Diversity and Equality4
Identificationof the International Organization
Headquarteredin the New York City, the United Nations (UN) was founded in 1945with the aim of promoting global cooperation (Fomerand 2009). It isan intergovernmental organization that was established in order toreplace the unsuccessful League of Nations after the Second World(Shimkin 1946 Meisler 1995). Its creation during this time wasaimed at preventing another conflict. During its establishment, theUN had only fifty one member countries but the number has increasedreaching 193 in the current time (Burci 2004). The organization hasother main offices located in various cities including Nairobi,Geneva, and Vienna. Whilst it enjoys extraterritoriality, the UNobtains its finances in form of voluntary contributions from themember states (Coulon 1998). The organization has various aims andobjectives encompassing upholding security and international peace,safeguarding the environment, promoting economic and socialdevelopment, supporting human rights, as well as offeringhumanitarian assistance in times of a conflicts, natural disaster orfood crisis (Fasulo 2004 Grant 2009).
TheCold War that took place between the Soviet Union and the UnitedStates caused difficulties for the United Nations mission ofpreserving global peace. The UN has taken part in key actions inCongo and Korea, in addition to supporting the establishment of thestate of Israel (Fomerand 2009). During the 1960s which wascharacterized by extensive decolonization, the membership of the UNamplified considerably. This saw its social and economic developmentbudget surpassing its expenditure on peace maintenance during the1970s. After the Cold War came to an end, the organization had keyresponsibility of maintaining peace around the globe and it hadvarying levels of triumph (Kennedy 2006 The United Nations 1998).
Diversityand Equality Policy and Practice
Diversity,which is evidenced by studies to be broader than equality, concernsvaluing personal diversities and generating an environment, culture,and practices that value and respect diversities (Macdonald 2004).This is believed to benefit not only individuals but alsoorganizations and the society at large. Accordingto the United Nations, diversity delineates the attitudes, values,beliefs, sexual orientation, cultural perspective, ethnic background,social status, and gender identity amongst other characteristics(Equalityand Human Rights Commission n. d). These features differ from oneindividual to the other and as a result, the UN values understand andrecognize the same. By doing so, the protection of the entirehumanity is guaranteed in various contexts. Considering that theUnited Nations is an international organization, it has embraceddiversity in its workforce. The organization employs individuals fromdiverse cultural and religious backgrounds to contribute theirdiverse skills and expertise. The UN has a vital responsibility forits member states and in order to achieve it and at the same timeensure efficiency, it encourages diverse opinions from diverse groupsof people.
Thediversity and equality policy of the organization is to make certainthat individuals aspiring to work in the organization obtain similarfavorable treatment based on their qualifications, skills, andexperiences (Weiss& Daws2007).This implies that the UN employs persons of diverse backgrounds, andboth men and women of different ages. Various programs andinitiatives have been established to make sure that the UN meets itsdiversity and equality policy.
Tostart with, the organization launched a global campaign titled “DoOne Thing for Diversity and Inclusion” (TheNGO Committee on Education n.d).The purpose of the campaign was to engage individuals across theglobe to do a single thing in order to sustain cultural diversity.The support of diversity was also evidenced after the declaration ofMay 21 by the United Nations General Assembly as the internationalday of Cultural Diversity for Dialogue and Development (Weiss& Daws2007). Theorganization also has set up a disability convention whose aim is toencourage all the member states around the globe to remove suchimpediments. The convention consists of various steps which should befollowed while doing so. The convention is referred to as the UNconvention on the Rights of People with Disability (Mires2013).The majority of member states, encompassing the United Kingdom, werein consensus that an explicit convention should be set up to assistin driving forward equality and dignity of the disabled individuals.
TheUN also works in conjunction with individuals of concern. Theseinclude women and people with disability (Adam & Benedict1993). It does this with the intention of ensuring equality for all.It puts them at the core of decision making processes, besidessustaining their capabilities and endeavors to having their rightsacknowledged. This serves at promoting the role of men and women ofvarious cultural backgrounds and of all ages as representatives ofsocial change in their respective societies. The organizationendeavors in making sure that its practices safeguard and encouragegender quality and the empowerment of women (Weiss& Daws2007). TheUN assisted in the establishment of the rule of law which sees to itthat equality for all persons is guaranteed.The advancement of gender equality is broadly acknowledged as a meansof attaining the goals of the organization of ensuring the protectionof human rights, sustainable security and peace, as well assustainable social and economic growth (Armstrong et al. 2013).
Accountabilityof equality and diversity is a requirement in the United Nations. Theentire workforce is necessitated to comprehend and incorporategender age as well as diversity responsive work practices(Schlesinger2003).In all stages of the UN operation cycle, the senior management isrequired to make certain that the equality and diversity policy istransformed into action. They are answerable to the High Commissionerfor effective incorporation of gender, age, and diversity matters inthe work environment. The rule of law has also been established withthe aim of realizing global human rights (Knop2002).It calls upon member states to practice the standard of equality ofmen and women in their state constitutions as well as otherapplicable legislations.
TheUnited Nations is aware that the majority of the key conflicts thatarise across the globe are cultural in nature. As a result, reducingthe gap that exists among cultures is imperative and essential forstability, peace, as well as development. Theorganization launched a campaign in 2013 that aimed at encouragingindividuals as well as organizations across the globe to take realmeasures in supporting diversity (Reeves 2005). The purpose of thecampaign was to increase understanding internationally regarding thesignificance of diversity and intercultural exchange of ideasconstructing a global community of persons dedicated in supportingdiversity in all their daily endeavors and fighting stereotypes andpolarization with the aim of enhancing awareness and collaborationamongst individuals of diverse cultural backgrounds.
TheUnited Nations has also established an entity known as UN Women aimedat promoting equality in the workplace. The entity started operatingin 2011 and it responded to the UN General Assembly resolution63/311. By doing so, the organization was able to ensure that womenare not left out in therefore sharpening the focus of gender equalityacts in the whole of the UN system.
TheUnited Nations has six major organs which include the GeneralAssembly, the Security Council, the Economic and Social Council, theSecretariat, the International Court of Justice, as well as theUnited Nations Trusteeship Council (Coulon 1998). Each of theseorgans is mandated with its responsibility and this is what ensureseffectiveness of the organization in meeting its aims and objectives.The UN has a number of system agencies which encompass the WorldHealth Organization (WHO), UNESCO, the World Bank Group, UNICEF, andthe World Food Program (Fomerand 2009). The effectiveness of theorganization can be evidenced from the 2001 winning of the NobelPeace Prize. Besides, some of its agencies and officials have alsowon the prize. Although a number of analysts have argued that theorganization is a significant entity for human and peace promotion,others have put forth that it is biased, inefficient and corrupt(Gold 2004).
Reviewing,Analyzing, and Evaluating its Diversity and Equality Policies interms of its Aims and Effectiveness
TheUnited Nations supports and encourages equality and diversity in allits endeavors. Equality, and in particular gender equality, is viewedas a human right. In order to attain its aims and objectives whichencompass upholding security and international peace, safeguardingthe environment, promoting economic and social development,supporting human rights, as well as offering humanitarian assistancein times of a conflicts, natural disaster or food crisis, theorganization understands that this can only be achieved whereequality and diversity is practiced. The attitudes, values, beliefs,sexual orientation, cultural perspective, ethnic background, socialstatus, and gender identity of persons, aspects which make updiversity, are acknowledged by the UN. The UN has a vitalresponsibility for its member states and in order to achieve it andat the same time ensure efficiency, it encourages diverse opinionsfrom diverse groups of people (Konrad, Prasad & Pringle 2006).
Theestablishment of the UN was motivated by the aspiration for globalcooperation with the aim of guaranteeing development, peace, as wellas respect for individual rights. Various listings of the UN havehighlighted the issues of culture and ethnicity, some of the concernsthat hinder international peace and cooperation. Since itsestablishment, the UN has stressed on the significance of culturaldiversity. This has been evidenced in Article 1 of the Charter of theUnited Nations which emphasizes on the significance of culturaldiversity (Özbilgin2009).
Theorganization works with women and people with disability in order toensure equality for all persons. This is one measure towardsensuring human rights of all persons is supported. It accomplishesthis by putting women and people with disability at the core ofdecision making processes, besides sustaining their capabilities andendeavors to having their rights acknowledged. This serves atpromoting the role of men and women of various cultural backgroundsand of all ages as representatives of social change in theirrespective societies. The organization endeavors in making sure thatits practices safeguard and encourage gender quality and theempowerment of women (Özbilgin 2009).By supporting gender equality, the organization has been able topromote freedom of women, their dignity, lessen poverty and advancedevelopment, some of its key priorities. The significance of genderequality is emphasized by its inclusion in the Millennium DevelopmentGoals and it is recognized as a key of attaining the remaining goals.
TheUN Working Group on Men and Gender Equality was created for variousUN agencies including the UNICEF (Konrad, Prasad & Pringle 2006).The group contains both women and men employees and it wasestablished with the aim of addressing gender concerns. Inparticular, the aims encompassed raising awareness on issues ofgender equality, challenging employees to think about the issue ofgender equality objectives, and advocating for men to take part inaddressing gender equality. Through this group, UN has been able tomeet its aims and objectives more effectively.
TheUnited Nations has a responsibility of reducing conflicts that arisein its member states. It is aware that the majority of the keyconflicts that arise across the globe are cultural in nature (Konrad,Prasad & Pringle 2006). As a result, reducing the gap that existsamong cultures is imperative and essential for stability, peace, aswell as development. In order to ensure this, the organizationlaunched a global campaign titled “Do One Thing for Diversity andInclusion” (Equalityand Human Rights Commission n. d). Thepurpose of the campaign was to engage individuals across the globe todo a single thing in order to sustain cultural diversity. In additionto this, it launcheda campaign in 2013 that aimed at encouraging individuals as well asorganizationsacross the globe to take real measures in supporting diversity.By doing so, it is able to uphold security and international peace,which is one of it aims and objectives.
Inorder to accomplish its aim of ensuring human rights, theorganization has set up a convention for people with disability. Theconvention was supported by many countries with the aim of ensuringthat the equality of persons with disability is supported.Member countries are encouraged to support the same as this wouldassist in driving forward the core aim of the organization.
Reflectionon My Personal Values, Beliefs, Attitudes and Emotions
Thisresearch has added my knowledge regarding equality and diversitypolicy and practices. Sustaining diversity and equality issignificant as it enables the organization to provide a broad arrayof resources ideas, opinions, as well as skills and this offerscompetitive edge. By embracing diversity, organizations areguaranteed to obtain the benefits of pooling a broader array oftalents and this enhances productivity besides raising their statusin the society. Managing diversity which entails sustaining adiverse labor force and encouraging equality which involves promotinga culture in which all persons have the chance of reaching their fullcapacity is beneficial to organizations in different ways. Theyencompass enhancing opportunities in the organization, exploiting theknowledge of diverse areas, having a balanced and diverse workforce,as well as selecting, hiring, and retaining a broader pool oftalents.
Forthe United Nations, sustaining diversity and equality is core in theachievements of its aims and objectives. It is also significant forhumanity considering that biodiversity is intended for nature. Puttingthis into consideration, diversity is regarded as a common heritagewhich must be acknowledged and declared in order to reap itsbenefits. Considering that the current societies are becoming moreand more diverse, guaranteeing interactions amongst individuals isparamount. This is beneficial to the organization in many ways. Tostart with, it is able to obtain different ideas and viewpoints froma broad array of individuals. These are significant in theorganization as they assist in the attainment of aims and objectives.They also contribute greatly in the effectiveness of theorganization.
Adam,R & Benedict, K (eds) 1993, UnitedNations, divided world: The UN`s roles in international relations,Oxford University Press, Oxford.
Armstrong,F, Masterton, M & Potts, P 2013,Equality and diversity in education 2: National and internationalcontexts for practice and research,Routledge, New York.
Burci,GL & Claude-Henri, V 2004, theUnited Nations,Kluwer Law International.
Coulon,J 1998, Soldiersof diplomacy: The United Nations, peacekeeping, and the new worldorder,University of Toronto Press, Toronto.
Equalityand Human Rights Commission n. d, TheUnited Nations Convention on the Rights of People with DisabilitiesEquality and Human Rights Commission Guidance: What does it mean foryou?Available athttp://www.equalityhumanrights.com/uploaded_files/publications/uncrpdguide.pdf
Fasulo,L 2004, Aninsider`s guide to the UN,Yale University Press, New Haven.
Fomerand,J 2009, TheA to Z of the United Nations,Scarecrow Press, Lanham.
Gold,D 2004, Towerof babble: How the United Nations has fueled global chaos,Three Rivers Press, New York.
Grant,TD, 2009, Admissionto the United Nations: Charter Article 4 and the Rise of UniversalOrganization,Martinus Nijhoff Publishers, Leiden.
Kennedy,P 2006, TheParliament of Man: The past, present, and future of the UnitedNations,Random House, New York.
Knop,K 2002, Diversityand self-determination in international law,Cambridge University Press, Cambridge.
Konrad,AM, Prasad, P & Pringle, J (eds) 2006, Handbookof workplace diversity,SAGE, London.
Macdonald,LA 2004, Equality,diversity and discrimination: How to comply with the law, promotebest practice and achieve a diverse workforce,CIPD Publishing.
Meisler,S 1995, UnitedNations: The first fifty years,Atlantic Monthly Press, New York.
Mires,C 2013, Capitalof the world: The race to host the United Nations,New York University Press, New York.
Özbilgin,M 2009, Equality,diversity and inclusion at work: A research companion,Edward Elgar Publishing.
Reeves,D 2005, Planningfor diversity: Policy and planning in a world of difference,Psychology Press.
Schlesinger,S 2003, Actof creation: The founding of the United Nations,Westview Press, Boulder, CO.
Shimkin,MB 1946, The United Nations, AmericanAssociation for the Advancement of Science vol.104, no. 2700, pp. 281–283.
TheNGO Committee on Education n.d, UNDocuments: Gathering a body of global agreements.Available at http://www.un-documents.net/udcd.htm
TheUnited Nations 1948, The British Medical Journal, BMJPublishing Groupvol. 2 no. 4570, pp. 302–303.
Weiss,TG & Daws, S (eds) 2007, Theoxford handbook on the United Nations,Oxford University Press, Oxford.