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

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,Managing Difference Fairly: An Integrated ‘Partnership’ Approach,rsity management. To highlight a number of our views, a case study from the railway industry is presented to illustrate key points. Our broad conclusions are that a multidisciplinary and multifunctional approach is most likely to sustain the long-term and deep-rooted changes necessary for successful diversity management.

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Age and Carer Discrimination in the Recruitment Process: Has the Australian Legislation Failed?, a significant factor in the recruitment phase (Arrowsmith and McGoldrick, 1996), this chapter will examine discrimination on the basis of age as well as carer status in the recruitment process. It will conclude by questioning whether the anti-discrimination legislation in Austrialia has failed.

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Diversity, Equality, Morality,anding of what is meant by this talk of ‘diversity’ given that we are dealing here with a concept that has been packaged and repackaged in a search for potential buyers, and so not only lacks any definitive formulation but offers formulations that are none too mindful of very real obscurities and difficulties.

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Gender Equality and Trade Unions: A New Basis for Mobilisation?,e of a general labour inspectorate for monitoring and enforcing legal protections, the UK system largely leaves employers and trade unions to translate statute and case law . through collective bargaining. The recent history of such ., and the prospects for it, are the core themes of this chapter.

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Disabled People, (Re)Training and Employment: A Qualitative Exploration of Exclusion,wth in technology as an enabling resource (Roulstone, 1998), criticism remains concerning high levels of unemployment for this particular social group (for example, Morrell, 1990; Oliver, 1991; Reynolds, 1994).

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