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Organizations that value diversity lay fundamental
structures that allow such diversity to flourish. The structures
are in form of policies, regulations and procedures. There
is no one legislation that promotes diversity. However,
you will find National, European Union, and International
acts which make a legal framework on diversity issues such
as: Sex discrimination · Pay discrimination · Race discrimination
· Disability discrimination · Age discrimination · Positive
action · Human rights.
Valuing diversity will prevent conflicts and lawsuits in
the above area, however, that is usually not enough, DCP
usually encourages more because:
• DIVERISITY IS THE RIGHT
THING TO DO
• DIVERSITY IS THE SMART BUSINESS
THING TO DO
Under Diversity Related Policies, we carry out research
on general employment policies picking out best policies
and practices. Here we are talking of not only legally mandated
policies, but also those policies and practices introduced
to make working places amiable. A list of some of the policies
can be seen below:
The population is ageing both in general
and among the population of working age. Two aspects of
this require particular attention - employment of older
workers and care for the elderly. The retention of older
workers in employment is an important objective not only
of labour market policies but also for social protection
budgets. Combating Age Barriers in Employment by retention,
reintegration and retraining of older workers is part of
good practice in age management.
Active ageing is about adjusting our life practices to the
fact that we live longer and are more resourceful and in
better health than ever before, and about seizing the opportunities
offered by these improvements. In practice it means adopting
healthy life styles, working longer, retiring later and
being active after retirement. Promoting active ageing is
about promoting opportunities for better lives, not about
reducing rights. Adequate income provision and care is a
part of the agenda.
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Table 1
Growth rate percentage for males and females aged 65
years and over, by country, 2000- 2020
| Country |
Males growth rate %
65 and over
2000-2020 |
Females growth rate %
65 and over
2000-2020 |
| United Kingdom |
26 |
21 |
| Germany |
34.4 |
18.3 |
| Sweden |
41.1 |
26 |
| France |
35.6 |
27.1 |
| United States |
58.6 |
47.1 |
| Netherlands |
61.7 |
43.6 |
| Japan |
55.4 |
46.5 |
| Australia |
66.7 |
61.1 |
| Canada |
71 |
61.8 |
Source: Jacobzone S, Cambois E, Chaplain E and Robine
JM (1998) The health of older persons in OECD countries:
is it improving fast enough to compensate for population
ageing? OECD Labour market and social policy Occasional
Papers No. 37, DEELSA/WD (98) - tables 3.1 and 3.2.
• Italy in the
next 20 years will have half of its population above
50
years of age.
• Germany
by 2010 will have 3 workers between 45-49 for every
2
in 20s.
• In
the EU, only 48% of men over 55 are currently employed.
• Increased participation
of women in the workforce. This has been
the evidence in the whole of
European Union.
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The above changes have instant implications on organizational
strategies and policies. Areas that need re-thinking include:
• Childcare facilitation
• Flexible working hours
• Work-life-family balance
• Tele-working
• Retirement policy
• Value of human capital
• Sexual harassment policy
• Equal opportunity policy
• Affirmative action policies
for marginalised groups e.g. ethnic minority,
aged, handicapped, women,
etc.
DCP will provide expert assistance and consultation to businesses,
governments, foundations and organisations on the above
topics. We develop resources and referral programs and provide
consultation and analysis and revision in a wide variety
of policies. Using an extensive information base of national
and international model programmes, we implement the best
from around the world to each project with the context in
mind.
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