Iversity Management is an effective way of combating discrimination at work. Critically discuss
The mark for your coursework assignment will be based on the extent to which you have:
* drawn on the information provided in the workshops and other relevant material to address the question posed;
* demonstrated appropriate knowledge of the equality and diversity issues relevant to the essay question;
* shown a critical understanding of the equality and diversity issues discussed;
* used relevant secondary literature to inform and underpin your analysis of the questions;
* conveyed your arguments in clear and logical manner.
You need to make sure that you make reference to the theoretical aspects of the subject and link your answer to the debates surrounding equality and diversity. You answers should also be referenced correctly utilising Harvard APA. In addition, you should ensure that the sources you use in your essays are mainly based on academic journal articles or other reputable sources such as government reports.
Kirton, G. and Greene, A-M (2010) The Dynamics of Managing Diversity, Oxford: Elsevier Butterworth-Heinemann (3rd edition), chapters 5 and 8.
Cockburn, C. (1989). a?Equal opportunities: the short and long agendaa. Industrial Relations Journal. 20/3: 213-25.
Cockburn, C. (1991) In the Way of Women, Basingstoke: Macmillan.
Collinson, D., Knights, D. and Collinson, M. (1990). Managing to Discriminate. London: Routledge.
Cunningham, R., Lord, A. and Delaney, L. (1999). a?a?Next Stepsa? for equality? The impact of organizational change on opportunities for women in the civil servicea. Gender, Work and Organization, 6/2: 67-78.
Dickens, L. (1999). a?Beyond the business case: a three-pronged approach to equality actiona. Human Resource Management Journal, 9/1: 9-19.
Dickens, L. (2005) a?Walking the talk? Equality and diversity in employmenta, in Bach, S. ed, Managing Human Resources: Personnel Management in Transition, Oxford: Blackwell (4th edition).
Hoque, K. and Noon, M. (2004). a?Equal opportunities policy and practice in Britain: evaluating the a?empty shella? hypothesisa. Work, Employment and Society, 18/3: 481-506.
Liff, S. (2003). a?The industrial relations of a diverse workforcea, in P. Edwards (ed.), Industrial Relations (2nd edn). Oxford: Blackwell, 420-46.
Liff, S. and Ward, K. (2001). a?Distorted views through the glass ceiling: the construction of womenas understandings of promotion and senior management positionsa. Gender, Work and Organization, 8/1: 19-36.
Noon, M. (2010) a?The shackled runner; time to rethink positive discrimination? Work, Employment and Society, 24/4 728-739.
Richards, W. (2001). a?Evaluating equal opportunities initiatives: the case for a a?transformativea? agendaa, in M. Noon and E. Ogbonna (eds.), Equality, Diversity and Disadvantage in Employment. Basingstoke: Palgrave Macmillan, 15-31.
Riley, R., Metcalf, H., Forth, J. (1999) a?The business case for Equal Opportunities: An
econometric investigationa. Department for Work and Pensions, Research Report No 483
Rutherford, S. (1999). a?Equal opportunities policies making a differencea. Women in Management Review, 14/6: 212-19.
Webb, J. (1997). a?The politics of equal opportunitya. Gender, Work and Organization, 4/3: 159-69.
Williams, S. and Adam-Smith, D. (2006) Contemporary Employment Relations: a Critical Introduction, Oxford: Oxford University Press, chapter 4