— Human Capital is the greatest asset of any organization and the organization makes an obvious effort in getting people with different background, skills and abilities to work toward the goal or purpose of the organization. Diversity of experiences, cultures, opinions, physical attributes and group identities are highly valued and appreciated as it provides a richness without which the organization could neither be faithful to its values nor successfully achieve its goals. It has long been argued that equality of opportunity for these diverse set of employees brings occupational benefits and that it is in the employers’ interest to implement policy to promote equality of opportunity. Factually, the Human Resources (HR) has drawn all its existential powers by placing itself at the center of administrative activities within the business organization they supported by building a fine bridge between the organization and its employee community. Subsequently, elevating the HR’s role is for it to become the change agent to build an Equal Opportunity culture in the organization. This article proposes a framework intended to depict that Equal Opportunity Practices yield strategic value to the organization and that the HR plays a dynamic role in implementing it.
— Equal opportunity practices, non-discrimination, change agent, HR policies, strategic value, organizational culture.
K. Raghavi is with the Sathyabama University, Chennai (e-mail: email@example.com).
Cite: K. Raghavi and N. Gopinathan, " Role of Human Resources as Change Agent in Enabling Equal Opportunity Practices," Journal of Economics, Business and Management vol. 1, no. 3, pp. 300-303, 2013.