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.
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.
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