AC1.1 Critically evaluate the concepts of diversity and inclusion at work.
- Define diversity.
- Differentiate between equal opportunities and managing diversity.
- Understand the characteristics of an inclusive workplace.
AC1.2 Discuss a range of visible and nonvisible dimensions of diversity that characterise the UK’s working population.
- Explore visible and non-visible differences, including age, gender, disability (mental and physical), socioeconomic class, education, family, ethnicity, religion, aesthetics, and sexuality.
AC1.3 Analyse key trends in the structure and composition of the UK labour force with reference to official government statistics and other recognised sources.
- Analyze key statistical sources (e.g., ONS Labour Force Survey, Social Attitudes Survey, WERS).
- Examine key trends over time, such as gender shifts, ethnic and religious diversity, and the ageing workforce.
1.4 Examine the key changes that have shaped the supply of labour in the UK in recent decades.
- Study patterns of immigration, social changes, the breakdown of the male breadwinner model, changes in family structure, social attitudes to LGBT sexualities, inclusion strategies in education, healthcare advances, increased life expectancy, improved legal protection (e.g., Equality Act 2010), recognition of mental health, and changes in the nature of work (e.g., technological advancements, rise of the service sector, increases in knowledge work and flexible working).
AC2.1 Critically evaluate the concepts of vertical, occupational and time segregation within the labour market.
- Analyze patterns of vertical segregation (e.g., underrepresentation in senior roles, earnings disparity).
- Examine patterns of occupational segregation (e.g., male-dominated/feminized occupations).
- Evaluate patterns of time segregation (e.g., full-time/part-time work disparities).
2.2 Examine a range of economic theories and data sources in relation to patterns of segregation and inequality within the UK labour market.
- Study rational economic choice theory, preference theory, and human capital theory.
2.3 Evaluate sociological persistence of patterns of segregation and inequality within the UK labour market.
- Evaluate the concept of socially constructed ‘choices.’
- Address workplace discrimination, prejudice, unconscious bias, and sex-role stereotyping.
2.4 Provide evidence-based examples of persistent patterns of disadvantage and inequality in the UK labour market.
- Analyze ethnic penalties, the gender pay gap, class differentials, age-related disparities, wage inequality, and the impacts of intersectionality.
AC3.1 Assess the extent to which equality legislation is effective in creating work cultures that value diversity and promote inclusiveness.
- Address compliance issues, problems of ‘lip service,’ power relations, enforcement, the employment tribunal process, legal representation, and adequacy of remedies.
- Study the development of the equality agenda, liberal and radical approaches, anti-discrimination legislation, the Equality Act 2010, protected characteristics, and significant case law.
AC3.2 Analyse the moral arguments for managing diversity and fostering a culture of inclusiveness.
- Consider individual differences, teamworking, working relations, respect, and belonging.
AC3.3 Critically evaluate all strands of the business case for managing diversity and promoting inclusiveness at work.
- Evaluate the impact on the talent pool, employer brand, innovation, diverse working styles, market reach, flexibility, employee engagement, productivity, retention, and competitive advantage.
AC4.1 Critically evaluate practices aimed at managing and promoting diversity and inclusion at work.
- Assess the effectiveness of diversity and inclusion policies, diversity statements, and diversity training.
AC4.2 Compare workplace examples aimed at addressing policies and practices for shaping behaviour and attitudes to diversity and inclusion at work.
- Compare workplace examples related to recruitment and selection, performance management, training and development, succession planning, talent management, pay and reward, well-being, work-life balance provisions, and flexible working.
AC4.3 Discuss the extent to which opportunities to share and celebrate cultural traditions/difference help to promote an environment in which diversity and inclusion are valued.
- Evaluate the process of raising awareness, celebrating difference (versus minimizing it), providing support and advice, and promoting community cohesion.
