F1知識點：平等機會（Equal Opportunities）

　　F1知識點：平等機會（Equal Opportunities）

　　機會平等又稱機會均等，是一種理想狀態(tài)。指的是人們在同樣的考試或者面試中具有相同的資格而不會因為外在的客觀因素而導致機會的缺失。

　　平等的機會是一個普遍使用和理解的術(shù)語，它描述了一個組織中的每個人都應該有一個平等的機會去申請和選擇職位，培訓或晉升。雇主只能在能力、經(jīng)驗或潛力的基礎(chǔ)上進行區(qū)分和選擇。所有的決定都是基于個人的能力，不應考慮一個人的性別、年齡、種族來源、殘疾或婚姻狀況。

　　Equal employment opportunities exist when there is no unfair discrimination （against gender, colour, ethnic origin, disability, orientation, religion and age） in relation to：

　?。產(chǎn)ccess to jobs；

　?。甧mployment terms and conditions；

　?。畃romotion prospects；

　　．training opportunities；

　?。畆emuneration； or

　?。畉ermination of employment.

　　Employers should only take into account ability, experience and potential when deciding who the best person is for a position, unless it is obvious that a particular individual is required for the position （e.g. a female nurse dealing with female patients）。

　　In some cases, managers can be confused between the ideas and requirements of equal opportunities and the more up-to-date idea of managing diversity. In many ways laying down policies and procedures to ensure that discrimination is eliminated from the workplace is admirable, desirable and indeed good for business.

　　The new generation of managers regard the quality of their employees as the distinguishing feature of a successful organisation. People are the single sustainable source of competitive advantage - high performance through the development of people is essential if organisations are to remain viable and competitive.

　　The promotion of equal opportunities makes good business sense. Equal opportunities are promoted as a key component of good management as well as being a legal requirement. It is also socially desirable and morally right.

　　Managing diversity on the other hand expands the horizons beyond equality issues and builds on recognised approaches to equal opportunities. It adds new impetus to the development of equal opportunities and creates an environment in which enhanced contributions from all employees works to the advantage of the business, employees themselves and society generally.

　　It offers an opportunity for organisations to develop a workforce to meet business goals and to improve approaches to customer care. Managing diversity is about having the right person for the job regardless of sex, race or religion.

　　Essentially the management of diversity is a quality assurance approach. It helps identify hidden organisational barriers, which make it more difficult for people who are perceived as being different from the majority of their colleagues to succeed and develop careers.

　　It also helps to effect cultural change and to create an environment in which people from all backgrounds can work together harmoniously. The management of diversity combats prejudice, stereotyping, harassment and undignified behaviour.