Communities and Local Government

In her message in the Progress Report of Britain’s Race Equality Scheme, Hazel Blears mentioned that for ten years, the government was able to make laws to promote equality among its citizens. They were able to make laws against discrimination, establishing the Equality and Human rights commission, and making same-sex marriage legal. As the secretary of the state, she would want to abolish ethnic discrimination. She also said that the government is making all possible to support different communities just to lift the ambitions and aspirations of Black men is Britain.

She also said that the government is empowering the cities and towns in the country. She would want everybody to have the right to say his or her opinion in where he or she lives, regardless of whether she or he is white or black, old or young, male or female, and many other categories. She also mentioned that being an employer, she must set high standards for different positions. She wanted to create a friendly working environment, where no one can feel that they are out of place or even discriminated, or where one can see themselves in a higher position from what they are actually occupying right now.

This is supported by the statement of the Permanent Secretary, Peter Housdon. He said that it is the aim of the government to provide a thriving and organized society. It is a place where everyone is secured and happy. But this is possible through the help of their best employees coming from the diverse society. He also said that the government promises new functions and policies that will eventually add to some changes in labor and the society.

In 1976, the Race Relations Act was made to protect non-British, and to make sure that everybody has access to all the projects and programs that the government is implementing, and should not be discriminated because of race, color, nationality, etc. He also said that the government wants to foster good relations within the different groups in the country. The government is now creating more houses for its citizens, improving the local public service, fighting against anti-social behavior and extremism, and many others (Department of Communities and Local Government 2008).

The government also created the Civil Service 10 point plan for improving the equality of workforce and the diversity as well (Aiken, Hanges, and Chen, –). In the United States, the Secretary of State, Condoleezza Rice, gave importance to diversity in the government’s promotion that multi-ethnic democracy can work. There are affinity groups that were created in order to offer help reinforce and sustain differences. Just like the Asian American Foreign Affairs Association, who addresses the concern of Asians in the foreign affairs, civil service, presidential management in the country.

They aim to improve the recruitment outreach and professional development of Asian Pacific and American Officers. Just Black Americans do also have a group called Blacks in Government. There is also a group for the young professionals in the foreign and civil service called as Young Professionals Society. The Foggy Bottom Society was created to protect the interest of all professionals and to enhance their effectiveness (US Department of State –).

In fact the Federal government is the number one employer of men and women from the diverse population (Everett, M 1995), just like the British government. Another employee organization that caters to the needs of the African American to be protected from harassments and abuse from the workplace and the community is the Blacks in Government (BIG). They want to promote equality, excellence, and opportunity, especially in the civil service field. Aside from BIG, there is also another group that helps the women.

Federal Employed Women (FEW) is an organization that wants to improve the position of women in the Federal government. GLOBE in the other hand, or also known as Gay, Lesbian, or Bi-sexual Employees, aims to offer a way where in anyone who belongs to this group can discuss their concerns and issues in their workplace. They are against discrimination in the sexual orientation in the workplace, and instead seek improvement in work. Just like BIG, NAHFE or National association of Hispanic federal executives, Inc, aims to address the issues of Hispanics in the government.

Their concern is the career opportunities open for them. National Image Inc does the same for the Hispanic; the only thing that separates them is that National Image Inc seeks to find answers to the problems of the pan-Hispanic community. They also provide a way for them to discuss their concerns, and at the same time promote awareness of the Hispanic Culture, and the platform they made for the changes that they are asking for (US Department of the Interior: Office of Educational Partnership 2004)

In an article by Ms. Howard-Martin, she gave advice as to how companies can manage the diversity in the workplace, so that they can attract more applicants, with the most talent and skills. The usual thing, she said that the company must create policies and programs that will welcome cultural diversity. She said that diversity is more than race or sex. For the employer to achieve the desired employee mix, they should no other than look on other things, but the skill of the applicant.

They should also put a perimeter in using word-of-mouth recruiting because this will put an end in the atmosphere of a diverse society. It is also a prerequisite to prepare the trainers first in order to quip them with the basic knowledge of diversity objectives and values. It is also highlighted that hidden rules or implied rules should be eliminated. Also, as addressed by many employees, there should be open opportunities for training. Most importantly, employers should not only look at others, but rather must also examine themselves (Howard-Martin, J 2002).