Equal opportunities versus diversity management

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Equal opportunities versus diversity management

The Ofcom study finds that women, ethnic-minority groups and disabled people are all under-represented in the industry and that broadcasters need to widen the range of talent working on and off screen.

Too many people from minority groups struggle to get into television, creating a cultural disconnect between the people who make programmes and the millions who watch them.

Ofcom research has found that many people do not feel broadcasters are making programmes that authentically portray their lives and communities. Dearth of data The report finds that many broadcasters urgently need to undertake better, more regular monitoring of the make-up of their employees.

Broadcasters provided even less information for other characteristics: How the five main broadcasters compare on diversity Women are under-represented.

Older men are generally more likely to be employed than older women.

Equal opportunities versus diversity management

All of the main five broadcasters have more men in senior roles than women. Two of the five main broadcasters employ a higher proportion of people from an ethnic minority background than the UK average: Sharon White, Ofcom Chief Executive, yesterday said: First, broadcasters should regularly measure and monitor the make-up of their workforce to a consistently high standard, capturing every relevant protected characteristic under the Equality Act, and all main job levels and functions.

Second, Ofcom expects broadcasters to set clear diversity targets so their employees more accurately reflect the society we live in. Third, diversity transformation should be led from the top. We want chief executives to be accountable for delivery against their diversity targets. Ofcom is considering these commitments as part of our work on the BBC performance framework.

Further develop our monitoring programme. We will work with broadcasters to help them to improve the quality and comparability of their data, and explore what new information can be provided to assess the social class of people in broadcasting, looking at their geographic and educational backgrounds.

Holding broadcasters to account on equal opportunities obligations. We have examined in detail the arrangements each broadcast licensee has in place to promote equal employment opportunities, in line with their licence condition.

Broadcasters must have regard to this when when developing their arrangements to promote equal opportunities. Enforcement action against broadcasters who failed to provide required data. We have written to the Secretary of State for Digital, Culture, Media and Sport to request an extension to the list of protected characteristics in sections 27 and of the Communication Act This would allow us to require broadcasters to provide data on a broader range of characteristics, rather than sections being voluntary, and require their equal opportunities arrangements to cover these characteristics.

Publishing diversity data on the radio industry. Over the coming months, we will start work on measuring the diversity of the UK radio industry. This is separate to Diamond, an industry-wide monitoring system which aims to capture diversity data on people working on or off-screen on all UK-originated productions.

See more information on Diamond.Problems with managing diversity and equal opportunity approaches: Although managing diversity approaches were seen by many as a redefined alternative, and also as a strategy for even greater progress in terms of equality, to the equal opportunities approach, this progress has appeared to be very little noticed.5/5(3).

While the first half of this course looks at the need for workplace diversity, the history of diversity management, and actions organizations can take to move toward inclusion, the second half of the course addresses everyday challenges managers are sure to encounter.

Housing discrimination is illegal. If you believe you have experienced discrimination in renting or buying a home, getting a mortgage, obtaining housing insurance, seeking housing assistance, or in other housing-related activities, you can file a complaint with HUD. You can also file a complaint if you believe you have been denied an equal opportunity to participate in a HUD program.

There is a confusion within EO and Diversity policies, whether they are two completely different approach to employment or diversity management is a new approach to achieve the moral goals of equal opportunity.(Kaler ).

The Purpose of Affirmative Action, Equal Employment Opportunity and Diversity in the Workforce Wisconsin state government strives to be a model employer by building and maintaining a workforce that reflects the rich diversity of the citizens of Wisconsin through the provision of affirmative action and equal employment opportunity (AA/EEO) services.

Abstract. Women’s underrepresentation in management is a persistent social problem. We take a new approach to understanding the lack of managerial gender diversity by investigating how U.S. state equal employment opportunity laws are related to women’s presence in upper and lower management.

Equal opportunities versus diversity management
Diversity Training: Are All Methods Equal?