Equality and diversity are very different even though they are often used interchangeably. Equality refers to creating a society where everyone has the opportunity to fulfill their potential in a fairer society. Equality approaches suggest that an individual's social identity will impact their life experiences. Diversity is understanding differences and recognising that each of these individuals is unique. Diversity is also accepting the different dimensions in society that includes religion, race, age, gender, ethnicity, sexual orientation and physical. Also, diversity is about valuing differences in staff and customers in terms of all all aspects of differences. (Wolf, 2007).
The impact the age legislation might have had includes changes to working hours and the way some organisations operate. This means the employer would have to arrange shifts that can accommodate employees of all age groups. This is because some of the older staff might not be able to work long hours because they would have to go home to spend time with their families. Demographic changes, legislation and labour shortages have led to increase recognition's of the need for equality and respect for age. With the UK having an ageing population since the millenium there has been an increase in the labour market in participation from older workers. However, although with the implementation of the 2006 age legislations, 59% of respondents still claim they have been disadvantaged due to their age. (Torrington et al., 2011)
Tesco's most innovative practises include creating virtual subway stores in Korea. This is because Korean people are very busy as a result they do not have time to do their own groceries in stories. Tesco which is known as Homeplus brought this idea and all customers have to do is scan the code and have their groceries delivered. This shows that the organisational had to make changes that would be effective for the people of that particular culture and this allows equal opportunity. Asda also has equal opportunity practises for instances, they employ different individuals who come from different age groups, cultures and ethnicity. They also explain their beliefs on their website where they show all their emloyees who work for them.
Sterotypes normally held about older people and younger people are that older people are less productive than younger people. This means assumptions are made that people find it difficult to work efficiently in a company and younger are more likely to leave their current job to work at a different company. Another stereotype is that older worker are boring, forgetful, unproductive and cannot learn. Whereas, young workers are known to be lazy and also avoid work wherever possible. They are also thought of as more likely to make complaints and be late for work. An idea on how change these attitudes in companies and organisations would be to have team exercises. That would lead to a better communications through differents age groups between young and old workers and to a better understanding. It would mean that their experience and knowledge will be valuable to the company and both the age groups will treat each other equally because they wil be depending on one another.
Overall in conclusion due to legislations changes organisations are having more variety of employees working for them and their being more considerate to their employees cicurmstances. For instance, Tesco has set goals to look for people who reflect diverse communities they serve (Tesco,2012). However, this would also have a positive impact on an organisation as they are seen to be giving equal opportunities to different people.
References :
Mullins, L. (1999). Management and Organisational Behaviour. 5th. Essex: Prentice Hall
Tesco (2012) Tesco Modern Innovation[online]. Tesco PLC. Available from : http://www.tescoplc.com/careers/working-for-tesco/modern-innovative/ [Accessed: 8 May 2012]
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