In recent years, there has been an increasing focus on the equality of men and women in the workplace. In the United States, this has been addressed somewhat through affirmative action. However, this has caused something of a backlash by some male employees and certain sections of the media. This paper examines whether men have become victims of such a push towards equality in modern organisations.
The dissertation investigates the issues related to women's participation in middle and senior management examining the reasons behind their under representation in these positions in the area of further education (FE). The review of literature touches on the historical approaches to women in management within FE, the paradoxes of 'glass ceiling', 'feminism' and 'masculinity', the trends within female representation in FE, etc. A combination of qualitative and quantitative approaches is used both, in primary research (bases on questionnaires and interviews) and secondary research. The study is conducted to evaluate the importance of women career enhancement in FE. Conclusions are made about the recent trends in women participation in FE middle management positions.
The paper examines the changing nature of work over recent years in the UK and the effects of the changes on people's lives and attitudes. The problems of long working hours and job security are addressed; the industrial and social origins of the changes are examined discussing the position of women with relation to work and family, the status of men as the family breadwinners, etc. The issues of gender discrimination are addressed suggesting a research strategy into the problem.
The paper reviews an article on the discrimination of female employees describing the patterns of part-time employment in the UK, and discussing the gender issues of employment in relation to the women who were surveyed during their experiences at work.
The paper addresses the concept of pay equity examining the bases of inequality in organisational hierarchies and discussing the issues of gender and age inequality in the historical context. The consequences of the gender pay gap are outlined.
The paper examines the effects of the HRM changes in the Texaco US on the diversity of their workforce. The company's background is presented focusing on their discriminatory employment practices against the black workers. The issues of corporate social responsibility and socio-cultural values are addressed in the context of business ethics, human resource development, etc. The recent programs in diversity and sensitivity training introduced in TEXACO are evaluated.
The paper examines UK anti-discrimination legislation reviewing Equality Act 2006 and discussing the effectiveness of combining legislation and codes of practice in organisations. The debate about the methods of achieving equality is reviewed.
The paper looks at the problems of workforce diversity addressing the issues of age discrimination. Demographic trends in the UK are described; Employment Equality (Age) Regulations 2006 is discussed; the forms of age discrimination are identified.
The paper addresses the problem of equal opportunities focusing on the UK legislation related to age discrimination in business. The situation in the British labour market is reviewed; the forms of age discrimination are described; the strengths and weaknesses of the workforce related business case are identified.
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