lecture 5 equality and diversity.pdf
TRANSCRIPT
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THE MANAGEMENT OF HUMAN RESOURCES DR TESSA WRIGHT
Lecture 5: Equality and Diversity
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Why is equality and diversity important to HR managers?
Social justice: evidence of inequality in society and at work
Institutional discrimination and legal requirements
The business case: the costs of inequality and benefits of diversity
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Employment patterns by gender
Employment rates for men are 77% and 66% for women
But women much more likely to work part-time than men
MEN WOMEN
Full-time Part-time Full-time Part-time
88% 12% 58% 42%
Source: ONS, Annual Survey of Hours and Earnings, 2013
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Occupational gender segregation
Source: ONS, Labour Force Survey April-June 2013
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High and low-paid jobs
Average
hrly pay,
%
women
%
men
Thous
ands
High-paid jobs
Chief executives and senior officials 43.17 25 75 76
Medical practitioners 30.26 42 58 242
Financial managers & directors 28.28 36 64 275
Marketing and sales directors 33.55 24 76 146
Senior professionals in education 29.77 62 38 95
Low-paid jobs
Sales & retail assistants 6.81 66 34 1,080
Cleaners & domestics 6.71 72 28 607
Kitchen & catering assistants 6.40 63 37 456
Waiters and waitresses 6.20 68 32 154
Bar staff 6.20 60 40 187
Source: TUC 2014, From Annual Survey of Hours and earnings 2013
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Implications for gender equality
Gender pay gap 2014 9.4% gap between men and womens full-
time median hourly earnings 19.1% overall gap (full-time and part-time) Part-time hourly earnings 36% less than FT
Women managers will have to work until 80 to earn same as male counterparts (CMI, Xpert HR Management Salary Survey 2014)
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Employment rates by ethnicity, full-time
0
10
20
30
40
50
60
70
Male Employed full-time Female Employed full-time
Source: EHRC, 2010, How Fair is Britain?
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Employment rates by ethnicity, part-time
0
5
10
15
20
25
30
Male Part-time Female Part-time
Source: EHRC, 2010, How Fair is Britain?
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Implications for race equality
Unemployment levels are higher, particularly for
some ethnic minority groups
Less than 1% of senior staff at Foreign and
Commonwealth Office from an ethnic minority; and
only 6% of senior civil servants in London are from
ethnic minorities
Discrimination can be compounded for ethnic
minority women
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Employment status for adults by DDA status, 2009-10
0 20 40 60
Full-time - self employed
Full-time - employee
Part-time work
Workless - retired from paid work
Workless - unemployed
Workless - sick or disabled
Workless - other inactive
Percentage
Non-disabled adults DDA disabled adults all adults
Source: Office for National Statistics
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Implications for disability equality
Life Opportunities Survey (ONS, 2010) first major
survey to look at social barriers, not only medical
Involuntary unemployment high for disabled people:
56% believe they are restricted in access to
employment, compared to 26% of non-disabled
Pay gap of 11% for disabled men and between
disabled women and non-disabled men it is 22%
(EHRC, 2010: 415)
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Equality legislation
Equality Act 2010 covers: Race Sex Disability Religion and belief Sexual orientation Age Gender reassignment Pregnancy Marital status
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Equality legislation
Equality Act 2010 includes:
Direct discrimination
Indirect discrimination
Harassment
Victimisation
Equal pay
Public sector equality duties
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Theories of equality
Conceptualising equality
Sameness v difference
Equality of opportunity
Liberal and radical approaches
Jewson and Mason (1986)
Equality of outcome
Equality legislation
Sameness: individual comparator
Difference: indirect discrim., public sector duties
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The critique
Liberal approaches
Political will and resourcing
Bureaucratisation
Sameness or the white, male norm?
Radical approaches
Special treatment and the backlash
Challenging the status quo?
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Managing diversity
Focus on valuing difference, utilising difference
Not only concerned with legal compliance
Business case benefits:
Making best use of human resources
Flexible workforce
Attracting ethical investors
Integrating equality into corporate objectives
New business ideas from a diverse workforce
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Business case at Network Rail
6. Customer focused organisation
7. Investing in our people
8. Opening up
9. A railway fit for the future
10. Reduced public subsidy
1. Everyone home safe every day
2. Reliable infrastructure
3. Reliable timetables
4. Biggest investment since Victorian era
5. Technology enabled future
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The critique
Evolution or sanitisation?
Individualistic approach: social group disadvantage?
Flaws in business case (Noon, 2007):
what if rational to discriminate?
evidence for cost benefits?
employer prejudice?
Rhetoric or reality?
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HR practice on equality & diversity
Fair recruitment and selection, promotion and appraisal processes
Pay audits by gender and ethnicity
Zero-tolerance of harassment, bullying; addressing organisational culture
Work-life balance: part-time and flexible working opportunities, at all levels
Monitoring and equality impact assessment