Introduction
In the current globalized world, companies are relying on emerging ideas and trends to outperform their competitors at the international level. In the field of human resources (HR), business organizations are grappling with a wide range of issues, such as equality, representation, employee empowerment, and remuneration. In the banking sector, business firms are focusing on most of the recorded consumer needs to transform or improve their business models accordingly. More customers in the world today are keen to do business with businesses that promote the idea of equal employment opportunity. The concept of equal employment opportunity can maximize motivation and productivity in business entities, including SICO Bank.
Background Information
HR managers possess adequate skills that are applicable in the recruitment, empowerment, and training of employees. To deliver positive results, most of the workers should have access to resources and be guided to drive organizational performance. At SICO Bank, the involved HR managers complete their tasks diligently and engage in activities that can maximize profits (SICO Bank, 2022). However, the overall level of equal employment opportunity remains low since disabled persons, racialized communities, and women are yet to be considered in most of the departments. Without such a strategy, chances are high that the bank might be unable to achieve positive results in the changing cultural, political, and economic dynamics of the Kingdom of Bahrain.
Literature Review
For decades, the field of HR has expanded in such a way that it focuses on issues that go beyond the needs of the existing workers. Nishitha and Dhivya (2018) presented the concept of equal employment opportunity to define most of the strategies companies undertake to foster fairness in the recruitment of new talent. In different jurisdictions, different laws exist that are intended to reduce the overall level of discrimination against workers based on their cultural background, age, gender, or race. The concept of equal employment has expanded in such a way that it encompasses a wide range of aspects, including salary scale, similar remunerations based on the completed tasks, and promotions. Companies that consider most of these issues tend to increase their chances of recording positive gains.
The benefits of promoting equal opportunities in the area of employment are captured in numerous research analyses and findings. For instance, Gargelwar (2020) observed that such an approach was essential since it made it possible for most of the studied corporations to attract competent workers capable of boosting performance. In the same study, equal employment emerged as a powerful strategy for promoting the overall level of social justice in any given region or community (Gargelwar, 2020). Consequently, the researcher observed that there was a need for business organizations to consider the best approaches to promote such an approach (Gargelwar, 2020). These aspects could explain why more companies take the concept seriously if they are to record positive results.
The impact of equal opportunities on the overall performance and success of families is an area that has attracted the attention of many scholars. For instance, Doran, Bartel and Waldfogel (2019) observed that the existing disparities in gender pay in the United States affected the overall experiences and outcomes of women. Their careers could be disoriented after giving birth or experiencing various challenges associated with their maternal health outcomes. In the American context, the disparities in equal employment opportunities could explain why majority of the women were unable to receive additional remunerations or benefits for their health needs. Some could be compelled to receive reduced salaries or wages if they took longer leaves (Doran, Bartel and Waldfogel, 2019). In some cases, men were ignored when their wives had access to maternal leaves.
The presence of gender-based disparities in the workplace affects the involvement of most of the workers. The gaps outlined above are capable of disorienting the overall performance of most of the people, thereby making it impossible for most of the companies to record increased profits (Doran, Bartel and Waldfogel, 2019). The nature of these issues compelled Doran, Bartel and Waldfogel (2019) to propose the power of family-friendly regulations and policies within the field of equal employment opportunities. These aspects can make it possible for more people to remain involved and consider the best ways to maximize organizational performance.
Equal employment opportunities in different settings have been directly associated with the recorded level of workplace safety. In their study, Greatica et al. (2020) observed that the involvement of more people, both females and males, in family businesses led to improved safety and subsequent positive outcomes. The approach resulted in acceptable and favorable organizational culture capable of maximizing performance. The strategy made it possible for the people to make the much-needed corporate decisions within the shortest time possible. The individuals were capable of promoting work-life balance, thereby being able to deliver positive results (Greatica et al., 2020). These attributes could explain why more companies have been promoting equal employment opportunity as an integral aspect of their HR models.
Companies that embrace the idea of equal employment opportunity increase their overall attractiveness in their respective sectors while at the same time overcoming the challenges of discrimination. In their work, Nishitha and Dhivya (2018) observed that the concept of equal employment was complex and diverse since it encompassed a wide range of aspects, including gender discrimination, empowerment, and remunerations. In the Hindu setting they studied, the authors realized that there was a need for more firms to get rid of gender-based inequality since it affected them negatively (Nishitha and Dhivya, 2018). Companies that fail to take this issue seriously lose most of their customers or find it hard to attract new talent. The involvement of key stakeholders at the organizational level becomes critical to ensure that timely results are eventually realized.
The connection between equal employment opportunities and performance is a field that analysts should not take lightly. In their work, Ali, Yusoff and Ali (2019) observed that the power of equal opportunities made it possible for employees to remain involved, engage each other, and focus on the best ways to maximize performance. The individuals were able to liaise with each other and address most of the recorded challenges. The authors went further to encourage future managers to take the issue of equal employment opportunities seriously since it had the potential to maximize organizational productivity (Ali, Yusoff and Ali, 2019). Business leaders should consider additional mechanisms to achieve the intended aim, such as promoting equal chances for all, introducing training programs, providing equal wages, and recruiting workers for available positions (Ali, Yusoff and Ali, 2019). Companies that take these issues seriously will have increased chances of becoming more profitable.
The question of disability in the employment sector has led to ethical questions and concerns. Governments have been involved to promote policies that are capable of addressing the challenges persons with disabilities encounter in their lives (Sa’adah, Wedadjati and Asmara, 2022). The consideration of such people in employment opportunities could become the best approach for ensuring that more companies become attractive and capable of meeting the diverse needs of the targeted customers (Sa’adah, Wedadjati and Asmara, 2022). HR managers need to consider such an aspect if they are to address some of the possible gaps and eventually take their respective firms closer to their goals.
While the above findings have supported the notion of equal employment opportunities, some scholars have completed additional studies to describe the challenges arising from the absence of such a policy. In companies that fail to promote equality in recruitment and remunerations, most of the employees become disempowered and unwilling to pursue most of the anticipated goals (Bonaccio et al., 2020). The individuals could take longer to identify challenges, formulate decisions, or establish teams that can promote performance. These gaps affect the productivity of the company while creating additional loopholes that could eventually result in increased employee turnover. The involvement of HR managers becomes critical to identify some of the possible gaps and guide companies to achieve their business aims. Continuous improvement in the fields of equal employment and HR management remain critical to ensure that positive results are eventually recorded.
Research Attributes
Research Aim
The specific aim for this research is to learn more about the level of equal employment opportunity at SICO Bank. This investigation will shed more light about the involvement of HR managers and how they implement powerful approaches to meet the demands of the targeted employees (SICO Bank, 2022). The study will become a new opportunity for proposing superior strategies for maximizing employment inclusion at SICO Bank and eventually making it more competitive in the financial sector of Bahrain.
Research Objectives
- Analyze the major issues revolving equal employment opportunity
- Examine the gaps recorded at SICO Bank regarding the promotion of equal employment opportunities
- Rely on literature to propose evidence-based approaches to improve the overall level of equal employment representation at SICO Bank.
Research Approach and Targeted Stakeholders
The use of a qualitative approach will present numerous observations about equal employment opportunity and apply the observations at SICO Bank to improve HR management practices. This study targets several stakeholders whose contributions could make a significant difference in the field of HR management. First, policymakers would be sensitized about the power of equal employment as a major agenda that all leaders need to take seriously. Second, organizational leaders, including HR managers, need to be informed about the findings of the completed study (Bonaccio et al., 2020). The emerging insights will guide them to propose superior strategies and approaches for improving organizational performance. Third, community members and possible employees represent another group that could benefit from the findings of this study. They will learn more about the best approaches to remain involved and eventually pursue their employment rights in accordance with the promoted policies.
Conclusion
The proposed study seeks to investigate the power of equal employment opportunity and how the concept remains conritical in any business organization. The emerging findings will shed more light about the best approaches to maximize inclusion, attract disabled persons, and solve existing gender disparities. The completion of the study will present practical ideas for improving HR practices at SICO Bank in the Kingdom of Bahrain. The recorded insights will help expand the current literature in the studied area and guide future HR managers to create better working environments.
Reference List
Ali, A.A.A., Yusoff, S.H. and Ali, K. (2019) ‘The relationship between equal opportunities and employee performance: a special reference to with specific reference to BDF hospital in the Kingdom of Bahrain’, International E-journal of Advances in Social Sciences, 5(14), pp. 1200-1206. Web.
Bonaccio, S. et al. (2020). ‘The participation of people with disabilities in the workplace across the employment cycle: employer concerns and research evidence’, Journal of Business and Psychology, 35(2), pp. 135-158.
Doran, E.L., Bartel, A.P. and Waldfogel, J. (2019) ‘Gender in the labor market: the role of equal opportunity and family-friendly policies’, RSF: The Russell Sage Foundation Journal of the Social Sciences, 5(5), pp. 168-197. Web.
Gargelwar, R.D. (2020) ‘Effect of equal opportunities on employee’s performance: an analytical review’, International Journal of Scientific Development and Research, 5(5), pp. 635-637. Web.
Greatica, A. et al. (2020) ‘Case analysis: Equal opportunity and safety at PT. XYZ – striving for fairness in a family business’, Open Journal of Business and Management, 8(5), pp. 1962-1976.
Nishitha, P. and Dhivya, R. (2018) ‘Equal opportunity of employment and test reasonable classification’, International Journal of Pure and Applied Mathematics, 120(5), pp. 1959-1972. Web.
Sa’adah, N., Wedadjati, R.S. and Asmara, A.F. (2022) ‘Evaluating equal employment opportunity in Indonesian industries to accommodate disabled workers’, International Journal of Business and Systems Research, 15(5-6), pp. 624-643.
SICO Bank (2022) Who we are. Web.