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Successful corporations are characterized by positive practices such as non-discrimination, diversity, equality, and fairness. The concepts of equality and diversity in a working environment have gained much attention within the realm of business ethics. Firms that want to achieve their business goals, drive performance, and promote corporate social responsibility (CSR) has gone a step further to embrace the ideas of gender equality, diversity, and non-discrimination (Jones et al. 57). Companies that embrace these values realize their targets much faster.
Understanding Equality and Diversity
The modern human resources (HR) department is tasked with numerous duties that can support the changing needs of workers. Due to the wave of globalization, many companies have been forced to attract more employees from different cultural, regional, religious, and social backgrounds (Jones et al. 58). This move has been embraced by corporations that are engaged in global operations. That being the case, it would be appropriate for companies to understand the issues associated with equality and diversity.
Equality is used by HR professionals to focus on the inclusion of individuals in the workplace without any form of favoritism. Some of the common forms of inequality arise from sexual orientation, religion, gender, age, and disability (Sharma 3). Companies that want to promote equality should use adequate recruitment and selection processes that target every qualified candidate. Equality promotes non-discriminatory practices such as unequal opportunities and imbalanced provision of resources (Jones et al. 61). Equal salaries also promote the idea of equality.
Diversity, on the other hand, is a concept that focuses on the values and differences of individuals in a given workplace. An organization planning to promote diversity will attract more individuals from different backgrounds (Jones et al. 62). Attracted women and men will receive equal opportunities and pursue their goals. Cultural differences are identified and addressed using evidence-based strategies. An inclusive culture should be promoted in order to maximize the potential of every employee (Sharma 3). Companies associated with diverse workplaces will identify the needs of the employees and implement positive values. Such values will make it easier for individuals to enhance performance.
Importance of Diversity and Equality
Business ethics have been expanded to include the best practices that can promote the welfare of different stakeholders. Companies that understand the importance of ethics will begin by appreciating the diversity associated with the society. By so doing, the firms will implement powerful HR practices that can ensure more individuals are hired without any form of discrimination (Jones et al. 62). Diversity will improve because more individuals of different ethnicity, sexuality, and religion will be brought on board.
The process will ensure the individuals bring appropriate ideas, concepts, and philosophies that can result in a new business model. The workers will find it easier to empower and motivate one another. The leader will identify the skills and dexterities of the workers and design the best teams that can deliver the targeted goals (Sharma 2). The followers will be valued, treated fairly, encouraged to coexist, and motivated. Consequently, the employer will address emerging challenges and conflicts in a timely manner.
Diversity and equality reflect the ethical status of an organization. The company will find it easier to attract more stakeholders and clients. More people will be willing to be associated with the firm. This is a clear indication that the firm will not encounter any challenge whenever looking for new talent (Sharma 7). The variety associated with diversity empowers the employees to work harmoniously in an attempt to record positive results.
The concepts of equality and diversity will ensure resources are allocated in a timely and effective manner. The level of wastage will reduce significantly and instead promote performance. The firm will also deal with a number of challenges such as lawsuits and community actions that can affect performance (Jones et al. 57). This analysis, therefore, shows clearly that firms that embrace the power of these concepts will record positive results much faster.
Promoting Equality and Diversity
Business organizations have the potential to reap the benefits of diversity and equality in their workplaces. In order to achieve such goals, there is a need to embrace various strategies that can promote diversity. The first approach is treating all employees in the workplace equally. Diversity should also be reflected in top organizational management (Jones et al. 69). Training programs will ensure the targeted employees embrace the idea of diversity.
New incentives should be presented in order “to ensure the workers are guided to develop their full potential” (Sharma 11). The employees can be equipped with powerful ideas to tackle the challenges of discrimination and inequality. A powerful code of conduct will ensure the employees are willing to promote the best values such as integrity, trust, and justice (Jones et al. 63). Organizations can implement powerful policies and processes in an attempt to minimize cases of discrimination. These strategies will make it possible for more companies to promote diversity in their respective workplaces and eventually drive business performance.
Jones, Kristen, et al. “Beyond the Business Case: An Ethical Perspective of Diversity Training.” Human Resource Management, vol. 52, no. 1, 2013, pp. 55-74.
Sharma, Angel. “Managing Diversity and Equality in the Workplace.” Cogent Business & Management, vol. 3, no. 1, 2016, pp. 1-14.