The primarily responsible for implementing and managing diversity and equality of opportunity in the workplace rests with-in the line managers or the line management of an organization.
"Equal opportunity policies can be seen as an attempt to eradicate consideration of social differences from organizational decision-making using bureaucratic means" (Liff, 1999)
Legislation within the year 1970s, supported by the structure developments within the year 1980s brought significant changes to the ways in which within which women and ethnic minorities were treated within the geographical point. Legislation for the primary time provided a legal redress against separate pay scales for men and women and therefore the exclusion of individuals from specific occupations on the fundamentals of their gender or quality. There remains widespread public commitment to the current variety of equity, a minimum of as judged by attitude surveys. Equal treatment principal enshrined in anti-discrimination laws are supported at the organization level by formal equal opportunities policies that detail procedural approaches meant to translate equality objective into management practices.
As a result there's currently abundant larger understanding by the managers of equality problems and the way discrimination happens and will be prevented. However we tend to additionally grasp that such policies and procedures aren't perpetually followed in apply. Reports of commercial judicature cases still give proof of managers creating clear that they think about sure jobs to be unsuitable for girls, and of workers ostracizing fellow's employees on the idea of various quality. These items happen in organization that seem at a proper level to possess exemplary policies. So studies have shown that such occurrences aren't thanks to merely to misunderstandings or limitation of the policies however additionally to deliberate turning away or distortion by managers. (Jewson & Mason, 1986)
Within an amount of 2 years from 1975-1976, 3 new laws came...