To ask you for the proper definition of diversity and equal opportunities?

[Arachnophobic]

Got an interview tomorrow. I am aware that at the end I will be asked about my understanding and appreciation of diversity and equal opportunities. Last time I was asked this in interview the panel I felt were not happy with my replies, as they asked a lot of questions on the back of my responses. Can't remember exactly what my replies were, but left with the distinct impression I had effed up.

So MNetters, can you help? Sure there is a jobs section for this but it's tomorrow, am panicking, and don't want to lose out at the final furlong.

Thanks muchly........

"it is important to recongise that as a diverse society we are not all equal but it is important to afford everyone equality in opportunity to reach their own potential"

:o

its also important to recognise my spelling is atrocious.

Diversity essentially means acknowledging that people have different cultures, race, religion, gender, sexuality, physical and sensory ability and equality means acknowledging that people deserve equal opportunities regardless of any of these.

Sorry not all equal in ability. We are all equal. I don't go round shouting "2 legs good 4 legs baaaaad" but you get the gist of what i meant :o good luck!

Thanks Rational and Custard.

Part of my policy is:
"We would encourage a child to develop their sense of identity within their racial, cultural and social groupings and to learn about cultures and social attitudes which are different from their own.

Having equal concern means meeting the needs of individual children - not treating all children the same!"

We have an "Equal Concern" policy rather than Equal Opps because children/people are plainly not equal

Also I believe equal opportunity is about the outcome not the process. In order to give everyone equal opportunity you may have to put in place something which is not equal. (Think free disabled parking threads)

Yes, what Kladdkaka said is really important - I'll see if I can find the "official" wording for you.

There are general positive action provisions, that mean, for example, you could organise woman-only training if they are under-represented or disadvantaged. It's about giving people equality of opportunity.

Also, it would be worth memorising the nine "protected chartacteristics" under the Equality Act 2010. They are;
Age, Disability, Gender Reassignment, Race, Religion or Belief, Sex, Sexual Orientation, Marriage & Civil Partnership, Pregnancy & Maternity.

Good luck with the interview

Thanks v much agent

You may want to have an example of what you personally have actually done in support of equal opportunities and diversity in the work place. If you genuinely believe in this, you will probably have a few things you can say. Maybe you take care not to make assumptions regarding colleagues from different cultures? have discouraged potentially offensive language from co-workers? maybe as a supervisor you would consider what you could do to make reasonable adjustments to your work place to enable someone with a disability to work effectively? Good luck OP

I would say the most important thing is showing that you understand equality of opportunity does not mean treating everyone the same, it is treating people according to their needs and abilities in order that they have the opportunity to obtain the same outcomes. The distribution of "assets" therefore will always be proportional to need.

I would also talk of the dangers of tokenism, and, if relevant, to the interview understanding your demographics in trying to ensure your (work) culture is truly diverse.

Rather then guessing or asking for random answers picked out of the air, if it's an interview situation and you think the question will come up, do some research on how that particular organisation views diversity and equal opportunities. If they have a website, for example, it'll probably be on there. Companies/organisations like hearing their own words back and also like to know that someone has done a bit of background reading.