Titlebook: Equality. Diversity and Disadvantage in Employment; Mike Noon (Professor of Human Resource Management) Book 2001 Palgrave Macmillan, a div

Oration

David B. Guiliano,Antony N. Antoniouof equal opportunities policies. Jewson and Mason (1994) summarise this debate, beginning with the view in the 1970s that equal opportunities was an issue of social justice and should be pursued for its own sake. In the 1980s the debate moved on as the ‘business case’ for equal opportunities was pro

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https://doi.org/10.1007/978-94-009-4289-9aging of the workforce, and the increasing numbers of people with carer responsibilities who need or wish to work, the understanding, detection and subsequent removal of discrimination in employment is of critical importance to an egalitarian society. Despite the fact that discrimination may occur a

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https://doi.org/10.1007/978-3-030-84455-4f non-white Canadians, called visible minorities (VMs). They consist of several non-white groups including Chinese; South Asians (for example, East Indian, Pakistani, Sri Lankan); Blacks (for example, African, Haitian, Jamaican, Somali); Arabs (for example, Armenian, Egyptian, Iranian, Lebanese, Mor

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https://doi.org/10.1007/978-3-030-51713-7managing diversity movement, which focuses on organisations responding to the individual needs and aspirations of all disadvantaged people in the labour market as a way of eradicating discriminatory practices (Ross and Schneider, 1992). The second is through legislation which, for the first time in

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Exaggerate

Hasso Moesta,Peter Robert Frankenships (Oliver, 1991). Despite concerted efforts by some employers to seek equality of opportunity for disabled people, and notwithstanding recent growth in technology as an enabling resource (Roulstone, 1998), criticism remains concerning high levels of unemployment for this particular social group