Need an research paper on challenges in hr equal opportunities and diversity at british telecommunications. Needs to be 4 pages. Please no plagiarism.

Need an research paper on challenges in hr equal opportunities and diversity at british telecommunications. Needs to be 4 pages. Please no plagiarism. The mission of British Telecommunications is to assist change it into a company of motivated and inspirational leaders, adaptable, and high-performing individuals who deliver excellent customer service in a flexible and inclusive working environment (BT 2013, p1).

Equal Opportunities and Diversity at British Telecommunications Ltd

From the year 1996, BT has been proactive in the Equal Opportunities approach, and it has encompassed disability, ethnic origin, gender, and other forms of equality. In 1999, the company joined the Equal Opportunities Commission Equal Pay Task Force. Later in the century, it became a member of the UK Equal Opportunities Commission Working Groups on the Equal Pay Audit Tool and Equal Pay guidelines. This move brought about the issue of equal opportunities in the BT organization. Through this, they were able to discover that although it was not on purpose, there was a difference in pay between the genders. This difference was attributed to the historical development of different pay structures where the male-dominated engineering section received a different pay while the clerical section, greatly dominated by females getting a different pay altogether (Menzies 2004, p2).

Based on the pay rise from the previous pay system there was also a significant gap in the pay structure. The incremental pay of those approaching the managerial level from the two sections (engineering and clerical) differed. This difference called for the Equality and Diversity Forum (EDF) to further research on the clear ways to resolve such anomalies. With BT’s commitment to ensuring equal pay, few approaches that would aid in achieving their goal were reached. A comparison was taken to compare the pay earned by the staff of the same job grade, and with equal working hours. An analysis conducted through the constant pay reviews explained some of the anomalies that had been experienced earlier. Over four years in BT’s line of business, the anomalies that had been experienced were addressed. The gender pay gap has been significantly reduced (Menzies 2004, p2).

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