Category: Equality

Introduction

Gender-sensitive education is very important in the current society. In order to achieve this, researchers have a pivotal role to play in the process of promoting education justice. Researchers have made it clear that the battle for educational justice should involve all stakeholders. All stakeholders must be involved in this fight in order to achieve the expected outcome in this war, because if any form of resistance were to be met in this war, then it would probably come from the stakeholders who are ignored. By involving them, the rate of resistance is reduced. In fact, this scholar says that their involvement in this war would turn the resistance into support for educational justice. It is important to ensure that researchers remain active in this field as policymakers. This is because they are in the best position to determine the level of success that has been achieved, and what could be impeding the achievement of this equality. They are also able to recommend some of the best approaches that can be taken to eliminate some of the challenges met in the quest for educational justice. The following two articles talk about gender-sensitive education.

Summary of the articles

The need to have gender-sensitive education and gender equality has been in existence for some time now. According to Raewyn (2010), this can be traced back to several years ago when a number of women came out strongly to fight for their rights, and the need to offer them equal opportunities in education. This article talks about Kartini, a young Indonesian woman who tried to push for girl-child education about 100 years ago. Kartini was living in an Islamic society where men were largely considered as being superior to women. During this time, Indonesia was under the colonial rule of the Netherlands. The colonial government had offered an opportunity for the locals to go to a few colonial schools that were established to help the locals know how to read, write, and speak the foreign language. However, most parents were keen on taking their sons to school other than their daughters. Girls would stay at home to attend to household chores. They would then be married at a tender age, making them inferior to their husbands. In her quest to fight this vice, Kartini wrote a number of letters to her friend Stella, explaining the importance of rethinking gender education in this country. She decided to start a school, but she got no support from the colonial government. She was married but unfortunately died while giving birth to her first child. However, her letters have been used to fight stigmatization towards girl child education.

Raewyn (2010) says that it is a pleasant fact that governments around the world have come to appreciate the importance of girl child education. They have realized that it is a part of Millennium Development Goals and that it should be achieved for the growth of the welfare of the society to be realized. Kartini was denied the opportunity to start schools where girls would get equal opportunity as their male counterparts in acquiring education. However, many governments around the world have come to appreciate her concept, and are now using it to enhance gender-sensitive education.

In the quest to achieve gender-sensitive education in the society, there have been policies put in place to help achieve this objective. However, a number of assumptions have been made that affect the course of achieving this equality. One such assumption is that policies on gender always put girls and women against boys and men. There has been a massive interpretation that when talking about the need for equality, the focus is on empowering women and girls over men and boys. This wrong notion has been propelled by some individuals in various countries, who are responsible for the implementation of policies meant to create gender balance in education. This has created some form of resistance from men and boys who feel that they may be the victims of this policy if they do not come out and fight for their rights.

Another assumption that has been made is that education is good, and it empowers people. For this reason, implementers of policies meant to empower women and girls have overemphasized the provision of education for women and children. They have ignored other means of empowering women other than offering them education. The third assumption has been that men and boys are the measuring rod against which policy implementers can gauge success in empowering women. This means that in the process of empowering women, these policymakers use men as a measuring rod, and not as people who should be getting similar treatment as women in the quest to gain a good education. This has affected the process of achieving the desired goals in educating the girl child. Although gender-sensitive education has become globally recognized as being important, in many countries around the world girls are still trailing boys in accessing quality education.

While conceptualizing gender on a world scale, this scholar appreciates that there are some facts that have been ignored. For instance, people have considered globalization to mean the world society is universal. They assume that what is taking place in the United States would be the same as the activities taking place in the Indian community. This is not true. World societies have different societal structure, and in different countries, womens position in the society differs. For instance, in Saudi Arabia, women are still restricted from undertaking some activities without express permission from their husbands or fathers. The Saudi Arabian women who want to seek further education abroad would need to seek permission to travel from their husbands, their fathers, or even their first-born sons. This gives a clear picture of the position of women in this country. This is very different from what is happening in the United States, the United Kingdom, and various other Western countries where women have as many rights and freedom as men.

Raewyn (2010) gives an example of the report given by Fortune Magazine in 2007 about the leading world chief executives. This scholar notes that about 98% of the leading chief executives in the world are men. This means that the war against male dominance in the society that was started over 100 years ago is yet to achieve the expected goals. This scholar says that a number of feminist theories have been developed to help explain the need to promote girl child education. This scholar notes that a number of theories have been developed, but most of them have failed in giving a conceptualized framework under which girls can attain the much-needed education. For this reason, there is a need to understand that these theories can no longer be held as a monologue. The stakeholders in this field must come to understand the context under which feminism can be promoted without making it appear to be a fight against male dominance. This should be made to appear as a struggle to achieve equality for all. Both men and women should have access to quality education without emphasizing on their gender difference.

The path towards achieving justice in education may take long. However, with good approaches taken by the policy implementers and goodwill from the responsible stakeholders, this is something that can be achieved. A good education should be just and not that which favors one group while ignoring another group. It is also important to note that achieving quality education that is gender-sensitive can only be realized if the outcome of that education system translates to equal opportunities in life. This means that emphasis should not be overexerted on the need to ensure that women get an education. However, it should focus on education that would lead to equitable opportunities in life after schools. This means that the Fortune Magazine should not have 98% of its leading chief executives in the world being men. Women should also find their position in the corporate world. That is when it will be considered that gender-equal education has been achieved.

Kellie (2008) focuses on issues about globalization, imagination, and some of the emerging models of girl citizen. This scholar says that around the globe, there has been a strong movement to achieve a gender-sensitive society. Kellie says, Equality was not achieved through policies that held the state responsible (economically and/ ideologically) for social injustices, but rather through the implementation of policies, and practices that defined the state as the great equalizer of economic opportunities. (p. 344). This statement was made in reference to the perceived relatively better girl child educational achievements in the Western countries. This scholar says that those who are fighting for achieving gender equality should stop focusing on pressurizing the government. This scholar says that this will make little or no effort in achieving gender-sensitive education because most governments around the world have learned the art of ignoring such pressures. These governments are concerned about various other issues considered more basic. Putting hopes on such governments to lead this fight would be risking the fight towards achieving a gender-sensitive education. On the contrary, the focus should be on policies that would give both genders equal opportunity towards attaining education. This brought the massive change that has been experienced in the developed world.

Kellie (2008) talks about the neoliberal reforms and the power of imagination in enhancing girl-child education. The neoliberal reforms have focused on promoting achievements of all genders not only in school but also in the social life after school. A culture of equality should be inculcated in the society right from the time a person is taken to school until he or she comes out to look for opportunities in life. This scholar brings in the power of imagination as a tool for empowering women in the corporate world. This scholar says that men have outsmarted women in the corporate world, because of their power of imagination. In management, imagination is the main technology that will differentiate a successful firm from a poorly performing one. In order for a firm to manage the market competition, there is a need to come up with creative ideas, and this can only be achieved through imagination. Girls should use this mind tool to assert themselves as an authority in various fields and in education.

They should not wait for affirmative action or other policies that are meant to favor them in order to achieve what they need in life. They should come out strongly using the power of imagination and demonstrate to the world that they have the capacity to change the world through their policies. This scholar believes that women lost their position to men through imagination. He believes that as evolution was taking place, men became more powerful through their strong imagination capacity. It is through this image that women were dismissed as being inferior to men. If women are to gain a prestigious position in the global society just as their male counterparts, then they have to use the same tool that was used to bring them down. They have to use the power of imagination. They must be creative in their activities, and be able to come up with policies that would gain them the much-needed attention. They must take an active role in the global world as agents of positive change. Constantly using state powers to gain favor would not help in this fight for justice in education.

The scholar also focuses on globalization as one of the forums through which some activists have used to attain gender-sensitive education. However, this scholar warns that globalization has very little to offer to the fight against gender inequality. Globalization only brings what is already in existence, and unless the responsible players appreciate their role in bringing this much-needed change, it may be difficult to achieve this change in the end. Kellie (2008) argues that in every society in the current world there is equal opportunity for all people irrespective of gender. Both girls and boys are offered the opportunity to go to school, and they are exposed to a similar learning environment. This scholar, therefore, wonders why the performance of boys should surpass that of girls. In real-life scenarios, various opportunities exist, and it always depends on the creativity of an individual in order to be able to achieve the much-needed objectives in life. It is not about making a lot of fuss about the need to bring equality in all sectors of the economy. It is about the individual stakeholders making a conscious move towards achieving this equality.

Theory of homogeneity in the globalized world has been perceived as a force that tries to impose the Western culture into other parts of the world. The concept of a global village has always been considered as having a world where people have similar cultural practices, economic opportunities, and are able to speak a universal language. Although some consider this as a possibility that will soon be achieved, others have been skeptical towards it, saying that the possibility of achieving this homogeneity may take centuries to be realized. However, both the proponents and critics of this homogeneity theory agree that there has been a rapid rise of a borderless world where people can easily interact with others from different parts of the world and share cultural practices. There has been a massive immigration from third world countries to the first world countries, because of the general belief that they have better opportunities to offer.

This borderless world has had a massive impact on the cultural practices of various people around the world. It has helped redefine the position of women in the society. It has helped various stakeholders in various countries realize that women can be important in helping in the development of the society. This is what this scholar describes as globalization governance. This means that as the world is globalized, there has been an increasing concern that some of the practices in some parts of the world are retrogressive. Allowing a borderless society and avoiding oppressive culture against women is the best way of achieving economic freedom in the society in order to create an environment where both men and women can develop together. It is important to note that this is not a process of enabling women to fight men in whichever forum. It is the process of enabling women to develop alongside men in a society where discrimination against women does not exist. Again, this scholar emphasizes on the fact that women should not seek special support from men or government in order to achieve what they want in life. This will be an appreciation of the fact that they are inferior to men, and therefore have to be protected if they are to achieve their goals.

Critique of the articles

The article by Raewyn has managed to demonstrate the need for equality in the society irrespective of gender differences. The use of the story of Kartini, a young Indonesian girl who fought against discrimination of girls in education, helps to bring out the point. The message is even more powerful when Kartini dies based on her being a woman. This is revolutionary. It calls for action to be taken to achieve this equality. This article also gives statistics that help in understanding the current situation. This will help implementers of these policies avoid some of the rigid approaches they take towards achieving gender equality in education. However, the scholar failed to give a detailed count of the role of religion in achieving the much-converted justice in education. It is a fact that religion plays a big role in defining positions of men and women in the society.

The article by Kellie focused on how to become a global-girl citizen. It emphasized the need for the women to struggle on their own without any support from other forces to achieve the equality that they need. This argument is very true given that women have not been able to use their inner-selfs capacity to achieve this equality. I agree with the fact that the more protection women get from the government, the weaker they will become. I also agree with this article in its argument that it is through imagination that women became a weaker gender, and therefore, it will be through this image that women will become stronger. The article has, however, given the limited focus on how men should participate in the process of ensuring gender equality in the society.

Recommendations

The issue of gender education should receive a completely new shift from what it is perceived to be today. The following are some of the recommendations that I propose when dealing with gender in education.

• Stakeholders should not make gender-sensitive education appear to be a fight for women against men.
• It is important to appreciate the fact that women have the capacity to achieve their desires in life just as men.
• Women should not depend on affirmative action to be able to rise in the corporate ladder. This is because overprotection makes them even weaker.
• The focus of gender education should not just be on getting formal education. It should also look at ways of molding both men and women who are able to succeed in life after school.
• Women should use their power of imagination to achieve equality in the social and corporate life.

Conclusion

Becoming a global girl citizen has been the focus of some of the champions of justice in education as a way of empowering women. In this forum, the focus is on empowering women to become more responsible and powerful people in the world. The focus is on how to make a girl-child change from being a naive girl during her early education to being active and responsible women ready to take leadership in the society once they complete their education. To achieve this, the focus has been on nurturing leadership skills, entrepreneurial capabilities, and people who are self-sufficient economically, and flexible towards various issues in life. This can be achieved by empowering their ability to imagine.

References

Kellie, B. (2008). Imagining the global, rethinking gender in education. Discourse, Studies in the Cultural Politics of Education, 29(3), 343-357.

Raewyn, C. (2010). Kartinis children: on the need for thinking gender and education together on a world scale. Gender And Education, 22(6), 603-615.

Critical appraisal of the competing drivers of diversity into organizational strategy and policy

The Abu Dhabi Health Service Company plays a very critical role in ensuring that every citizen of this great country has access to affordable Medicare through a mandatory health insurance policy. The firm employs numerous people to work in various departments as it seeks to achieve success in making medical products accessible to all. The firm has been experiencing a trend where diversity is increasingly becoming common. The United Arab Emirates, especially the cities of Abu Dhabi and Dubai, has experienced an influx of immigrants coming from all over the world for various reasons. The trend has seen cases where this firm employs people from different cultural and social backgrounds. According to a report by Unceta and Medrano (2010), SEHA is one of the firms in the Middle East that have been keen on hiring highly skilled employees to help improve their service delivery. The emphasis that was previously laid on citizens of the country has been relaxed as the firm tries to improve its efficiency. This has increased the diversity of its workforce.

Managing diversity in the workplace is one of the most challenging tasks. The management of SEHA has to ensure that it understands its employees and provides a perfect environment where they can undertake their duties without feeling intimidated. According to Vedder (2006), when managing employees from diverse cultural and social backgrounds, there are a number of factors that should be considered. For instance, religious beliefs and practices cannot be ignored by the management. Muslims always consider Fridays as a holy day meant for prayers. As such, the management will need to ensure that they take this day off work to go and pray. Among the Christians, the official day of prayer is always on Sunday. They can afford to work on any other day of the week, but they have to be given a day-off every Sunday so that they can go to church. Hindus and Buddhists also have their special days of prayer. To some managers, this may be an insignificant issue that can easily be ignored. Given that this country is predominantly Islamic, everyone can be given a day-off on Fridays. However, what such a manager will be ignoring is the fact that some of the employees highly cherish their day of prayer. They may agree to follow the set guidelines, but this may affect their morale. They will consider the management autocratic and unconcerned about their religious needs.

It is clear that managing competing drivers of diversity may be challenging. However, they have to be incorporated into organizational strategy and policy. The management can come up with a flexible strategy that allows the employees to choose any day of the week when they feel they have to spend the whole day away from their normal duties. This will be a sign that the firm appreciates the diversity that exists at the firm and that it is keen on protecting the interests of all its employees (Wilson, 2007). This policy will be very helpful to this firm economically because it will remain operational throughout the week. Another critical issue will be the way male and female employees interact while they are in the workplace. There are strict Islamic codes of conduct that define how men and women who are married should interact and dress. The management will need to come up with a policy that will be a compromise. Employees from other religious practices should not consider the policy too prohibitive to be bearable. On the other hand, the Islamic community, including clients who are served on a daily basis by these employees, should not consider the policy too liberal. Having a compromise between these two extremes will help in creating a workplace that is accommodating to all.

Analysis of equality and diversity strategies to develop an inclusive culture

According to Godwin and Kemerer (2002), issues of equality always arise in the workplace. Sometimes a section of the employees may feel that they are more qualified to get special treatment than others either because of their nationality, race, religion, or any other demographical factors. It is the responsibility of the management to create an organizational culture where all the employees feel that they are equal. The management will have to develop an inclusive culture where demographical factors are not considered as classes of identification. On the contrary, diversity should be used as a strength in this firm. For instance, by allowing employees to choose a day within the week that they will not come to work, it is an indication that the firm respects diversity in religion.

The inclusive culture will also promote teamwork within the firm. SEHA can be more efficient in delivering its duties if its employees work as a team. Segregation and discrimination only promote a poor work culture where employees cannot address different tasks as a unit (Solomon, Levine-Rasky, & Singer, 2003). This means that whenever they are faced with circumstances where they have to work together, then their hatred will cloud their judgment and ability to deliver quality services to the clients. The culture of inclusivity and equality will make the employees appreciate their diverse backgrounds and understand that this cannot be changed. They must learn to work as a team at all times. This will create a positive workplace environment. The management will also find it easy to coordinate these employees when there is this cohesion.

Promotion is one of the ways that the management is supposed to use to show equality and the culture of inclusiveness. The majority should not be promoted just to please them and make them more committed to the firm. On the same note, the minority should not be promoted just to show them that the management is concerned about them. This may create hatred among the employees. All promotions should be based on merit. The management should develop a peer-review system where employees also participate in reviewing the performance of their colleagues at work before they can be promoted. This will promote fairness at this firm.

Models of diversity management

Various models can be used to manage diversity at SEHE. The model can be leadership-based or employee-based. The leaders of this firm will need to embrace the Transformational Leadership Model to promote the new culture of inclusivity. They should inspire the employees and motivate them towards embracing a new thought towards the issue of diversity. This model enhances the promotion of new thinking and creativity by challenging old operating methods. The old practices where religion was considered a major factor that defined the social class of the employees at this firm should be challenged by the leaders. They should make the employees realize that they have more to lose when they fight or when they consider each other to belong to different social classes. They should be charismatic enough to achieve this. They must demonstrate to the employees that, indeed, the culture of inclusiveness will help take this firm to the next level. This way, employees will appreciate the need to embrace one another irrespective of their cultural differences.

On the part of the employees, the firm should introduce the development of diversity competencies programs. This program will involve a critical analysis of the existing culture among the employees with the view of using them to transform the operations of the firm. The employees themselves will be expected to integrate and identify the strengths of the cultural practices of their fellow employees. They should then come up with ways through which the strengths can be tapped in order to help address various weaknesses of the firm. For instance, it is a common belief that the Germans are always thorough when it comes to the issue of quality. Wheeler (2004) confirms that Germans indeed have unique work ethics that are not common in other parts of the world. This quality should then be translated into an actual practice that can be emulated by other members of this organization. The concept should be fun, and everyone is expected to enjoy it. This way, diversity at this firm will be used to promote the efficiency of the workforce.

References

Godwin, R. K., & Kemerer, F. R. (2002). School choice tradeoffs: Liberty, equity, and diversity. Austin: University of Texas Press.

Solomon, R. P., Levine-Rasky, C., & Singer, J. (2003). Teaching for equity and diversity: Research to practice. Toronto: Canadian Scholars Press.

Unceta, A., & Medrano, C. (2010). Equality, equity, and diversity: Educational solutions in the Basque Country. Reno: Center for Basque Studies, University of Nevada.

Vedder, G. (2006). Managing equity and diversity at universities. Munchen: Hampp.

Wheeler, M. B. (2004). Unfinished business: Race, equity, and diversity in library and information science education. Lanham : Scarecrow press.

Wilson, T. (2007). Diversity at work: The business case for equity. Toronto: Wiley.

Introduction

Fairness and equality in the world are important values in promoting business and societal growth. However, it is questionable whether the world is becoming fairer and equal for everyone. This question matters because a just and fair society is the basis for experiencing happiness and growth in life. The concept of fairness implies the need to address peoples issues based on their needs and requirements. It does not necessarily mean that they will get equal treatment, but the amount of attention given to each member of society is proportionate to their needs. In contrast, equality assumes people are the same and hence demand equal treatment. Its application with the concept of fairness defines a contentious area of business practice and social management characterized by the debate regarding whether the world is becoming fairer and equal compared to past years.

It is important to track progress made in promoting fairness and equality in society and the workplace. A meritocratic organizational culture has the capability to affect employee loyalty, motivation, and performance. Relative to this statement, the consensus among many scholars is that companies or societies, which are deemed fairer and equal attract the best talent, high-incomes, and high standards of living (Wendt, 1992). Therefore, fairness and equality are highly valued concepts in business and societal development.

In this investigation, trends in fairness and equality will be analyzed in relation to gender wage gap inequalities in the workplace. This area of business management is selected from the review because, for a long time, gender inequality issues have affected workplace performance and employee morale (Andrejek, Fetner and Heath, 2022). Gender-based wage gap issues have also been mentioned in scholarly texts that have investigated financial crises, labor movements, and international relations around the world (Baylis and Smith, 2017). The world is becoming fairer and more equal because the gender wage gap is decreasing and more women hold high-ranking positions in the workplace.

Reduction in Wage Gap Inequality

For a long time, women have complained of receiving lower wages for the same work done by their male counterparts. The majority of studies indicate that the problem is widespread because it has been reported in several industries (Andrejek, Fetner and Heath, 2022). One of the sectors identified to have the widest wage gap difference is the hospitality and tourism sector (Demet and Volkan, 2018). The presence of imbalanced pay structures in the workplace means that women are perceived differently than their male colleagues and are treated unfairly in the workplace. This trend insinuates that patriarchal systems have infiltrated the workplace and women are valued less despite performing the same work as men. Organizations that do not subscribe to this philosophy of equal payment are deemed unfair to female workers because they promote unfairness in remuneration.

Attempts to change the unfairness and inequality that exists in several organizations have shown progress in this area of management. Particularly, there is a growing body of research that shows that women are increasingly getting the same pay, if not more than their male counterparts, for the work that they do (Andrejek, Fetner and Heath, 2022). Much of the progress has been reported in global multinational companies because of their increased emphasis on adopting global standards of pay and remuneration, which promote fairness and equality (Evans, Newnham and Newnham, 1998). In some countries, corporations are required to abide by such policies in law. Therefore, they could be sued for promoting unfair remuneration practices in the same manner as sexual assault cases are documented in companies (Baylis and Smith, 2017). Small and medium enterprises are also adopting the same practice by eliminating uneven pay and remuneration policies in their corporate management practices (Kronberg, 2020). Thus, based on these developments, women are making significant progress in minimizing the gender wage gap that has its origins in the industrial age.

The reduction in the gender wage gap between men and women in the workplace indicates the progress that society has made in making the world a fairer and equal place. It has helped to promote equality among the sexes in socioeconomic development because, unlike in the past, where the contribution of women in the workplace was deemed more inferior than that of men, female employees are enjoying more opportunities for income growth because of the minimization of the gender wage gap (Vyas, 2021). Therefore, this development has helped to promote the economic equality of the sexes, which is an important tenet of societal development because it promotes equal opportunity regardless of gender. Therefore, both sexes can make individual decisions about their lives without the lingering feeling that one party is making more money than the other does.

Increase in the Number of Women in High-Ranking Positions

For a long time, there have been accusations that there is an imbalance in the number of men and women occupying influential positions in the workplace. Relative to this claim, an argument has been made that promotes the view that more men occupy positions of influence compared to women (Weinstein, 2018). Women have been traditionally relegated to subordinate caregiving positions since they were perceived as inherently more nurturing, such as nursing, teaching, or secretary work. Therefore, they have been poorly represented at top management levels and overrepresented in lower job levels (Baylis and Smith, 2017). In contrast, men occupy high-ranking positions in organizations and thus have extra influence on an organizations decision-making process. This situation meant that women traditionally could not influence organizational policies or initiate change within the organization without the approval of their male colleagues (Pereira and Kacker, 2022). The result has been the existence of an unfair and unequal organizational structure where men sit at the top of the decision-making structure and women occupy low-level positions.

Recently, there has been an increase in the number of women occupying high-ranking positions. Despite the increase in the representation of women in these top management ranks, it is important to acknowledge the skewed progress reported across cities and states in this area of management (Baylis and Smith, 2017). Notably, Western countries have reported more progress in the inclusion of women in influential positions compared to their Asian or Middle East counterparts (Weinstein, 2018). Similarly, women living and working in cities have experienced the benefits of this progress more than their female counterparts who live outside of cities (Weinstein, 2018). Researchers also opine that multinational companies have a more balanced representation of the genders in top management levels compared to small and medium-sized organizations (Yavorsky et al., 2019). Broadly, this assessment indicates that the progress made in increasing the number of women in influential positions is skewed in favor of some countries, types of companies, and regions. Nonetheless, it does not undermine the general progress made in fostering the inclusion of all genders in decision-making processes around the world. In this regard, it could be argued that the world is becoming a fairer and equal place.

Decrease in Skills Gap among Men and Women

Part of the arguments made to promote gender equality in the workplace has been centered on analyzing the percentage of skilled and unskilled workers in various organizations. Traditionally, employees skills and qualifications are correlated with their wages. From a gender-biased perspective, the proportion of women who are categorized as skilled workers in various organizations has been exceptionally low compared to their male counterparts (Penner and Willer, 2019). As stated differently, more men are considered skilled workers compared to their female counterparts.

This imbalance has partly contributed to the gender wage gap and the underrepresentation of women in high-ranking positions since unskilled labor is defined by lower wages and less prestige. The perpetuation of this imbalance in the workplace means that women will find it more difficult to rise to the ranks of power to influence decisions within a firm (Baylis and Smith, 2017). Abating this practice has promoted unfairness and inequality in the workplace because women have to be empowered with the same skills as men do to compete fairly (Penner and Willer, 2019). Thus, the importance of minimizing the skills gap between men and women has been a priority for many organizations.

Progress has been made in minimizing the skills gap between men and women through various means and strategies. Increasing the educational qualifications of women has been one of the most commonly used plans to promote fairness and equality in the workplace (Heisig and Schaeffer, 2020). For example, the number of women having a Masters or PhD degree has increased in the last few years to the extent that there are insignificant differences in accomplishments between male and female colleagues (Andrejek, Fetner and Heath, 2022). The number of women entering the skilled labor sector, such as engineering and construction, has also increased significantly in the last decade (Heisig and Schaeffer, 2020). This progress means that women are increasingly benefitting from an increase in skills and educational qualifications that enable them to attain high-ranking positions in the workplace. These insights demonstrate that the world is becoming a fairer and equal place for all people.

Conclusion

From the onset of this essay, the author sought to understand whether the world was becoming fairer and equal. The findings showed that a reduction in wage and skills gaps between men and women has improved fairness and equality between the sexes. The increased representation of women in influential workplace positions also affirms the trend where men and women are getting equal treatment in society. Therefore, this essay demonstrates that an increase in the representation of women in high-raking positions, a reduction in wage gap inequalities, and the minimization of the skills gap between the sexes have promoted fairness and equality in the world.

Regardless of the progress made to promote gender equality in the workplace, differences in outcomes across regions, company types, and countries still linger. For example, much of the progress made in promoting fairness and equality in the workplace has been concentrated in Western countries, cities, and multinational companies. Thus, small and medium enterprises, non-Western countries, and women living away from cities still have more to do in reducing remuneration and employment gaps between male and female workers. Stated differently, managers operating in these zones have to be more committal in minimizing traditional barriers that have prevented women from getting fair remuneration and representation in decision-making and corporate structure management.

Overall, the progress that women have made to be fairly represented, skilled, and remunerated in the workplace indicates that the world is becoming fairer and equal than ever before. By extension, trends emerging from the workplace represent that have been highlighted in this essay represent a larger movement in corporate circles to embrace diversity and equality at various levels of management and decision-making. It is expected that this trend will be sustained in the coming years because of its relationship with increased productivity and high employee morale.

Reference List

Andrejek, N., Fetner, T. and Heath, M. (2022) Climax as work: heteronormativity, gender labor, and the gender gap in orgasms, Gender and Society, 36(2), pp. 189213.

Baylis, J. and Smith, S. (2017) The globalization of world politics: an introduction to international relations. 5th edn. Oxford: Oxford University Press.

Demet, T. and Volkan, A. (2018) Contemporary human resources management in the tourism findustry. IGI Global.

Evans, G., Newnham, J. and Newnham, R. (1998) The Penguin dictionary of international relations. London: Penguin Books.

Heisig, J. P. and Schaeffer, M. (2020) The educational system and the ethnic skills gap among the working-age population: an analysis of 16 western immigration countries, Socius, 7(2), pp. 1-11.

Kronberg, A. K. (2020) Workplace gender pay gaps: does gender matter less the longer employees stay?, Work and Occupations, 47(1), pp. 343.

Penner, A. M. and Willer, R. (2019) Mens overpersistence and the gender gap in science and mathematics, Socius, 6(2), pp. 1-10.

Pereira, N. M. and Kacker, A. (2022) Sex differences in faculty positions among top-ranked US otolaryngology departments, OTO Open, 7(2), 1-11.

Vyas, N. (2021) Gender inequality- now available on digital platform: an interplay between gender equality and the gig economy in the European Union, European Labour Law Journal, 12(1), pp. 3751.

Weinstein, A. (2018) When more women join the workforce, wages rise  including for men. Web.

Wendt, A. (1992) Anarchy is what states make of it: the social construction of power politics, International Organization, 46(4), pp. 391-425.

Yavorsky, J. E. et al. (2019) Women in the one percent: gender dynamics in top income positions, American Sociological Review, 84(1), pp. 5481.

Introduction

Sinclair (2006) argued that the problems for people who advise organisations in the area of diversity management have never been greater. The supposed acceptances of diversity as a good contradict the well-established structural barrier to implementing greater openness to differences in the workplaces. To evaluate this statement, this paper has grounded on aspect of large Multinational Companies.

The MNCs provide strategic importance to the groups those are diverse in practical. The cultural backdrops are turning more significant in this era of market globalsation and with presence of MNCs and have greater than before competition among corporations from any part of the world. Thus the MNCs are much more aware about diversity. Empirical investigation that has scrutinized among the teams from different attributes shows the lacking of Diversity Management.

MNC has been conceptualised e-diversity, heterogeneity, homogeneity, unitary effect whether positive or negative effect on team effectiveness. This would go analyse multi-dimensional view of diversity practiced in large MNCs as well as propose a model of multicultural team working with large multinational corporations (MNCs).

Background to Diversity

Diversity simply refers to human characteristics that make people different from one another. There are many different cultural backgrounds and factors that are important in organizations and that people from different backgrounds can coexist and flourish within an organization. Usually diversification refers to cultural factors such as ethnicity, race gender, physical ability and sexual orientation, but sometimes age and other factors are added. Stoner (2006) argued that the belief that people from different backgrounds can work together is fundamental to democracy and the way of organizational life.

In order to answer this question it is necessary to discuss the dilemmas from the perspective of a Human Resources manager working with staff about to take on international assignments within a large, multi-national company. The managerial challenge is learning how to take advantage of this diversity while fostering cooperation and cohesiveness among dissimilar employees. The HR department may help to meet the challenge by developing training programs, offering assistance and advice, establishing fair selection procedures and like. Managing workforce diversity is the way that both respects the employee and promotes a shared sense of corporate identity and vision is one of the greatest challenge facing organizations today.

Multicultural Teams

Large multinational corporations (MNCs) form multicultural teams to respond to their organizational needs. A team could be organised in an assortment of ways based on the uniqueness of interest to the organisation. MNCs practice demonstrates several team formats such as self-administered vs. conventionally managed teams fluctuate on the center of attention to control from outwardly obligatory internally.

Another form of team could be based on Leader-staff v jury-like team which focuses on grouping configuration as well as leadership. The Functional v crossfunctional team shows a discrepancy in the well-designed setting of the members. As a final point, homogeneous v heterogeneous teams lay emphasis on the whole diversity in composition. For distinction of functional versus crossfunctional is but one way of distinguishing teams.

One more measurement of team diversity is the national culture. There is no accurate definition of multicultural teams; usually the expression of multicultural indicates to groups where minimum 3 or more cultures are corresponding with members. Presently foremost MNCs, multicultural teams gained an authenticity outstanding for amplified globalization as well as diversity within the workplace. Diversity has been positioned to have moreover an optimistic or pessimistic effect on teams outcomes. In wide-ranging, diversity in multicultural team has been organised in an unitary approach. This single dimensional focal point led to contradictory consequences about diversity effects

Gender issues in Diversification

One important dimension of diversity in organizations is gender diversity. The workforce is rapidly moving from being male-dominated to one of equality in numbers between men and women. Nevertheless there remain many barriers for women seeking equal treatment in most organizations.

Glass ceiling

While there are more women in the workforce than ever before, they are still largely in junior positions. Only a handle of women are chief executives of large companies. Getting hired is merely an initial step for women, getting promoted within a company often proves a more imposing challenge. For senior positions, promoters are very hard to achieve. This is commonly referred to as the Glass ceiling syndrome- women and minorities can see opportunities for senior management positions but are blocked by seemingly invisible barriers from reaching them. Much of the decision to promote someone to a senior position is based on such intangibles as how comfortable the senior team is with that person.

Sexual harassment

Many women face sexual harassment in the workplace. Sexual harassment consists of any unwanted sexual behavior, including but not limited to suggestive books, sexual jokes, intentional touching, or pressure for sexual favours. There are mainly two types of harassment, the first types occur when sexual favours are requested or demanded in exchange for tangible benefits  advancement, pay increases or to avoid tangible harm, loss of job, demotion. The second type of harassment is labeled hostile environment. It is more complex because claim of this type can be made for unwelcome sexual conduct, either physical or verbal.

However, it is difficult to pinpoint exactly what a hostile environment is, sensitivities differ and what is offensive to one woman is not necessarily offensive to another. In 1991 British survey revealed that 47 % of the women and 14.5% of the men said they had been sexually harassed.

Stereotyping

Women may be stereotyped as human resources managers or public relations executives rather than manufacturing vice precedents or marketing vice presents. Women must also overcome stereotypes about maternity and child care; traditionally managers have assumed that women will drop out of the workforce to have a family, negating the investment that an organization has made in them. Many women critics insist that they should not have to choose between putting their careers first or their families first; men are not asked to make such choices in terms of tracking their entire career. The critics suggest that an organization that truly values diversity and multiculturalism will make it possible for women to have the same career opportunities as men and families, if they so choose.

Racial and Minority issues

Another important dimension of diversity is race and ethnicity. Many cultural differences exist between racial and ethnic and minority groups such as African and Asian. Yet members of all these minority groups have experienced the challenges of working in a multicultural setting where their own cultural heritage was devalued. It can be seen the biases against people of color being in positions of authority by looking at professional sports. In addition, statistics reveal earning gaps, which are discrepancies between the earning power of workers of similar educational backgrounds but different races. The reasons for the earnings gap are complex, but they do serve as an identification that discrimination still exists in the workplace.

Gender, race and ethnicity are not the only eleme4nts of diversity. If an organization is to value the contributions of all of its members, then its approach to diversity must include issues such as age and sexual orientation.

Ageism

In spite of the aging of the workforce, many managers still fail to place adequate value in order workers, even though restrictions on mandatory retirement have eased. In UK the maximum retirement age is 65 for male, on the other hand 60 for female. It is direct bias against female.

Sexual orientation

The presence of homosexuals in the workplace poses many issues for the development of the diversity workplace. In the past, most of homosexuals kept their sexual orientation hidden or in the closet. Today, increasing numbers have declared, or are grappling with the possibility of openly declaring, their sexual orientation, even though they recognize that it could jeopardized their jobs. Some companies are taking actives role in making homosexuals feel more comfortable with one another in the workplace.

Multicultural Team Effectiveness

MNCs tragedy model of multicultural team efficiency has represented in Figure 1. In basic characteristics, the model highlights two dissimilar kinds of contingencies and these are external fit among MNC strategic planning and team diversity and internal fit among team work and group diversity. According to the team essence the affiliation among MNCs strategy and diversity an external issue that is outside the team context. The connection among task and diversity would be internal for the reason that task fit in to the team essence.

Within the Contingency model of Diversity, each elements of the model has been explained in the first segment. Simultaneously the conception of fit has been functional to multicultural teams has residential and discuss for detailed types of task as well as MNC strategy. Propositions of Contingency model of Diversity have been recapitulated in Figure 2a & 2b. As a final point, the contingency model has been incorporated within the last segment and amalgamated in Figure 3.

Multiculturalism and Organizational Success

Most organizations have realized that diversity exists and that the culture of any organizations must pay attention to the needs of a set of very diverse employees. In short, many managers are grappling with how to make their corporate culture more in tune with the issues of multiculturalism.

The Cost Argument says that if organizations do a poor job in managing diversity issues they will have higher costs. The revolving do a poor job syndrome is expensive. When women and minorities leave, the organization gets no return on the investment it has made in them. In addition, if multicultural issues arent manage well, and then people are not as compfort6able as they could be in the work environment and they spend time and energy worrying about discrimination, harassment, and other issues rather than their jobs.

The resource acquisition argument says that companies that handle multiculturalism well will have an advantage over other companies in hiring multicultural workers an increasingly important advantage in this era demographics. For example a recent book discussed the best places to work for women and African Americans.

The marketing argument says that organizations that manage multicultural issued well have an insight into market consisting of minority group members and women. Markets, too, are diverse, and cultural issues have some effect on the buying decisions of customers. UK today is successful precisely because it has a variety of people from different cultural backgrounds involved in daily news meetings.

The creativity and the problem solving arguments hold that groups of people from diverse backgrounds can be more creative than groups with homogeneous backgrounds, and are better at solving problems however steps must be taken to realize these benefits In particular team members must become aware of possible attitude differences in others. And there must be a core of share benefits or shared values around which people can expense their differences.

Finally, the system flexible arguments say that the ability to manage diversity increases the adaptability and flexibility of an organization. External and internal issues can be responded to more quickly. In addition, to manage diversity successfully, an organization must question outdated policies and procedures that emerged in days when multiculturalism was not a large concern for the organizations.

Managing Cultural Diversity: Implications for organizational Competitiveness

MNC Team Diversity

The demographic heterogeneity within organisational performance is also as a determinant for team effectiveness. It has been objected to growing intellectual attention when firms are conflicted in front with more and more diversity in workforce. In adding together, strategy experts have checked up the work of art of top management teams as well as their consequence on strategic leadership. The top management team (TMT) literature provides various demographically unpredictable issues have been considered together with age, tenure, gender, functional conditions as well as race and education. On the other hand, the consequences of this study regarding the effect of diversity on team performance are ambiguous.

MNC Team Task

The literatures on large groups have offered more than a few issues of group tasks obtainable within the literal on large groups. On the other hand in most examination of group heterogeneity, the measure of reutilization in the groups, tasks have been make available in most notional influence among categorization schemes Another inveterate proposal is that custom problem solving is best handle by a consistent group. Team task is more novel and ground-breaking events that are best fingered by a heterogeneous group. Where diversity of viewpoint and estimation permits more and more extensive generation and freshening of alternatives.

MNC Team Task

The literatures on large groups have offered more than a few issues of group tasks obtainable within the literal on large groups. On the other hand in most examination of group heterogeneity, the measure of reutilization in the groups, tasks have been make available in most notional influence among categorization schemes Another inveterate proposal is that custom problem solving is best handle by a consistent group. Team task is more novel and ground-breaking events that are best fingered by a heterogeneous group. Where diversity of viewpoint and estimation permits more and more extensive generation and freshening of alternatives.

MNC Strategy

MNCs general practice involved three types of strategies and they are predictable as : global, multinational, and international. The firms those follow a multinational strategy, are aimed to respond complying with local market conditions as major objective. Every national associates or overseas subsidiaries are given enormous autonomy and administer as a self-governing business unit. In this context, organisations pursue a global strategy faced on world markets.

They impose their highest importance on global efficiency accumulating from the scale and scope of economies. In the concluding point, organisations pursue an international strategy on emphasising knowledge and know-how in overseas affiliates. They are not as much of advanced in technology as well as market expansion and they are further treated as attachment of corporate headquarters. Some times affiliates are allowed to adapt business strategies as well as products depending on the requirements of local market within the area of its operate.

Positively they are fully dependent on the mother company concerning process innovation, new product development and selecting market strategies. Consequently there are more harmonisation and control by means of the mother company for international strategies next to multinational strategies.

MNCs adopt efficient conditions and national cultural ideology for team diversity. The team farm duties within MNC strategy have two important unforeseen events in an MNC background. Thus, investigating the dependent relationships that may survive for multicultural teams all along these scopes emerge to be important.

There are numerous dissimilar types of multicultural teams, such as a project team increasing a product suitable for multiple countries, a business team accountable to put together and put into practice global strategies. The task force is in incriminating for trim down worldwide manufacturing, while many multicultural groups are shaped for the time being for specific purposes. They also do not have to be project-based or time-bound

The Concept of Fit

The concept of fit has been a foundation in the strategy field which has been imply in a various way. One of the main viewpoints of this management involves that MNC require to maintaining their assets systematically with their objectives and plans. In addition, HR department should concern the internal strengths and weaknesses situation in order to benefit the companies or to uphold competition in the market.

Managing Cultural Diversity

Diversity under EU Law

The area of sex discrimination law or rights for women in Community law is a later developer than the other areas of law because of the original less extensive provision for it in the treaty than other policy areas, the delays by the Community and in particular, the Commission in introducing secondary legislation and the delays by the members states in implementing the principles of equal pay from Art 119 (now 141) of the Treaty and equal pay and equal treatment from secondary legislation. Article 119 was the sole original treaty provision for the European Community on concern itself with sex discrimination.

The ECJ has expanded the reach of Art 141 EC considerably by adopting a very broad interpretation of the meaning of pay and also by including indirect discrimination within the scope of the Article. Art 141 EC within the scope of the Article. Art 141 EC has been held to be both vertically and horizontally directly effective. The aim of this Art 141 was to ensure similar economic product. A consideration which support this view is the fact that Art 119 originally applied only to equal pay and not to all discrimination on the grounds of sex, although the ECJ has since than considerably extended its scope in a number of judgement and the Union has now enacted Directives 2000/78 and 2000/43 dealing with other from of discrimination.

Consequently, therefore, the Commission was encouraged to produce proposals for different Social Action Programme. After some considerable delay and somewhat watered down in their final from, an almost inevitable result of the Community Legislative process, the following Directives were adopted: Equal Treatment Directive 76/207, Equal Pay Directive 75/117, Social Security Directive 79/7, Parental Leave Directive 96/34, Occupational Social Security Directive 86/378, Pregnancy Directive 92/85, Burden of proof Directive 97/80, Part-time Workers Directive 97/81 and Directives 2000/78 and 2000/43.

However, Community law is characteristically framed in broad general terms and concepts which seemed unsuitable for the provision of individual rights. Community legislation was criticised because of its formality, limited accessibility and distance from those who needed the effective application and enforcement of the provision for example women at work. The effect was, at first, that very little knowledge of European Community Equal rights law was disseminated beyond the small number of people in direct contact with these laws except where given substantial media publicity.

Womens right in the Community has been considerably strengthened by changes introduced by the Treaty of Amsterdam. The Treaty has introduced as one of the goals outlined in Art 2 EC equality between men and women. Recent amendment of The Equal Treatment Directive by Directive 2002/73 has provided the definitions of Sexual harassment in Art 2 of the Directive.

A high point in this jurisprudence was when the Court explicitly recognised that the elimination of sex discrimination was a fundamental human right upheld by Community law. The ECJ stated that equal treatment of men and women in employment was simply the expression, in the relevant field, of the principle of quality, which is one of the fundamental principles of Community law.

An explicit legal basis for legislation now exists to combat this and other forms of discrimination. The Treaty of Amsterdam added Article 13 EC to the Treaty of Rome, which provides a legal basis for the Community to take action to: combat discrimination based on sex, racial or ethnic origin, religion or belief, disability, age or sexual orientation.

Anti-discrimination Directives

Directive 2000/78 prohibits discrimination on the grounds of race or ethnic origin, religion or belief, disability, age or sexual orientation, in regard to access to employment or occupation, with the aim of putting into effect in the Member States the principle of equal treatment (Art 1). It covers both direct and indirect discrimination (Art 2).

Directive 2000/43 is now in force. It implements the principle of equal treatment on the grounds of racial and ethnic origin.

Diversity training programs

Supervisors need to learn new skills that will enable them to manage and motivate a diverse workforce. Many multinational companies have developed extensive in house diversity training programs that provide awareness training and workshops to educate managers and employees on specific cultural and sex differences and how to respond to this workplace. A recent survey of CEOs found that the most common reason for implementing diversity training programs was tapping diverse customers and markets (44%). only 2.9% of respondents indicated the avoidance of litigation as a reason.

Much experimentation in this type of training is occurring UK. Often multinational companies has sponsored an all-expense paid conference for minority groups managers to discuss the problem they encounter and how they can contribute more of the firms. They has offered homophobia seminars designed to help straight employees feel comfortable working alongside openly gay employees and to eliminate offensive jokes and insults from the workplace. However, multinational companies should introduced a mandatory four day awareness training programs for some 7000 salaried employees- a day and a half for gender awareness, two and a half days for ethnic awareness.

At least a dozen multinational companies have introduced diversity kits aimed at employees young children. The companies give the kits to their employees and suggest that they share the information with their children.

First, the training may have come at the t6ime when employees were preoccupied with more urgent priorities such as downsizing, increased work level, or launching a new product under tight deadlines. Second, if employees perceive that external forces such as a court order or a politicians decree have prompted the training, they may resist. Third, if the training poses some as perpetrators and others as victim, those who feel blamed may be defensive. And fourth, if diversity is seen as the domain of a few groups (for example people of colour and women), every one else may feel left out and view the initiatives as being for others, not for them.

to avoid these four problems, the Society for Human Resources Management provides recommendations including holding focus groups with people who may find fault with the training; creating a diversity council that represents a cross section of employees with a wide range of views and attitudes; and exploring ways to deliver the training that do not use a typical classroom format such as one-on-one coaching to help managers deal with diversity challenges or interventions at team meetings on request.

Challenges in managing employee diversity

Although employee diversity offers opportunities that can enhance organizational performance, it also presents managers with a new set of challenges. These challenges include appropriately valuing employee diversity, balancing individual needs with group fairness, dealing with resistance to change, ensuring group cohesiveness and open communication, avoiding employee resentment and backlash, retaining valued performers and maximizing opportunity for all.

Individual versus Group Fairness

An issue closely related to the difference is divisive versus better debate is how far management should go in adapting HR programs to diverse employee groups. Now the question arise that should the company make the ability to speaks Spanish a condition of employment for first line supervisors who manage a large number of Latino employees. Should management make dress code exceptions for employees who view coats and ties as European customs that do not fit their lifestyles?

The extent to which a universal concept of management, which leads to standardized management practices, should be replaced by relativity concept of management, which calls for molding management practices to the workforces different sets of values, beliefs, attitudes, and patterns of behaviors, is an extraordinary complex question. The proponents of universalism believe that fitting management practices to a diverse workforce sows the seeds for a permanent culture clash in which perceived inequities leads to intense workplace conflict.

Resistance to Change

Although employee diversity is a fact of life, the dominant groups in organisations are still composed of white men. Some argue that a long-established corporate culture is very resistant to change and that this resistance is a major roadblock for women and minorities seeking to survive and prosper in a corporate setting.

Group Cohesiveness and interpersonal Conflict

Although employee diversity can lead to greater creativity and better problem solving, it can also lead to open conflict and chaos if there is mistrust and lack of respect among groups. This means that as organisations become more diverse, they face grater risks that employees will not work together effectively. Interpersonal fraction rather than cooperation may become the norm.

Segmented Communication Networks

Shared experiences are often strongly reinforced by segmented communication channels in the workplace. Most communication within organisation cannot fully capitalise on the perspectives of diverse employees if they remain confined their own groups. Second, segmented communication makes it more difficult to establish common ground across various groups. Third, women and minorities often miss opportunities or are unintentionally penalised for not being part of mainstream communication networks.

Conclusion

Successful organizations and MNCs believe that the strong, faithful employees construct businesses competitive are an intramural part of Diversity Management. The smartest organizations realise that the employer play an essential role in creating their employees strong and faithful. Thus their knowledge goes quick to listen and slow to speak is imperative and understanding to their employees. They always try to gain the trust of their employees with full emphasize. Thus they take motivation, training and interaction to development of their employees. At the same time employees go to the workplace with prospects and expectation of working with the managers who are good virtues like personal treatment, professionalism, working support respect and trust.

The managers must have the concepts of leadership, excellence, honesty, integrity, and respect for working force. Employees always look for High wages, Job security, Promotion in the company, Help on personal problems Stimulating work, Personal loyalty of supervisor, Tactful discipline, Full appreciation of work done well and Good working environment. Successful managers respond to all this factors with full respect and trust.

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Appendix:-1

The 18th century was the final historical stage of a lengthy transition from feudalism to a capitalist epoch. The contents of the historical process had included rule affirmation of developed middle-class society and cultures classical forms. This process elapsed differently in different countries of the European continent.

Britain had an industrial revolution and transition towards machine industry. France was preparing for the classical bourgeois revolution, liberated from religious cover in terms of expressing its own political and social ideals. But despite the national specificity of the political and cultural revolution in different countries, its main peculiarities consisted in the crisis of feudalism and its ideology, as well as the formation of enlighteners progressive ideology. The 18^th century was an era of mind, enlightenment, philosophers, sociologists, and economists.

At the time, in Britain, the philosophy of Berkley had provided a theoretical basis for religious worldview, and the scepticism of David Hume played an important role in theoretically substantiating the utilitarian and rational ideology of the middle class (Daunton 1995).

However, it was not always this way. The organization of British society, which has been well established in the Middle Ages had continued into the 18^th century (Leneman 1986). Before the era of enlightenment, heredity, along with quality, excluded economic standing and wealth in determining social status and made divisions into orders or estates. Christian teachings had supported this division into traditional orders, as they stressed the requirement of fulfilling responsibilities of own estate. An integral part of the observed phenomenon was inequality, which was hard to deal with and could not be discarded.

There are currently mentions being made on behalf of architecture and its influence on social inequality. In fact, Kenneth Olwig, who is a professor of geography at the University in Trondheim, Norway, and professor of landscape theory at the Swedish Agricultural Universitys Department of Landscape Planning in Alnarp, is one of the experts whose work is focused on comparing two different conceptions of landscape.

That is to say, strained relationships between the modern conception of the landscape, in particular, its the scenic part that derives from dramatic and eloquent representation, and the older conception of the landscape, when it is viewed as shaped by common law as a representation of political bodies. He is also an author of Natures Ideological Landscape. His current interests involve tracing this topic back to Ancient Greece, where there was a unique conception of place and polity, as well as compare it to the Nordic interpretation of these terms. He also plans to pursue the topic of the present days environmental and regional conflicts.

In one of his recent articles, he states that: Architects who think only in terms of the power of scenic space, ignoring the exigencies of community and place, run the risk of producing landscapes of social inequality like those of the great 18^th century British estates& it is also possible however for architects to shape an environment that fosters the desire to maintain the continuities that main a collective sense of commonwealth rooted in custom but open to change (Olwig, 2002).

In his book entitled Landscape, Nature, and the Body Politic: From Britains Renaissance to Americas New World, Kenneth Olwig attempts to explore the influences and origins of two interlaced and competing discourses that are currently present when such words as landscape, scenery, country, or nature are used? The first interpretation presents land as a physical body of terrain where the actual construction of the nation-state occurs.

The second version implies the fact that the country is mostly made up of the people, and time along with antecedency provide its establishment (Cosgrove 2003). This, in a way, links back to the second part of Olwigs quote where he underlines the importance of commonwealth as a collective sense which should be shaped by architects and must constantly be open to change, even though rooted deeply in custom.

I believe that Olwigs work s essential, as it helps open new doors and finds new ways of reasoning in the fields of architecture, geography, theatre, literature, politology, law, history, and most of all, the environment. In his book, he traces the aforesaid concepts through the thicket of British, as well as American history, beginning from the 17^th century and describing the vision of unification between Scotland, England, and Wales, on one island of Britain into one nation. He explores how the essence of landscape expands from the ingenious stage scenery to being a geopolitical ideal, pursuing the mentioned concepts from old Europe to America, giving insight on various topics, starting from environmental planning and national parks, and ending with climacteric nationalistic organizations and polity theories.

In any case, let me get back to the fore-mentioned issue of 18^th-century British estates and why exactly did Kenneth Olwig use them as an example of social inequity to warn architects about the dangers of focusing on scenic space, ignoring the notion of community and place. Estate was the form of social stratification that preceded classes. In British society of the 18^th century, people were divided into estates or orders, which were social groups that possessed fixed traditions or legal law, as well as hereditary rights and responsibilities.

Hierarchy expressed in inequality of position and privileges was characteristic to the estate system, which included several orders. In the 18^th century, British society was fractionalized into the upper class, which included nobilities and clergies, as well as unprivileged third-order (craftsmen, merchants, and peasants) (Smellie 1962).

The rights and liabilities of each estate were determined by a juridical law and regulated by a religious doctrine. Social barriers which existed between estates were quite evident. Therefore social mobility existed not as much in between the estates but more within estates. Each estate included multiple layers, titles, levels, professions, and ranks. This way, only nobilities were able to deal with government service, whereas aristocracy was considered a military chivalry estate.

The higher was an estate in the social hierarchy; the higher was its status. An indicative feature of estates was the presence of social symbols and signs: titles, uniforms, orders, and ranks. In feudal society, the government was issuing distinctive symbols to the main second estate  the nobilities.

Back in the 18^th century, such a way of thinking about estates has also been demonstrated in secular terms. One of the contemporary observers at the time had stated that the happiness of a man is mostly determined by whether he possesses everything determined by his position in society and is able to make the fulfilment of his estate. In other words, if one is protected by the laws and is able to live the same life that his father lived, the nation and society are being governed in an invariable and even manner.

These social distinctions have become well embedded into society, and although questioned by various contemporary intellectuals, they were not easy to leave behind. For example, in the Prussian law code, it was not legal for a middle-class female to marry a nobleman without approval from the government. It was also strictly regulated what exactly dresses the different social groups must wear in order to keep them separated, and even without being regulated, different social classes traditional dresses could be easily distinguished.

Regional and local differences and their general preoccupation were reinforcing such a degree of social conservatism in the British society of the 18^th century. The competitions between estates were almost outweighing any competitions within the royal family. The differences were noticed even between local dialects that also played a role in separation according to orders.

Inequality and poverty are words that best describe British society of the 18^th century and are closely linked to social stratification that was present at the time. Inequality characterized unequal dissemination of societys deficit resources, such as money, power, education, as well as prestige, between different orders, estates, or population layers. Concluding the aforesaid, it becomes clear why Professor Olwig used this current example of 18^th-century British estates in his book as an instance of social inequality, as such social division present in 18^th century Britain is the most vivid model of social inequality that could be imagined.

Certainly, many architects are now ignoring the vitality of taking into account such aspects as the needs of community, commonwealth, place, people, as well as their antecedent traditions. Ignoring all these concepts and drawing attention to simply scenic space forfeits social equity and may create breaches of social justice, such as the one where all people were privileged according to their estate in Britain before the era of Enlightenment.

The process through which cities, communities, towns, and neighbourhoods improve themselves is called regeneration. Most frequently, the process of regeneration focuses on the improvement of neighbourhoods for the purpose of increasing their social, economic, and environmental self-sufficiency (Stiftel & Watson 2005). Most of the time, regeneration projects require their participants to combine economic, physical, and social reforms, which are driven by private, public, and voluntary sectors (Neal, 2003).

Currently, many regeneration projects are taking place all over Western Europe. These projects are intended to create better-living conditions for the population as well as improve local ecological status. Castleford is a town located in the UK, West Yorkshire, with a population of 38 000. The closest large city is probably Leeds, and Castleford has railroad connections with Leeds, Wakefield, and Sheffield. In ancient times it was an essential locality, as, during the Roman Empire, on-site of the town was a settlement which received its name from a Latin word Castrum, meaning a fort or a camp. The author of the famous Castleford Chronicle, which narrates the traditional British history in Northern English, is considered to be a resident of this exact location.

The modern Castleford used to be an important manufacturing centre, mainly of glass and pottery, and besides that was a well-known mining town since the 16^th century. There were still eight collieries functioning till 1970, which gave jobs to more than 6000 people. By 1997 the number of employees in Castlefords mining industry fell to 600, as there was total restructuring. The Selby Coalfield is the only one currently remaining, and there are plans that it will get closed within a short period. Therefore the remaining few job position will be lost (Baylies1993).

Currently, the most employment in the town of Castleford is obtained from the manufacturing of chemicals, power, electrical goods, and clothing. There is also some employment provided by distribution, retailing, and leisure. Although the service industry employment did somewhat improve Castlefords economy, the town still greatly suffers the closure of coal mines and other exorbitances. If we were to closely examine Castlefords community, we would be able to observe the unusually high level of unemployment, especially among youth, accompanied by poor health and low achievement in education among the general population of the community. There are Roman archaeological remains in abundance just beneath Castlefords streets. Furthermore, the town is laved by River Aire and River Calder, as well as Oxbow lakes.

The people of Castleford have brought up the initiative of doing a regeneration project for their community, as housing, leisure, and retailing have provided the economy with the needed substantial investments. Their initiative is determined by a strong desire for things to change, as they strive for a more vibrant and cheerful downtown, as well as making better use of unattended waif land.

The population of Castleford is driven by a desire for other people to get acquainted with the heritage of their town, as well as be able to enjoy the view when sitting on the shore of Calder and Aire. It is also favourable to raise the safety in the community, as well as improve healthcare and education. The people of Castleford take unusual pride in their community and in their town. Therefore the Project made a decision to work with them, among all other UK communities who share the same concerns.

According to the information presented on the Castleford Regeneration Project website, the Project actually consists of a series of various projects which are scheduled to take place across town. The main objectives include the design of a new town square, design and construction of a new footbridge, as well as creating new facilities for children. It appears that Channel 4 is funding the current projects, and since the investment of £100 000, ten different projects have been completed over a time period of three years. The project currently has a value of more than £12 000000. The local population is very enthusiastic about the idea; in fact, thousands of locals have taken part in creating the agenda, designing and executing separate plans. Additional new investments of over £200 000000 have been leveraged into the town for the discussed initiative.

The Castleford Projects has been acknowledged as the best urban regeneration practice due to its innovative design, large scale involvement of the local population, its share it towns economic development, and attraction of international interest.

One of the other purposes of the Castleford Regeneration Project is to improve the physical environment so that the community could become a better place for living and working, as well as being an employer or investor. Local residents have identified the Project schemes as being priorities for fulfilling the main objectives of the Project. Having determined the agenda, the locals are participating in the Project at all possible levels and intend to ensure that the work is long-lasting and leads to a better future for the community.

With the progress of the Project, for the purpose of attracting attention and interest of the regions, as well as of the whole nation, a public events programme had occurred. Several residential and community groups have formed resulting from the Projects activities in Castleford. Small working groups have also been formed in connection with every project, with each having a local representative in charge, as well as regeneration and design consultants who have closely collaborated with the local population in order to assist them in planning a better future for their town.

At the moment, the Castleford Regeneration Project is designing an integrated regeneration programme that features abundant participation of the locals, links and connections to the worlds of business, culture, social development, and last but not least, excellent design in terms of landscape and architecture. This given regeneration project is totally different from similar programmes that have taken place in the UK, such as Single Regeneration Budget or City Challenge, due to its wide range of various activities, the support provided by a television broadcaster, as well as its extremely popular accountability.

The population of Castleford, along with the local council, accompanied by other organizations, is in a state of constantly discussing the many ways how to make their town a better place. Back in July 2003, the Castleford Regeneration Project hosted a few public events and meetings, the purpose of which was to determine the issues and projects that concerned the local community above all. Over 1000 people took participated in the meetings, and they managed to identify the priorities among the proposed projects.

It has been known that the town of Castleford used to be on an important Roman road, which forded across the Aire River. Unfortunately, today people are able to cross the River at only one point in town. The general population had expressed their desire to have another river crossing, which would be located either where the Roman ford used to be or by the existing road bridge. This would permit foot and cycle access from one part of the town to another and provide better access to communities, shopping, schools, historic sites, and areas of natural beauty.

The only flattering view of Castleford is of a dam on the Aire River and an adjacent to it Victorian flour mill. Regrettably, this area has piles of garbage on the edge of the river, which totally spoils the whole view. The locals decided that it is very important to get this area cleaned up and included this project in the general regeneration programme.

Another part identified in the Castleford regeneration project is the downtown High Street which is currently filled with pound shops and charity. According to the wishes of the local population, it is planned to turn this part of town into a town square which will be brighter and more inspirational.

Castleford Project had run an event in the past, which resulted in the formation of a new group called the Friends of the Green. This group intends to invest in the project by making the most deprived parts of the neighbourhood, such as the Wakefield District, which has become a derelict landscape due to the absence of investments, as well as antisocial behaviour a safer and better designed public space by creating a strip of parkland called the Green.

Another area of Castleford involved in the Regeneration Project is Cutsyke. The population of this community had a desire to see more amenities for youth. Therefore, the Cutsyke community group has been formed in order to improve the living conditions in the neighbourhood. It identified a piece of territory where the people intend to build an Adventure Play Park, as well as construct a community centre.

The Castleford Regeneration Project has designs to improve Wilson Street, located in the western part of town by the main shopping district. The project intends to get rid of crime as well as get better control of speeding cars. There are also quite a few excessive demolition sites remaining after terraced housing, which require attention. A special group created for the purpose of controlling this part of the project is called the Wilson Street Community Triangle and completely consists of the communitys residents.

The final section of the Regeneration Project concerns New Fryston, which used to be a site of a local colliery. The area now does not have sufficient funds needed to sustain such basic amenities as a community centre, a pub, or newsagents. The only thing which currently remains is a village of mining terraces along with wild parkland. The scheme that will improve the village so it can support the hopes and future requirements of the locals has been identified by the national regeneration agency English Partnerships.

Having finished talking about the Regeneration Project, which was designed by the Castleford community in order to improve living conditions in the area, let me focus more on the social impact that this Project might have. Unfortunately, not all populations are living in equal circumstances. In fact, there is a great number of people whose living conditions do not adhere to any norms. It could be said that modern British society is stratified, but unlike the estate stratification of the 18^th century, this one disregards the title and makes money the focus of attention.

Probably the level of social inequality forced upon British society by such social stratification is not less than the one of the 18^th century British estates. Sociological sciences have assimilated the social structure to the structure of Earth and lodged social layers in the same manner  vertically. Its basis is the ladder of income, where the poor occupy the lowest stage. Prosperous groups of the population take up the middle, and the rich category reserves the highest stage.

Large societal striations are also named classes, where we can observe smaller divisions, which are called layers. The rich class is divided into very rich and moderately rich; the middle class consists of three layers, and the poor class  of two layers. The lowest layer is named underclass or social bottom (Dentler 2002). Today, income, power, prestige, and education are the main determinants of social-economical status, which implies ones position in society. In this case, status is a generalized indicator of stratification.

The Castleford Regeneration project discussed above in detail includes the involvement of the community; in fact, all small projects which make up the whole conception are controlled by independent groups which have been formed from the residents of the current community. This brings a better understanding of the current needs that must be fulfilled, as the local people know what is best for them. Concluding the material set forth in this essay, the Castleford Regeneration Project does not create such great landscapes of inequality, like those of 18^th-century British estates, as the Project is mostly managed by local residents and the needs of community and place are being taken into consideration in the first place.

However, poverty and social inequality have now become a global problem. In the modern world, poverty means something more than insufficient income or even a low level of potential human development. It also implies the inability of being heard, absence of representation, and vulnerability in the face of corruption and abuse. It also means violation concerning women and fearfulness of crime. Finally, poverty denotes a poorly developed self-esteem.

Social inequality could be viewed as a scale, where one side would consist of those who possess the most, and the other  the least amounts of amenities (Smelser 1967). The discussed project involves the improvement of communities, but mainly to satisfy the needs of those who are at neither of the two sides  the middle class. The project is basically funded by the riches category of population and meets the requirement of the middle class, totally ignoring the exigencies of the poor fraction of Castlefords population. Therefore it away the benefit brought to the community by the Regeneration project are relative, as there is still some level of social inequality remaining.

Works Cited

Bailey, N., 1995. Partnership Agencies in British Urban Policy. London: UCL Press.

Baylies, C., 1993. The History of the Yorkshire Miners, 1881-1918. New York: Routledge.

Daunton, M. J., 1995. Progress and Poverty: An Economic and Social History of Britain, 1700-1850. Oxford, England: Oxford University Press.

Cosgrove, D., 2003. Landscape, Nature, and the Body Politic: From Britains Renaissance to Americas New World. The Geographical Review 93(1).

Dentler, R.A., 2002. Practicing Sociology: Selected Fields. Westport, CT: Praeger.

Castleford Regeneration Project 2008, Channel 4. Web.

Leneman, L., 1986. Living in Atholl: A Social History of the Estates, 1685-1785. Edinburgh: Edinburgh University Press.

Neal, P. ed., 2003 Urban Villages and the Making of Communities. New York: Spon Press.

Olwig, K. (2002) Landscape, Nature and the Body Politic: From Britains Renaissance to Americas New World, Madison, WI.

Smellie, K. B., 1962. Great Britain since 1688: A Modern History. Ann Arbor, MI: University of Michigan Press.

Smelser, N.J. ed., 1967. Sociology: An Introduction.New York: John Wiley & Sons.

Stiftel, B.& Watson, V. eds., 2005. Dialogues in Urban and Regional Planning, vol. 1. London: Routledge.

Introduction

In Where Are You Going, Where Have You Been? Carol Oates presents a story of a 15-year-old Connie, who has poor relationships with her mother and sister. The girl began to spend more time in front of the mirror and giggled constantly. Such incomprehensible and joyful sensations of admiration for herself consumed her as she wanted to please everyone, especially boys. The topic of womens equality is discussed through the focus on the patriarchal domination and gender stereotypes, which placed women in a controversial position when they wanted equality but also were discouraged from pursuing it by society.

Controversy and Messages

In the 20th century, women were under the power of men, who were dominant in all the spheres of life. Oates stresses a lack of men in the life of Connie: there were no brothers and other male relatives. The father is described as away at work most of the time, and when he came home, he wanted supper and he read the newspaper at supper, and after supper, he went to bed (Oates). However, Connie strives to receive her fathers attention as if wanting male dominance that was accepted as a norm in society.

Having no masculine guidance, Connie becomes a victim of Arnold Friend, who asks her to join him to take a ride in his car. The image of this man is generalized by the author to emphasize masculine power: all the rest of them (Oates 317). The story shows the typical female role of sub-ordinance, which resulted from their exploitation. The attempts to overcome such a subordinate position were met with violence from men, which often was expressed in rape or even demise.

At the same time, some females made attempts to distinguish themselves from those who were silent and submissive. Connie decided to lead a double life, being seemingly innocent at her home and more aggressive and provocative. For example, she wore a pull-over jersey blouse that looked one way at home and another way when she was away from home (Oates). Clothing as a way of expressing oneself is one of the most effective strategies for a persons identification. In other words, the author wanted to deliver a message that the main character started to understand that she wants more than just being a plain and dutiful woman.

Reading the novel Where are You Going, Where Have You Been? the reader feels something depressing, strange, and fearful. In the writing style of Stephen King, Oates unfolds the narrative of her story, for example, Connies laugh is described as high-pitched and nervous. One weekend, Connie is left alone at home, and a car is driving up to her lawn, in which two adult males are sitting. Why is one of them looking so closely at her and asking her to ride with him? Why does Connie, so desperate for him to lag behind her, start to agree, begin to obey, and give in to his cherished voice? On the one hand, the main character seems to agree and take a ride as the entire society praises obedience to males. On the other hand, she tries to have attention, recognition, and an equal right to dominate in society.

Conclusion

To conclude, Where Are You Going, Where Have You Been? is a novel that depicts the American societal ideals of the 20th century that placed males over females. The controversy of the struggle for womens equal rights was associated with mens authority that was perceived as the only possible and correct system, and women also praised their resigned position. Connie, who tried to distinguish herself from other females, was condemned by her plain mother and sister. Today, this story shows that change in the system and the establishment of equal rights require being aware of discrimination drawbacks and promoting consciousness among those who are placed beneath a dominant group.

Work Cited

Oates, Carol Joyce. Where Are You Going, Where Have You Been? 2020. Web.

Introduction

For the majority of white people in the south of the US, denying African Americans their right to vote was central. The African Americans were the majority particularly in the profound South and this meant that if they were to vote then they could manage to transform the power organization. Voting was and still is the key aspect to political control and the privileges of might. In 1962 an education program was started but was met with great resistance which also turned to be violent. In Mississippi there was a black man who was shot by a white when he was trying to register as a voter.

Discussion

In his book, Sitkoff illustrates the cautious and meticulous preparation of African American future leaders which were characterized by several boycotts, protest marches, and liberty rides. These leaders arranged these protests and also informed their followers on how to deal with any resistance either from government or other un-official groups. Sitkoff shows that the then US president Kennedy initiated one of the most all inclusive laws on civil rights in the history of US following the upraising of Black protests. (pg, 158)

One of the fundamental motives that Kennedys had was to help King, Farmer and Wilkins in achieving their goals for fear that the faction can be taken over by radicals. It was in the late 1964, when the SCLC staff and King schemed an approach which they set as their goal; the implementation of a strong voting-rights law. They unanimously opted for Selma, Alabama the place to begin their campaign, this was because they somewhat believed that the reaction of that county sheriff would turn to be cruel and brutal and that this would offer the infamy and martyrdom which was needed for the countrywide attention and would effect in the voting rights law (pg, 156-188).

In his book Sitkoff illustrates the position of the leadership in those early times of southern civil rights movements but when it comes to the subsequent half of the 1960s he asserts that a greater percentage of those riots had no proof of planning (pg, 206) even though leftist black leaders portrayed these unrests as calculated radical aggression to defeat a intransigent, racist culture. (pg, 204)

He then indicates that some activists concluded that the involvement of some liberals from the white community had harmed these pressure groups when they forced leaders from the black community to compromise (pg, 210). As observed by Sitkoff that African American Power like the unrests brought about psychosomatic gains at the dreadful cost of extra disintegrating the lobby group, polarizing the races, allowing the culture of hostility, and also encouraging the white backlash. (pg, 208)

The author also sets the pitch of his learning of the Civil Rights group with his yearning for people who reads his book to meet the suffering and anticipation, the violence and passion that the black activists for freedom went through during this quest. Sitkoff argues that his perception originates from involvement and recognition with the movement in the early years of 1960. His backing for these movements is absolute, he also has no empathy for white Southerners and in his book he makes no effort whatsoever to clarify their positions or investigate the assortments of Southern perspectives. He insists of the brutal confrontation of deep South chauvinistic and the gallantry of those who fought for black equal opportunities.

Conclusion

It is improbable that the US president would be an African-American man if there was no quest for civil rights in the early 1960s. Not only did these civil rights lobby groups just end prejudice, inequity and racial discrimination, but also they did made major advances such as improving opportunities for African-Americans. Due to these civil rights movements, there were significant changes in the legislature, legal decision and also the changes in the way of thinking of both white people and black community.

Work Cited

Harvard Sitkoff. The struggle for black equality, 1954-1992, Hill and Wang, Washington DC. 1993.

Introduction

In spite of the fact that the United Nations adopted the Universal Declaration of Human Rights (UDHR) many years ago and focused on promoting the principles of humans freedom and dignity in different communities, human rights violations are still observed in various countries, and the United States is among them. The problem is in the fact that rights to equality, freedom, and security reflected in the UDHR should be adopted in different states of the country. As a result, the protection of these human rights can be discussed as a task for state and local governments. Furthermore, a range of political, economic, social, and religious factors can influence the vision of human rights in the United States. Although the public and authorities in the United States understand the importance of protecting human rights, violations of the UDHRs principles are observed because of differences in global and national laws, weaknesses in anti-discrimination policies, and discrepancies in interpretations of laws that are based on political, economic, and religious factors.

Differences in global and national laws

Differences in global and national laws explain specifics of adapting the UDHR to the realities of this or that country. While referring to the case of the United States, it is important to note that human rights laws need to be implemented and enforced at state and local levels to guarantee the protection of peoples freedoms and dignity. If certain principles are not reflected in state and local laws, it is rather problematic to refer to the UDHR while claiming that human rights were violated. The reason is that rights of people are formulated in this Declaration in general terms, and the focus on the domestic law is important to ensure that certain rights were violated (United Nations). These weaknesses in matching universal and national visions of human rights explain why people in the United States can suffer from such violations of their rights as the excessive use of force by policemen, tortures, and enforced disappearance among others (Amnesty International). From this point, more attention should be paid to addressing universal human rights in federal, state, and local laws of the United States.

Weaknesses in anti-discrimination policies

Cases of discrimination observed in the country also support the idea that there are weaknesses in the U.S. anti-discrimination policies, and rights of women and minorities are regularly violated. The problem is that females, migrants, refugees, lesbians, gays, transgender people, and prisoners remain to be vulnerable categories of the U.S. population, and they suffer from prejudice and discrimination although their equality is declared according to the UDHR (Amnesty International). Cases of raping, abuse, and cruelty are often mentioned and noted when these peoples rights are discussed (Human Rights and the U.S.). Therefore, it is possible to state that causes of this problem are in weak anti-discrimination policies and general formulations of human rights in legal documents.

Political and socio-economic factors

It is also important to pay attention to the fact that political, socio-economic, and religious factors lead to violating peoples rights even more often than weaknesses in policies and laws. Thus, the U.S. Constitution is viewed as a guarantee of protecting Americans civil and political rights. However, even the freedom of assembly can be violated if demonstrators or protestors actions are not correlated with political tendencies in the country during a certain period of time (Amnesty International). Furthermore, the U.S. Constitution does not address socio-economic and religious rights of people as the UDHR do. Therefore, such basic human rights as the right to shelter, care, food, and employment can be ignored in some cases because they are not reflected strictly in state and local laws, and some socio-economic situations cause authorities and employers to limit other peoples access to some types of resources (Human Rights and the U.S.). From this point, changes in politics and economic crises often affect people negatively, and their rights became violated because they can be discriminated or deprived of standard resources required for living. Such situation is typical of migrants and other vulnerable categories of the U.S. population.

Cultural and religious factors

Culture and religion also influence the protection of human rights in the United States. Thus, debates regarding gun control and gun violence are very urgent today. The problem is that different cultural groups discuss the use of guns from different perspectives, and they associate it with their security (Kopel and Eisen). On the other hand, it is important to focus on gun violence as the violation of victims rights. The other related issue is the difference in interpreting human rights in many cultures. For instance, those Asians who live in the United States believe that the focus should be on protecting rights of a group of people rather than individuals (Lo). When collective needs are taken into account, it is possible to expect that people focus on protecting human rights.

Conclusion

In spite of the fact that rights and freedoms are viewed as important aspects of the U.S. democracy, violations of these rights are still observed in the country. The reason is that the principles which are provided in the UDHR are not reflected appropriately in the U.S. laws. In this case, the focus is on the lack of legislation regarding social, cultural, and religious aspects. As a result, human rights violations are associated with the American society in the form of discrimination and the excessive use of force by police officers among other issues.

Works Cited

Amnesty International. United States of America 2016/2017. Amnesty.org. 

Human Rights and the U.S. The Advocates for Human Rights. 

Kopel, David, and Joanne Eisen. An Arms Trade Treaty Could Encourage Human Rights Violations. Gale Group, 2009. Web.

Lo, Jieh-Yung. Universalism Challenged  Human Rights and Asian Values. Online Opinion, 2007. 

United Nations. Universal Declaration of Human Rights. UN.org. Web.

The concept of white privilege can be considered as influential for discussing the barriers to the effective implementation of anti-racial laws and policies in the United States. The proposed policies and regulations that are formulated to decrease cases of discrimination in society and promote social action are often unsuccessful. Is it possible to state that white privilege is an aspect that influences the efficiency of the law and policy-oriented to promote equality for African-Americans? Case (2012) indicates that white privilege is important to examine cases from the Whites unexpected perspective that is often not clear to African-Americans.

Moreover, Jordan, Gabbidon, and Higgins note that ineffective policies proposed by White Americans often result in racial profiling, and they cannot be regarded as solutions to the problem of racism (Jordan, Gabbidon, & Higgins, 2009, p. 354). In this context, it is important to concentrate on the role of the white populations vision of racism to address this problem effectively while developing efficient and adaptable laws and policies.

As a result, it is possible to assume that failures in attempts to maintain stability and equality in the racially diverse society are associated with failures in understanding the differences in identities of Whites and Blacks. References to only stereotypical opinions or personal anti-racist visions are useless to provide the background for the policy that should result in the social change and promotion of the idea of equality among African-Americans.

More aspects regarding the issue of white privilege should be determined and assessed in order to conclude about the causes of the policies failures. In this case, the focus should be not only on the Black identity but also on the White identity in order to understand the difference between these social lenses that can be discussed or ignored in society. From this point, the ineffectiveness of the past and current anti-racism laws and policies oriented to guarantee equality for African-Americans is a result of inappropriate evaluations made by the whites who promoted the idea of equality because of the role of White privilege and difference in identities and visions.

Review of Literature

Case (2012) affirms that Whites might not identify every aspect of white privilege, civilization, and power since they are members of the principal racial grouping. Through the enhancement of proficiencies to disrupt ones racist views and perceive elusively racist conducts, they might progress to a greater evaluation of unidentified racism instead of being devoured by the dissatisfaction and fault that normally emanate from such circumstances. Encountering oppression entails constant sentiments of fault and failure when views and conducts oppose a persons anti-racist principles. This is supported by Papish (2015) with the affirmation that black social identity offers African Americans the chance to assemble into a special social room. Thus, failure to focus on such an identity could signify that any distinctive good and resource that just African Americans can conserve will go unidentified.

Moreover, Case (2012) establishes that in the nonexistence of social backing, White anti-racists will probably be overpowered by their sentiments of segregation that could lead to the desertion of their push for social fairness. Groups such as White Women against Racism (WWAR) could offer a chance for the Whites having anti-racist principles to challenge deliberations, conclusions, conducts, and most significantly, the racial insinuations of their choices in an open manner.

Through communication with others in a similar position, White anti-racists could resort to the shared understanding and awareness of the other members and identification of the factors of racism that would otherwise remain undetected. Similarly, Papish (2015) indicates that an unevenness involving the resources held by the African Americans and nonblacks in the fight against racism could elucidate the strange valence that goes with the decisions of and anticipations for African Americans residing in racially unfair societies. Hence, black social identity could assist in the comprehension of the communication of black realism while maintaining the assertions that no racialized group has a unique moral responsibility to battle racist domination. Though black social identity is important, disregarding, it does not indicate an ethical failure.

On the concerns of racial profiling, Fischer (2013) establishes that the national security community plan has resulted in racial profiling. On top of dispiriting immigrant societies from reporting illegal activities, immigration enforcement worsens the extant difficulties via racial profiling. The police officers initiate traffic stops with the intention of discriminately applying immigration laws and propagating racial profiling, in addition to other abusive activities. In this regard, the course of deportation progressively starts with a wrongful arrest or traffic stop carried out by the national and local policemen.

On their part, Jordan, Gabbidon, and Higgins (2009) affirm that it is evident that racial profiling is not secluded to traffic stops. For instance, if company workers target buyers for inequitable treatment anchored in their race or civilization, that kind of racial profiling is known as retail racism or consumer racial profiling (CRP). A final deliberation associated with the importance of their study is prospective to comprehend the connections amid racial minorities and private security staff, as well as clerks. Taking into consideration that there is thrice the number of security staff as the public police force, the connections are perhaps influenced by the certainty that consumer racial profiling is common.

For clerks, studies affirm that they as well perpetrate consumer racial profiling. For instance, sales clerks have stereotypical opinions associated with ethnicity and criminal activities that they act upon through involvement in consumer racial profiling.

The question that remains is about the extent to which the views of sales clerks vary from the ones of security staff or the police force. On the face of it, it could be interesting to assess consumer racial profiling with respect to the opinions of racial minorities in accordance with procedural justice (Jordan et al., 2009). There are innumerable possibilities regarding consumer racial profiling. To add to racial profiling, Pickren (2011) states that regardless of their objectives, the efforts of social scientists were not successful in changing housing policy. In the metropolitans across the US, housing remained separated out, which acted as a proof that the vision of quality housing for everyone in the United States failed to incorporate the Blacks, in addition to other minorities.

Attributable to the push by Black Nationalism as well as the Civil Rights movement, the majority of inner metropolitans in the United States detonated into spirited, often hostile, struggle against the persistent racism (Pickren, 2011). This was not just in housing but also other discriminatory activities caused by structural inequities of life in the US, and this was termed as race riots by the Whites. In retrospection, possibly such occurrences should not have been anticipated.

Pickren (2011) closes with an unsettling quote generated by insights from good plans of well-intentioned Whites, The dark ghettos invisible walls have been erected by the White society, by those who have power, both to confine those who have no power and to perpetuate their powerlessness (p. 39). In conclusion, Case (2012) highlights that Whites might fail to identify every facet of white privilege, civilization, and power, but through the development of the means of interrupting and noticing racist notions, they might get a profound evaluation of unconscious racial discrimination instead of being devoured by frustration and guiltiness thereafter.

References

Case, K. A. (2012). Discovering the privilege of whiteness: White womens reflections on antiracist identity and ally behavior. Journal of Social Issues, 68(1), 78-96. Web.

Fischer, A. (2013). Secure communities, racial profiling, & suppression law in removal proceedings. Texas Hispanic Journal of Law & Policy, 19(1), 63-82. Web.

Jordan, K. L., Gabbidon, S. L., & Higgins, G. E. (2009). Exploring the perceived extent of and citizens support for consumer racial profiling: Results from a national poll. Journal of Criminal Justice, 37(4), 353-359. Web.

Papish, L. (2015). Promoting black (social) identity. Social Theory and Practice, 41(1), 1-25. Web.

Pickren, W. E. (2011). Psychologists, race, and housing in postwar America. Journal of Social Issues, 67(1), 27-41. Web.

Modern economies have adopted liberal practices aimed at improving stakeholder value among profit-making entities. Developed regions, such as North America, Europe, and East Asia, have adopted contemporary approaches to ensure sustainable profitability (Gupta et al., 2019). Management officials and the workforce benefit from professional experience and networks which accompany lucrative wage rates and critical employment benefits (Johansson et al., 2019). However, it is objective to note that most ventures fail to achieve gender equality among employees, as evidenced in distinct employment scenarios (Grosser & Moon, 2019).

Social disparities indicating employees unequal treatment are evidenced in wage rate categories, conflict resolution processes, and employee benefits (Lomazzi, Israel & Crespi, 2019). Management officials are tasked with ensuring equality by enacting and implementing administrative policies (Johansson & Ringblom, 2017). In essence, the integration of gender equality in management practices would help advance modern employee rights among organizations.

Strategic firms adopt organizational management practices that influence stakeholder interaction in unique ways. For instance, contemporary firms implement communication policies intended to ensure accurate delivery of information to the market (Grosser & Moon, 2019). This policy is useful in countering unfair business practices from rivals intending to destabilize a firms consumer base (Johansson et al., 2019). Similarly, profit-making ventures find the transformational leadership style useful for ensuring organizational sustainability (Johansson & Ringblom, 2017). This model allows stakeholders to interact freely with vital limitations of supervisory positions imposed on certain employees. Workers are allowed to interact professionally with their seniors to improve the quality and production processes (Gupta et al., 2019). Most importantly, organizational management policies can be instrumental in achieving gender equality among modern institutions.

Moreover, modern companies operate in multiple countries as multinational corporations. This implies that such entities stakeholders come from different cultural backgrounds with unique socio-cultural attributes (Johansson et al., 2019). Strategic institutions capitalize on problem-solving competencies among employees acquired from traditional practices. However, a culturally diverse workforce can be a source of personal conflicts, as evidenced in firms operating as FDIs (Lomazzi et al., 2019). Specifically, gender equality is an ongoing initiative to integrate both male and female employees into the economy (Gupta et al., 2019).

Ventures in some economic zones still adopt conservative approaches with transactional management policies describing manager-employee relationships (Johansson et al., 2019). As a result, incorporating female employees into the production activities of an organization would be strategic for achieving gender equality in both developing and developed nations.

Most notably, through progressive integration of organizational management practices, modern firms can achieve gender equality. For instance, employee recruitment practices should allocate sufficient opportunities to female applicants for a certain vacancy (Grosser & Moon, 2019). The process would achieve gender equality as newly recruited staff would balance numerical and workload within the firm (Lomazzi et al., 2019). Similarly, strategic practices describing a firms management should consider identifying new roles and responsibilities that suit professional competencies among employees (Johansson et al., 2019).

This framework would ensure equality as tasks would be distributed primarily based on the unique capabilities of workers. Most significantly, firms must advance human resource practices in treating both male and female workers with deserving human dignity (Johansson & Ringblom, 2017). Conflict resolution processes adopted for resolving disagreements among employees should be critical in condemning a regressive act without gender bias.

Modern employee rights are intended to ensure the protection of basic human laws in the work place. Organizational management strategies achieve these civil liberties using liberal and democratic frameworks of policy enactment and implementation (Johansson et al., 2019). For instance, multinational corporations have enacted social regulations intended to reduce racial discrimination within the firm. Implementing the policy includes disciplinary measures that are imposed to discourage the immorality of social injustice (Grosser & Moon, 2019). It is worthwhile acknowledging that can achieve gender equality via the same management framework.

In essence, social policies guiding stakeholder interaction should discourage gender-based discrimination practices within the workforce. For instance, making insensitive comments against a specific gender on social media platforms should be punished using organizational policies (Buribayev & Khamzina, 2019). Management officials with implementation roles should also integrate female professionals throughout the integration process (Gupta et al., 2019). Fundamentally, insights into female professions are considered for an effective policy that protects against certain gender.

Human values and morals which guide basic interaction among people should be prioritized in achieving gender equality. These virtues are objective in reminding individuals of their collective responsibility in achieving social change within the workplace (Buribayev & Khamzina, 2019). As a result, integrating gender equality policies would require basic and professional human values and morals. For instance, management officials should be encouraged to incorporate professional insights, comments, and opinions of both female and male colleagues during organizational meetings.

The approach will be successful if each member present is granted sufficient time to provide a comprehensive insight regarding the agenda in a discussion. Most fundamentally, all contributions provided by both male and female colleagues should be merited on concept value rather than individual attitudes towards gender diversity (Johansson & Ringblom, 2017). Organizational management practices can integrate both human values and morals within a firms premises.

Recruitment practices present a useful platform on which management officials can implement gender equality strategies. For instance, allocating a significant quota of female jobseekers applications would ensure gender balance in the workplace (Engeli & Mazur, 2018). Similarly, a tactical firm should optimize on gender equality equal allocation of both male and female employees to teams (Finn, 2020).

Colleagues working as a unit should represent a gender equality policy aimed at advancing social policies in professional contexts (Grosser & Moon, 2019). In addition, granting female professionals with leadership opportunities would improve a firms public image, as evidenced in advanced multinational corporations such as YouTube and Heineken (Buribayev & Khamzina, 2019). These institutions are headed by female executives who make vital management decisions.

As earlier mentioned, organizational managements leadership style determines the success of achieving gender equality among contemporary institutions. Traditionally, profit-making entities used the transactional approach, which focuses on quantity performance (Engeli & Mazur, 2018). Profitability was measured by the produced units and market sales as recorded in a firms annual financial year.

Unfortunately, this management style was defective in advancing basic rights among the workers (Engeli & Mazur, 2018). Many employees complained of unconducive working surroundings, which attracted chronic illness in cases of chemical production. Modern firms have transformed their management frameworks to integrate the transformational leadership style (Bowen et al., 2018). This approach allows firms to strategically integrate liberal policies for maximizing stakeholder values (Gupta et al., 2019). The management model would most essentially facilitate the successful enactment and implementation of gender equality rights within the workplace.

Gender equality can also be adopted through policy integration, guiding professional behavior among existing employees. Modern entities experience personal conflicts among workers, ending with disciplinary actions (Finn, 2020). In extreme cases, guilty parties are unfairly dismissed, leading to court cases. It is worthwhile noting that unfair processes intended to punish an indecent act in the workplace can create gender divisions (Grosser & Moon, 2019).

Separation of employees can, in turn, affect the overall profitability of a firm as production processes are halted. It is objective that management officials consider fairer problem resolution practices that enhance employee cohesion instead of gender discrimination (Buribayev & Khamzina, 2019). Parties accused of breaking social policies within the workplace should be granted sufficient time and equal platforms of presenting their cases before a disciplinary panel issues judgment.

In conclusion, achieving gender equality in the workplace is a socially-progressive approach in modern economies. Integrating both male and female employees in projects without bias is useful for ensuring organizational sustainability. Organizational management officials are responsible for implementing social policies regarding stakeholder interaction. In essence, modern employee rights are based on basic human laws that govern gender equality as a value in a firm. Ensuring the protection of both male and female employees improves cohesion among colleagues, which is reflected in the quality of products delivered to the market.

Integrating a strategic leadership style can be objective in advancing the implementation of social policies, including gender fairness. Contemporary firms identify tactics intended to incorporate social values among stakeholders. Recruitment and conflict resolution procedures present practical contexts of implementing gender equality policies. Most importantly, achieving gender equality would ensure sustained profitability among firms in competitive economies.

References

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