will lead to improvements in quality of customer service and business results.
Diversity is recognising that the individual and their differences are a natural part of society, and often an opportunity for those who recognise it. Organisations, who embrace variety, reject prejudice and accommodate changing work patterns, will reap the rewards of a happy, fulfilled and motivated workforce with diverse skills. Diversity in this context means recognising that individual and group differences are an opportunity to harness creativity and build continuous improvement.
Diversity occurs naturally, we all differ as individuals. Managing diversity effectively means dealing with the spectrum and spread of human culture within the work environment.
This mean focusing on how to use the differences between people to drive excellence and creativity in performance.
At D&V Associates, we strive to combine equality and diversity together, we realise equality or diversity on its own will not ensure equality of opportunity. Our aim is INCLUSION, and the alternative approach to inclusion leads to greater staff turnover therefore higher cost of operation.
Most successful organisations know that their effectiveness is tied to the quality of relationship they have with their employees. It is especially important in a diverse market place to recruit a workforce that mirrors the market place. This will make it easy for the organisation to use the variety of experience, knowledge and skills of a diverse workplace to connect and respond to diverse markets. We at D&V Associates know, that a flexible and inclusive people management approach will motivate staff and increase their productivity.
Our training covers the Equality Act 2010 and goes into deeper depth of the 9 main characteristics of the Equality Act 2010, and also why we discriminate without our awareness of this fact.
Before attending equality & diversity training, my beliefs of equality & diversity training were that it would be a waste of my time. I have always tried to treat everyone fairly, regardless of who they are. So why do I need equality and diverse training now? But after attending equality & diversity training delivered by D & V Associates, I had a major paradigm shift, self-discovery of self; I held partial views against other people. D & V Associates shared with me how and where my partial views originated from and what I needed to do to eliminate them in exchange for impartial views to be naturally part of my character towards others. Everyone needs to attend Equality & Diversity Training delivered by D & V Associates, my interpersonal relationships with others has improved in leaps and bounds.DWP