Explain the concepts of diversity management and equal opportunities, Essay

Explain the concepts of diversity management and equal opportunities, and discuss possible dilemmas that might occur when firms seek to pursue both a diversity - Essay Example Moreover, the workplace is subject to a staggering array of governmental regulations governing many aspects of the composition, organization, and treatment of the workforce. Before these changes, the workforce is historically divided homogeneously in organisational sub-groups (blue-collar, white-collar, unskilled workers, ethnic sub-groups). However, as the globalisation of the business arena has spawned, labour market discrimination (segmentation) had become a wall that could hamper employees to work effectively. Globalisation has brought about the transformation of demographic patterns. As organisations are becoming the microcosm of society, the government and other sectors have pushed organisations to follow some guidelines in hiring people. Ultimately, globalisation means the internationalisation of the business environment. Multi National Corporations (MNC), therefore, are increasingly taking note of their sinister practices of discrimination and considering the possible advantages of a diversified workforce. According to Beamish, et al. (2003), diversity can refer to many things. However, when it comes to workforce management, it commonly has two meanings, one having to do with numerical composition and one having to do with inclusive behaviour. Most frequently, workforce diversity is thought of in terms of numerical composition. A â€Å"diverse workforce† is one that reflects the many different kinds of people in the community or society, usually meaning men and women of different ethnic origins, educational experiences, professional backgrounds, and so forth. When a firm says it must increase its workforce diversity, it usually means hiring more women and ethnic minorities, or citizens of different countries, and promoting them more fully into all levels of the company. In the UK, Clements (2006) revealed that a recent survey of private sector employment equality practices in