“Equal Opportunities and Diversity & Inclusiveness” by Julius Datinguinoo
Dear Prof. Benedicta and Fellow Learners,
I. Equal Opportunities and Diversity & Inclusiveness
I belong to an equal opportunities company - an organization that consistently ensures
that we have the most diverse pool of high quality candidates to recruit from.
In our company’s global Enterprise Recruitment Standards, equality, diversity, and
respect for the human rights and dignity of everyone come high up in our list of shared
values. Alongside honesty and integrity, equal opportunities are a fundamental matter of
concern for all employees.
Our collective view is that everyone has the right to get a job and to progress in a chosen
career on the basis of merit alone. That means we have to ensure that every individual has
the chance to achieve their potential, free from prejudice and discrimination.
But why are equal opportunities so important to our company? It’s really simple. Apart
from having to comply with certain legislation, it’s a fact that our business success
depends on creating and sustaining an inclusive environment that enables us to attract and
retain the most talented people. It is hoped that such an environment would foster loyalty
and elicit the very best efforts from our diverse employees. We also want to respond to
changing customers and markets while maintaining our global reputation for the highest
In the context of resourcing, our company has good business reasons for wanting to
pursue both equal opportunities - or equality - and diversity. The words are often used
together nowadays. But what do they actually mean?
Our company defines equality as treating all people equally. It is driven by the
requirement to comply with a range of laws. Such laws are there to protect employees
and are usually aimed at disadvantaged groups.
In our company, equal opportunities best practice is owned by HR and underpinned by a
number of HR policies and procedures.
Sometimes the termi