Equality has become a very sensitive topic in the world today and one that has received a lot of attention from different quarters. These quarters include the government, the church, human rights activists and non-governmental organizations just to mention a few. Affirmative action, equal employment opportunities, and diversity are all initiatives aimed at creating equality in the workplace. Workplace equality is made up of an all-inclusive work environment where every employee is treated with respect and value, a discrimination-free environment, an environment that allows for employees success, an accessible and equitable workplace environment, and a productive and diverse workforce (Collins, 2011) . This research gives a deeper insight into each of these three aspects of workplace equality.
Diversity
Diversity is all about respect and acceptance. This entails understanding and accepting that everyone is unique in their differences. These differences can be socioeconomic differences, religious differences, political beliefs, race, gender, ethnicity, sexual orientation, among other individual differences (Klarsfeld, Booysen, Ng, Roper & Tatli, 2014) . Diversity entails exploring these differences in a positive, safe and nurturing manner. Also, it involves celebrating the dimensions that come with every individual. Diversity is created by groups and individuals from different philosophical and demographic differences. According to Klarsfeld, et al. (2014) it also entails the concept of mutual respect for experiences and qualities different from ours, appreciating different ways of knowing, appreciating and understanding the interdependence of cultures, humanity, and different environments, and collaborating in our differences so that we can do away with discrimination.
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We can say that diversity is knowing how to interact with conditions and qualities in individuals that are different from ours in the right and most respectful manner. Acknowledging that these differences are not rigid, they can adjust. Respecting people’s right to self-identification and acknowledging that there is no difference superior to the other (Collins, 2011) . At the workplace, diversity entails establishing an environment that builds on the potential of all employees through valuing their differences ( Herring, & Henderson, 2012) . Approach to embracing diversity in the workplace entails recognizing the benefits diversity brings to the workplace.
For example in most big multinational companies, for instance, Coca-Cola, you will find that there is a high level of diversity in the employment patterns. You will find that as company policies, there ought to be both women and men directors, employees from different races, different religions, different ages, and different physical abilities among others (Stone & Stone 2013) . The company must embrace the different kinds of people society presents to it, which has contributed to the company’s success.
Equal Employment Opportunity
Equal employment opportunity is a practice applied in every hiring process and a right all job applicants should enjoy. This entails protection from discrimination based on race, gender, religion, political affiliation, and socioeconomic status during the time of hiring (Groeneveld & Van de Walle, 2010) . No employer should base the suitability of a person’s employability based on these aspects. All employment agencies have to adhere to these standards. This right also protects employees from unfair treatment at the workplace, discrimination against benefits, promotions, and pay rise.
In 1964, discrimination based on “protected class” was made illegal by the Civil Rights Act (Lindsey, King, McCausland, Jones & Dunleavy, 2013) . This law has been modified over the years. Employees who claim to provide equal employment opportunities must ensure that they treat employees as stated by the law. This law bans employees discrimination based on; religion, color, race, national origin, disability, age, gender, sexual orientation, and genetic information. This law also protects employees who complain about discrimination in the workplace (Lindsey et al. 2013) . An employee should not be subject to discrimination because they complain about unfair treatment at the workplace or sues an employer because of discrimination.
However, there are instances where some form of equal employment opportunities may not apply. For instance, in churches, when hiring, employers are free to hire members of the congregation over nonbelievers or members from other congregations (Riccucci, 2018) . Despite that, all other forms of non-discrimination laws must be adhered to (Riccucci, 2018) . In some states, in cases where the number of employees is below 15, some of these equal employment opportunity laws may not apply.
The equal employment opportunity commission has the power to investigate employers and companies accused of discrimination in the workplace (Groeneveld & Van de Walle, 2010) . If this commission validates these accusations, then a fine is imposed on the guilty employer or company. This commission also has the power to sue employers found not complying with the law. At the state level, employers also have to abide by the states’ equal employment laws. Some of these laws may require an employer to hire two thirds or half of the employees from within the state.
Employers are also advised to take seriously any kind of complaints on discrimination from their employees (Groeneveld & Van de Walle, 2010) . Discrimination does not have to come from the employer for in to be a crime, discrimination can also be among employees. Such cases of discrimination among employees should be dealt with early enough by employers before they escalate to court cases.
Affirmative Action
Affirmative action is an initiative that takes into account the religion, sex, caste, and nationality of an individual by the government or a company when it comes to employment matters and education opportunities (Kalev, Dobbin & Kelly, 2006) . This initiative aims at increasing the opportunities available for the underprivileged in a nation. Affirmative action aims at boosting the number of individuals from specific areas of society in education, employment and any other areas where these groups of people happen to be low. It is also a strategy for eliminating discrimination against certain groups of people (Jain, Sloane & Horwitz, 2015 ). Affirmative action aims at boosting employment opportunities for people in society who face negligence in the employment and education opportunities.
This policy also aims at minimizing gender disparities in big organizations. For instance, in India, the securities and exchange board in February 2015 set up rules to compulsory have a woman director in the board (Cooke & Saini, 2010) . From this initiative one-third of companies listed have complied with this rule. Through affirmative action, it has become easier for students from underprivileged societies to have a much easier admissions process. The government through affirmative action aims at creating equal opportunities for every individual (Kalev, et al. 2006) . Academic institutions have also not been left out in this as they also reach out to and offer financial assistance to underprivileged individuals to encourage them in joining higher learning.
This minority groups may entail; women, people living with a disability, veterans, and other minority groups in different settings (Jain et al. 2015 ). At the workplace, affirmative action entails a fair assessment of every job applicant and widespread recruitment.
Conclusion
Workplace equality is an area that has received focus and attention both by the government and employers in recent years. There are three main initiatives that have made this a success which are diversity, affirmative action, and equal employment opportunities. Federal and state laws regulate these three initiatives. These three initiatives ensure that there is no form of discrimination at the workplace and that every job applicant and employee gets to be treated with fairness, respect, and value.
References
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Collins, S. M. (2011). From affirmative action to diversity: Erasing inequality from organizational responsibility. Critical Sociology , 37 (5), 517-520.
Groeneveld, S., & Van de Walle, S. (2010). A contingency approach to representative bureaucracy: Power, equal opportunities and diversity. International Review of Administrative Sciences , 76 (2), 239-258.
Herring, C., & Henderson, L. (2012). From affirmative action to diversity: Toward a critical diversity perspective. Critical Sociology , 38 (5), 629-643.
Jain, H. C., Sloane, P., & Horwitz, F. (2015). Employment Equity and Affirmative Action: An International Comparison: An International Comparison . Routledge.
Kalev, A., Dobbin, F., & Kelly, E. (2006). Best practices or best guesses? Assessing the efficacy of corporate affirmative action and diversity policies. American sociological review , 71 (4), 589-617.
Klarsfeld, A., Booysen, L. A., Ng, E., Roper, I., & Tatli, A. (Eds.). (2014). 9.78 E+ 12: Country Perspectives on Diversity and Equal Treatment . Edward Elgar Publishing.
Lindsey, A., King, E., McCausland, T., Jones, K., & Dunleavy, E. (2013). What we know and don't: Eradicating employment discrimination 50 years after the Civil Rights Act. Industrial and Organizational Psychology , 6 (4), 391-413.
Riccucci, N. (2018). Managing Diversity In Public Sector Workforces: Essentials Of Public Policy And Administration Series . Routledge.
Stone, R. J., & Stone, R. J. (2013). Managing human resources . John Wiley and Sons.
