Workplace equality in terms of status, treatment, or, opportunities is a basic right essential for achievement of fair globalization, sustainable economic development, social justice, and inspiring inclusion. The principle of equality enables persons of all ethnicities, sexes, races, social statuses, and health statuses to enjoy equal treatment and employment opportunities such as promotions in their areas of professions (Holm, 2018). Successful Human Resource (HR) managers recognize that pursuing equality at work place creates competitive advantage for the organization over rivals, who engage in discriminatory practices. Through ensuring workplace equality, employers manage to attract and retain best talents, enjoy optimally productive work environments and greater innovation. Therefore, it is imperative that human resource managers pursue elimination of inequality at work places.
Some of the ways through which human resource managers can maintain equality at work places include: enacting work place equality policies; implementing equal pay principle; increasing diversity in hiring processes; and identification and proactive elimination of bias (Holm, 2018). Through equality policies HR managers should ensure that all people are treated fairly in all activities and work-related decisions such as recruitment, promotion, trainings, and work allocation. To implement the equality policy, human resource managers can initiate equality training programs to equip top management as well as employees on management of diverse work teams, and change of perception of differences by encouraging the entire workforce to view diversity as corporate strength. The HR managers can ensure equality at work places by acquiring training on team development through harnessing differences that diverse members bring.
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The concept of equal remuneration is integral in achieving workplace equality. HR managers can maintain equality by ensuring that salaries are solely dependent on roles. Introduction of regular pay structures can help improve transparency and track any payrate inequalities. Managers should ensure that annual remuneration audits are conducted to evaluate any forms of inequalities and resolve them. It is an established fact that increased work place diversity enhances productivity and innovation. HR managers can maintain equality by embracing diversity and re-evaluating organizational cultures to factor in inclusivity. Besides, taking an implicit association test would help HR managers maintain equality as the test aids in identification of areas of bias thereby enabling managers to take proactive actions to eliminate unconscious bias.
Reference
Holm, M. (2018). Ensuring the Equality and Non-discrimination of the Recruitment Process, Case: Ponsse Group.
