代写-英国劳动力的《歧视法》
代写-英国劳动力的《歧视法》。英国的《歧视法》基本上是根据欧盟的法律制定的。这包括《欧洲联盟条约》和欧盟禁止基于种族、残疾、年龄、性取向、信仰或宗教以及性别等理由进行歧视的若干指示。在这方面，雇主应着重查明可能存在的歧视行为，同时审查少数群体和妇女薪酬的差异(Sinclair, 1998)。根据进行的全面讨论，必须指出，歧视法对机构和组织在处理歧视问题时的行为方式产生了重大影响。
UK follows a significant approach to tackle discrimination and advance equality across the work force perceiving the 1st, 2nd, 3rd, and 4th Article of the Convention. These articles are as follows (Nakakubo and Araki, 2008):
Article One: Eliminating the discrimination
Article Two: Obligations of eliminating discrimination
Article Three: Developing and advancing women employees
Article Four: Special measures for the acceleration of equality
The same is applicable to individual stakeholders of the organization that include managers, customers, and employees. In perceiving these laws, several institutes and employers can be respecting equality as embedded with the processes, policies and philosophy, having a full understanding of each and every staff member being in consistency with ethics based leadership (Nott, 1992). Equality is to treat individuals fairly, respect and value individuals irrespective of their natural attributes. When any work place values the individual in this manner, the employees will respond in kind, maintaining enthusiasm, commitment and loyalty.
Conclusion
As identified in the paper, even though there is politics-based rhetoric regarding the traditions of tolerance and liberty in Britain, the UK seems to have a long history of discrimination and inequality on the basis of disability, sexual orientation, gender, religion, race, and age (Numhauser-Henning, 2010).
The discrimination law of UK is mostly set in accordance with the law of European Union. This is inclusive of the treaty of European Union and several directives of EU prohibiting discrimination on several grounds that include race, disability, age, sexual orientation, belief or religion and gender. In this context, employers should focus on identifying the potential practices of discrimination, while auditing disparities of payment for minority groups and women (Sinclair, 1998). Based on the overall discussion conducted, it is important to state that discrimination laws have significantly influenced the way in which institutions and organizations behave when dealing with issues of discrimination. However, there is still scope of improvement that can be seen well enough in the case. The discussion has been supported with two case examples. Considering the example of Carol Howard who, in the year 2014 won 37,000 Euros from the Met Police after fighting the case against gender and racial discrimination, it can be stated that Met police still has a discriminatory environment as it was in the previous years. This can be seen from the case of McPherson Report. In the McPherson report, the Met Police was accused of institutional racism leading to the death of Stephen Lawrence, a black teenager, in the year 1993 (Steele, 2005). Several points of recommendations have been provided in the paper that employers and institutes of UK can adopt for dealing with the issue of work place discrimination.
In order to be in compliance with this legal framework, several institutes and employers can be seen respecting equality with its embodiment in processes, policies and philosophy in the organization. It is important for organization to completely understand the values, perceptions and expectations of the employees while following leadership and ethics (Wheat, 1996). It is noteworthy that in perceiving equality, there must be fair treatment of individuals while respecting them and valuing their existence irrespective of the natural attributes underlying them. Hence, business organization can be seen perceiving such equality as a result of changes across the discrimination laws of UK.
中国留学生英语论文不会写，可以找加拿大论文代写Advanced Thesis平台机构，加拿大论文代写Advanced Thesis平台机构有认真负责的写手老师，可以解决中国留学生的论文写作难题，保证论文原创，为留学生提供加拿大论文代写、report代写、essay代写、assignment代写等论文服务，并使用权威的抄袭检测系统，让留学生们轻松应对论文写作并创作出专属个人的优秀论文！加拿大论文代写Advanced Thesis网站平台分享的所有论文范文，未经转载，不得私自转发或专用，如有发现，我们网站平台将会追责一切法律责任，望留学生们谅解！
