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Section 1
) and are seeking not just to 
comply with the legal framework 
(Section 2)
but also to 
develop positive action initiatives 
(Section 3
). 
It is also being recognised that the workforce is 
increasingly 
diverse
– and not just in the rather 'obvious' 
ways referred to by equal opportunities. Managing 
diversity is discussed in 
Section 4
. 
This chapter refers to the UK framework. Non-UK 
students may choose to use this material or may prefer to 
make use of their knowledge of similar matters in their 
own countries. Arguably, the UK legal framework raises 
important issues and sets certain minimum standards 
which should be regarded as good practice in any 
employment market. 
BPP Tutor Toolkit Copy

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PART D: LEADING AND MANAGING INDIVIDUALS AND TEAMS 
 
344
 
Study Guide 
Intellectual level
 
D2 Recruitment and selection of employees 
 
 
(f) Explain the purposes and benefits of diversity and equal 
opportunities policies within the human resources plan. 
K 
(g) Explain the practical steps that an organisation may take to 
ensure the effectiveness of its diversity and equal 
opportunities policy. 
K 
 
1
Discrimination at work 
1.1 Equal opportunities 
Equal opportunities
is an approach to the management of people at work based on equal access to 
benefits and fair treatment. 
Equal opportunities 
is an approach to the management of people at work based on equal access and 
fair treatment, irrespective of gender, race, ethnicity, age, disability, sexual orientation or religious belief. 
Equal opportunities employers will seek to redress inequalities (eg of access to jobs, training, promotion, 
pay or benefits) which are based around differences, where they have no relevance to work performance.
Certain aspects of equal opportunities (such as discrimination on the basis of sex, race or disability) are 
enshrined in law; others (such as, up to now, discrimination on the basis of age) rely on models of good 
practice. 
1.1.1 Why is equal opportunities an issue? 
Despite the fact that women have contributed directly to the national product since medieval times, the 
acceptance of women in paid employment, on equal terms to men, has been a slow process. Many 
assumptions about women's attitudes to work, and capabilities for various types of work, have only 
recently been re-examined. Meanwhile, earnings surveys report that, across all occupations, women are 
still earning less than males in the same occupational group. 
The choice of jobs for the disabled is often restricted, resulting in higher and longer unemployment rates 
than those of the general population. Jobs are concentrated in plant/machine operative jobs, which tend 
to be low paid. 
Despite demographic and educational changes (and associated skill shortages among the younger 
population) a certain amount of discrimination is still directed at mature-age workers.