How Human Resource Department Can Achieve Equal Employment Opportunities

 
CHAPTER ONE: BACKGROUND AND SCOPE OF THE STUDY
1.1.Background and Rational of the Research Problem
Exercising equality plays a central role among the citizens of a given nation, and it constitutes their action in exercising their constitutional freedoms and rights, religious and political beliefs, race, gender, colour, social status, and national origin notwithstanding (Sharma, 2016). Thus, the constitution is among the elements that value equality among people not only within the workplace but also in all social environments. Apart from a country’s constitution, equality is regulated and guided through enacted laws and transnational treaties that are integral to a nation’s legal order. According to Stoilkovska, Ilieva, and Gjakovski (2017), in many instances, there are instances of ambiguity in discriminatory treatment; however, for policy creators to efficiently battle discrimination, it is paramount to identify a case where discrimination is evident. Moreover, it can as well be argued that, for the Human Resources department to combat discrimination and realize work equality, it is vital to comprehend the issue that is facing elimination and how it can be accomplished.

In reference to the pointed-out regulations, workers in any given institution have to receive equal treatment, and this pertains to all employment matters. Since democratic principles dictate equality amongst citizens of a particular nation, it is also necessary for the human resources department to offer equal employment opportunities and to remedy the past ills resulting from unjust and discriminatory conduct revolving around employment. As a result, some of the larger firms have adopted a new trend that crusades for equality in employment, and this is manifested through the recognition of merits, which are associated with upholding an equal opportunity culture, and these firms are using this approach to gain a competitive edge (Raghavi and Gopinathan, 2017). Furthermore, it is obvious that there are laws about equal employment opportunities; however, the legislations may not be followed on a regular basis. Supposing the regulations are effective, it is expected to bring adjustments to contemporary employment practices, provided that companies are willing to conform to the legislation with the intent of averting sanctions and are ready to implement freshly ratified norms. Nonetheless, after narrowing down to a few companies, it may be difficult to confirm if there are equal employment opportunities, given that most job ads highlight the applicant’s sexier age. Even when nations pass laws allowing for equal employment opportunities, provision conflicts always arise during the employee recruitment and selection process. On the contrary, discrimination in terms of a person’s nationality within the process of employment is safeguarded by legislation, even though the laws may inhibit a fraction of the applicants from specific world regions from taking part in the recruitment and selection process because of the lawfully determined number of opportunities for individuals regarded as being minorities (Stoilkovska, Ilieva, and Gjakovski, 2017).

Even though the paper may present a review of legislation pertaining to employment discrimination on various grounds, the impact within the process of equal generation of opportunities in recruitment and selection processes, and the perception that this paper will be built upon existing latent discrimination practices disadvantaged from banal sensibilities such as mental and social frameworks, Therefore, it can be inferred that the Human Resource departments and administrators within this division are tasked with ensuring equality in employment opportunities as they carry out recruitment and selection. The Human Resource experts are entrusted to actively implement equality policies and promote cultures that offer support for these rules through supervising integration of equality guidelines into the entirety of institutional practices and human resource policies. Besides, the human resources department can define the prevailing cultural situation and the manner in which it enhances or undermines institutional goals. The strategic function of the Human Resources department, which comprises the comprehension of changes and the manner in which to handle these adjustments, paves an avenue for improving the perception in regards to equal employment opportunities. This study will help reveal the role human resource departments in various institutions can play to ensure equality in employment opportunities and how it can be attained.

1.2.Research Aims and Objectives
To determine the role the human resources department can play in the attainment of equal employment opportunities.
To determine the fundamental principles and merits that come along with achieving equal employment opportunities.
To determine and discuss organizational philosophies and the human resource management.
1.3.Research Questions
How can the Human Resources department fulfill equal employment opportunities? What are the fundamental principles and advantages of equal employment opportunities? What policies and laws does Human Resource Management support in order to ensure equal employment opportunities?

1.4.Justification of the Study
It is critical for businesses to provide equal employment opportunities and ensure fairness in employee treatment regardless of religion, sex, physical orientation, race, nationality, or political affiliations, and this should be reflected in job advertisements (Lindgren and sterlind, 2018). Thus, all individuals must be subjected to similar treatment, unimpeded by any artificial hindrance, preferences, or prejudices, apart from instances where specific distinctions are explicitly acceptable. Besides, achieving equal employment opportunities can lead to Improved Employee Satisfaction and Retention. Providing equal employment opportunities can also lead to improved employee satisfaction and retention. When employees feel valued and respected, they are more likely to be engaged and committed to their work. This can lead to lower turnover, improved productivity, and better overall performance.

It can as well contribute to Diversity and Inclusivity (Sharma, 2016). Companies are increasingly recognizing the benefits of a diverse and inclusive workplace, including improved creativity, problem-solving, and decision-making. The HR department plays a critical role in promoting diversity and inclusivity by creating and implementing policies and programs that support equal employment opportunities. Therefore, it is important for the Human Recourse department to work toward achieving equality in the workplace.

1.5.Research Methodology
This research shall entirely rely on secondary sources; a wide range of scholarly materials that inform on the research questions and topic shall be analysed and thoroughly scrutinized.

1.6.Study Limitations
It may be challenging to obtain accurate and comprehensive data on HR practices and policies related to equal employment opportunities; This is because HR departments may be reluctant to disclose information on their internal processes, and there may be privacy and confidentiality concerns related to sensitive employee information. Moreover, the study may be constrained by the availability of data and resources, as well as the research design and methods used. For instance, in the event of the study relying on self-reported data, there may be issues of social desirability bias and limitations in generalizing the findings to other organizations. However, these limitations can be minimized by conducting comprehensive information searches and carrying out a thorough scrutiny on existing literature.

1.7.Organisation of the Study
The paper shall conform to the below outline:

Chapter One: Background and Scope of the Study.

Introduction
Background and Rational of the Research Problem.
Research Aims and Objectives
Research Questions
The Justification of the Study
Research Methodology
Study Limitation/Risks
Organisation of the Study
Chapter Two: Literature Review.

Chapter Three: Methodology.

Chapter Four: Results

Chapter Five: Discussion and Conclusion

References.