Equals opportunities is determined by legislation and specific groups of people whereas diversity refers to all differences between individuals (Mullins, 2010). Both equality and diversity have a strong impact on employers and employees.

The Employment Equality (Age) Regulations act came into force in 2006. This legislation protects people against discrimination that are both younger and older in age. It emphasises the need for employers to avoid making stereotypical decisions about capabilities according to their age, (Mullins,2010).

Possible impacts to companies of the Employment Equality Regulations act:

·       Redesigning the application form

·       Redesign the whole recruitment and selection process

·       Change pay scales to suit all ages

·       Redesign training and development programmes

Stereotyping is the tendency to ascribe positive and negative characteristics to a person on the basis of categorisation and perceived similarities. It occurs when an individual is judged on the basis of the group which it is perceived to belong to, Mullins (2010)

Stereotypes of young people:

·       Lazy

·       Unreliable

·       Quicker and more productive

·       More potential to develop

Stereotypes of older people:

·       Slow

·       Stuck in their ways, therefore difficult to train and develop

·       Knowledgeable

·       Experienced

These are some of the different traits that are stereotyped to young and old people. For organisations to try and change their attitudes towards these people, company policies should be adapted to manage diversity and equal opportunities to try and reduce bad perceptions. ‘Kelly Services’ company policies channel all matters through the HR manager to ensure consistency and fairness through all of the employees. This is something that companies should look at to make sure perception problems are reduced.

Training and development should be used to ensure perception problems are overcome and all members of the workforce feel equally treated and trained for their job. Training and development programmes will also motivate the employees as time, effort and money has been put into developing their skills and helping them for the future.

ASDA have created great opportunities within their company for both younger and older people. “We’re creating thousands of work experience placements, new jobs, seasonal roles and apprenticeships” (ASDA careers). These opportunities are for younger individuals to give them an opportunity of a career, as ASDA see them as ‘the talent of the future’ and care about giving them a positive future and getting them into work.  Furthermore ASDA have created benefits specifically for over 50’s to ensure a diverse workforce. These benefits include Benidorm leave: three months off un-paid between January and March and Grandparent leave: a week’s unpaid leave after the birth of a grandchild, (Telegraph) these benefits are on top of the other that ASDA already offer.

In conclusion creating an equal and diverse workforce is essential, not only to meet legislation but to ensure that all employees are motivated and feel fairly treated. ASDA shows a great example of ensuring diversity within the workforce by creating benefits to suit people of different ages and attracting different age groups to apply for jobs within the company. ASDA’s innovative processes ensure all staff are motivated and there is something for everyone within the company.

ASDA Careers [online] Available from: http://www.asda.jobs/default.aspx [Accessed 8/5/2011]

Foot, M & Hook, C. (2008) Introducing human resource management. 5^th ed. Essex: Pearson education limited.

The Telegraphy [online] Available from: http://www.telegraph.co.uk/finance/2869460/People-power-drives-Asdas-push-for-top.html [Accessed 8/5/2011]