MHRE232D Project:: Management diversity and policies of equal opportunity


This course applies to both diversity and to the many differences in the people who manage and the differences that may arise between people and groups in the workplace. We advocate a positive approach to diversity: assessing the differences in people and look at interpersonal and intergroup conflict rather as signs of organizational problems rather than errors in the individual. This course covers the definition and evolution of traditional groups based on equal opportunities policies to truly strategic approach to diversity-oriented, showing what makes organizations effective strategies for diversity. Acceptance and evaluation of differences gives us an initial understanding of the diversity, helps us to analyze the situation of an organization in terms of diversity management.

In exercises will try to give examples of how to develop a policy and strategy for diversity. How to communicate the differences, the benefits of diversity management, how to deal with "difficult managers" some "straws" on how to conduct awareness session, what it is, how to monitor, and how to analyze the results. Differences between people and cultures bring richness and diversity in the life of the organization. Often, however, the differences can lead to awkwardness and suspicion, as people feel "comfortable when you like." Managers need to find the most effective way to help people realize that more needs to appreciate differences rather than fear them or see them as a reason for discrimination.

Main objectives:

• To bring convincing arguments importance of diversity management as a contribution to organizational effectiveness

• To formulate, implement, review and modify policies and practices (policies and action) on the issues of equality and diversity, which would allow the achievement of operational objectives and adherence to ethical standards

• To formulate a clear competitive advantage resulting from diversity management, clearly linked to the objectives of the core business

• To provide appropriate advice on the legal and other aspects of the management of equity

• To research, formulate and publicize clear trends in the labor market

• Apply the concepts of diversity management in the business environment

• To train other professionals to manage diversity and equal opportunities in theory and practice

• Take action on risk assessment, taking account of missed opportunities

• To use a range of integrated skills necessary to carry out an inspection of the workplace issues or activities in the field of equal opportunities, reporting of results, making recommendations for change, and present an analysis of the financial benefits, the monitoring of the follow indicators change

• To illustrate with examples of cases of avoidable acts of direct and indirect discrimination, increasing the potential of the individual in the workplace sensitivity to social and political pressure to change, remove barriers to equality in key areas of HRMD (eg recruitment and selection, performance appraisal , career)

• Provide advice and guidance in certain areas of relationships with employees (eg, harassment and abuse)

• To promote and encourage greater acceptance of government equity in the organization, clearly articulate the issues and connect them with business needs and organizational effectiveness.

прочети още
Управление и развитие на човешките ресурси (на английски език) - ДО


доц. Мария Иванова  д-р
гл. ас. Мариана Димитрова  д-р

Описание на курса:


Upon successful completion of the course students should understand and be able to explain:

• The relationship between diversity management and equal opportunities and general management practice

• The role and function of personnel at all levels of the organization for the development, promotion and monitoring of diversity management

• The effect on the attitude and behavior of the individual to achieve the principles of equal opportunity in the workplace

• Changes in the nature and structure of employment and their relation to diversity management

• Specific legislation and case law in deciding precedents in Bulgaria and the European Union (EU), the application of these rules in practice as prerequisite employer’s organizations to comply with the spirit and actions of EU legislation

• Characteristics of direct and indirect discrimination, ways to avoid as best practice (eg, objective and effective procedures for selection)

• The role of official and other organizations involved in the management of differences and the way they interact with the passage of various laws

• The negative impact of discriminatory acts on the psychological comfort of the employee and organizational performance.

Предварителни изисквания:
Students should have knowledge and/ or skills in:

• English language for writing proper management documents

• • Computer skills in word processing, Internet and e-mail

• • Knowledge and understanding of basic management concepts,

• • Knowledge and understanding of the importance of the management and development of human resources

• • Knowledge of the "personnel management"..

Форми на провеждане:

Учебни форми:

Език, на който се води курса:

Теми, които се разглеждат в курса:

  1. Course Project:Management diversity and policies of equal opportunity

Литература по темите:

1. Commerce Clearing House, Ideas and Trends in Personnel, May 13, 1992, P. 73.

2. James Higgins, “A Manager’s Guide to the Equal Employ¬ment Opportunity Laws,” Personnel Journal, Vol. 55, no. 8 (August 1976), p. 406.

3. Bureau of National Affairs, Fair Employment Practices, Oc¬tober 8,1992, p. 117.

4. Steven Fox, “Employment Provisions of the Rehabilita¬tion Act,” Personnel Journal, Vol. 66, no. 10 (October 1987), p. 140.

General sites about equality

1. British Employment Law

R egularly updated British employment law information.

2. Cabinet Office - What works?

This website is a tool for sharing best practice across the civil and wider public service. It showcases some creative ideas used by the public, private and voluntary sector to address the advancement of equal opportunities and diversity in the quest for cultural change.

3. The Equality Authority, Republic of Ireland

The Equality Authority is an independent body set up under the Employment Equality Act 1998. The Equality Authority replaced the Employment Equality Agency, and has a greatly expanded role and functions.

4. Equality Direct

Equality Direct is a service designed to give business managers easy access to authoritative and joined-up advice on a wide range of equality issues.


Race and Ethnic identity

6. Commission for Racial Equality (CRE)

The CRE is a publicly funded, non-governmental body set up under the Race Relations Act 1976 to tackle racial discrimination and promote racial equality.

7. Black Britain

A site which is part of a network of internet sites - The Colourful Network - primarily targeted at the UK black African Caribbean community.

8. Black Information Link (BLINK)

BLINK is the main communication channel of The 1990 Trust. It contains an introduction to the vision, mission, goals and objective of The 1990 Trust. BLINK is an interactive community web site.

9. Campaign Against Racism and Fascism (CARF)

CARF is Britain's only independent anti-racist magazine, documenting resistance against racism - from black and refugee organisations, monitoring groups, anti-deportation campaigns, football fans, and much more.

10. Channel 4. Black and Asian History map

A gateway to websites about black and Asian history across the British Isles.

11. European Commission against Racism and Intolerance (ECRI)

ECRI's task is to combat racism, xenophobia, antisemitism and intolerance at the level of greater Europe and from the perspective of the protection of human rights.

12. Institute of Race Relations (IRR)

The IRR is at the cutting edge of the research and analysis that informs the struggle for racial justice in Britain and internationally.

13. Minority Rights Group International (MRG)