Business

Equality and diversity are two terms that are related with each other, and sometimes complement each other. Equality can be defined as quality or state of being equal bringing components such as degree, quantity, ability or rank. The term equality can be used in different disciplines such as in equality before the law, social equality, gender equality, racial equality, equal opportunity and egalitarianism (Gale  Davidson, 2006). On the other hand, diversity refers to unlikeness, difference, variety, or multi-formity between groups. Diversity occurs in a group of people who sometimes may not share the same characteristics, beliefs, or cultural backgrounds. Thus, it means that even though there is diversity, people should be provided with equality.

The course, managing diversity and equality has improved my understanding of different contributions of people who speak different languages, come from different cultural background, race, ethnicity and other factors that differentiate people. The course explored different circumstances and contributions that encourage treating all people equally and ensuring their human factors are championed (Kirton  Greene, 2000). These numerous factors have improved my understanding of employing different strategies to ensure employees in the workplace work together in an environment that is friendly, and champion human differences, and maximisation of these differences towards achieving organisational requirements (Mullins, 2007).

Thus, managing diversity and equalities is about the way I ensure that I take into consideration experiences, needs, and circumstances of people who are affected by different cultural, traditional factors and these factors should be streamlined in a way that ensures conflicts are minimised. Generally, managing diversity and equality is an approach that ensures improvements for everyone. This means that managing diversity is underlined by the principle that individuals should be valued as they are, and this approach aims in creating an inclusive organisation and environment that champions and promotes values and diversity without bringing into consideration culture, experience or background (Gale  Davidson, 2006).

Moreover, I have learned that legal requirements have been instituted to take into consideration peoples background in relation to religion or belief, sexual orientation, age, gender, disability, gender and ethnicity. Nevertheless, I learned that there are numerous factors that can make people to be socially excluded such issues as access to transport, access to information, where they live, income, fear of crime and perceptions of personal safety to name some (Croner, 2002).

Due to globalisation and other factors that have made people from different backgrounds to come together, many cities have become culturally diverse. It is a common phenomenon to witness in a city Chinese and an American communicating effectively, you can see a Briton dinning in a Korean restaurant while other people enjoy watching festivals from Russian (Kirton  Greene, 2000). This has contributed to cities becoming culturally linked even though these people share different cultural backgrounds. Organisation in a culturally diverse city requires bring people with different backgrounds to champion the aim of the organisation. Bringing these cultural diverse employees may result in improving value and efficiency of an organisation through such benefits as minimising communication barriers, people see that there cultures are appreciated and thus resulting in improvement of organisation obligations (Croner, 2002).  Generally, the course has improved my understanding on importance of embracing equality and diversity, managing it efficiently and effectively, and ensuring the cities becomes culturally diverse.