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Diversity Management QUESTION 1 Critically evaluate the contribution of Human Resource Management (HRM) in achieving the objectives of equality and diversity at work

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Diversity Management

QUESTION 1
Critically evaluate the contribution of Human Resource Management (HRM) in achieving the objectives of equality and diversity at work.
ANSWER GUIDELINES:-
A good answer will introduce the theory and aims of Human Resource Management and present the arguments that at least in theory, HRM is presented as supporting equality. It can state the distinction between hard and soft HRM and argue that the UK is leaning towards a hard HRM approach, which may hinder equality.
The focus of the answer should be on the critique of HRM in relation to equality, i.e. that the reality is different from the rhetoric.
Students should use Guest’s HRM model and cite the four key elements of quality, flexibility, commitment and strategic integration. They should then focus on the four dimensions that Guest speaks about to compare and contrast theory and practice: strategic integration, flexibility, commitment and quality to illustrate this point, making references to the labour market experiences of social groups, such as women, ethnic minority and disabled groups to illustrate that the reality of commitment, flexibility etc. may be different from the rhetoric.
A very good answer must reach the conclusion that although HRM theoretically holds the highest potential for ensuring diversity, it fails in reality: thus HRM is a rhetoric than a reality.

QUESTION 2
Positive action initiatives involve ‘... the … use of special measures to assist members of disadvantaged groups in overcoming the obstacles and discrimination they face in contemporary society … (Davies and Robison, 2016:85). Critical discuss the capacity of positive action initiatives in addressing discrimination within contemporary organisations.
ANSWER GUIDELINES-
This question aims to assess the understanding of the equality measures available to contemporary organisations (pay attention to the provisions of the Equality act 2010 of UK).
A good answer will set out by explaining the options available to employers, recognising that there are two different types, namely, positive action (preferential treatment) and positive discrimination (affirmative action). A good answer needs to acknowledge that positive discrimination is unlawful in the UK. Positive action initiatives are largely dependent upon the organisational ethos and employers’ approach to treating employees.
Students must provide some examples of these initiatives.
The answer must acknowledge the differences of the two approaches and discuss the advantages and disadvantages of the two approaches. Some advantages of positive action: promotes diversity, direct intervention, can eliminate socioeconomic differences, challenge and eliminate stereotypes, help break glass-ceiling. Disadvantages of positive discrimination include: it may create a backlash from dominant groups, discrimination in reverse, real talent/achievements may be undermined as it could be viewed as a number fulfilment.
Advantages of positive action initiatives include: encouraging minority individuals to access historically dominant, segmented labour and occupational sectors, generates diversity within organisations, does not unsettle existing individuals within organisations, can be used to carefully re-engineer monocultures/existing cultures. Disadvantages include: depends on employer commitment and motivation, can easily overlook or neglect, no assurance of equal distribution of outcomes.
The students must build a critical discussion based on some of these or their own ideas gathered from academic sources to argue, that some progress is possible through positive action but its capacity to make a significant contribution in addressing institutional discrimination.