Gender‐based equal opportunities policy and practice in small firms: the impact of HR professionals¹

Abstract

This article assesses the impact of HR qualified professionals on the adoption of gender‐based equal opportunities policies and practices in small businesses. Earlier research has shown a low level of take‐up of equal opportunities initiatives in small firms. This article explores whether the presence of an HR professional in small to medium‐sized enterprises is associated with a greater level of take‐up of (a) gender‐based equality policies and (b) gender‐based equality practices than in small to medium‐sized enterprises that do not have such expertise. In doing so, the authors draw on empirical data from a recent European Social Fund sponsored study of equal opportunities policy and practice in small to medium‐sized enterprises in the UK. The main finding is that the presence of an HR professional is associated with a greater level of take‐up of formal equality policies, but not with the implementation of equality practices. The authors explore possible reasons for this and consider the implications for the HR profession and the promotion of equality of opportunity in the small business sector.

Hiring Discrimination Against Pro-union Applicants: The Role of Union Density and Firm Size

“…On the other hand, union density varies by sector. It is the highest (higher than 70%) in the sectors of agriculture, manufacture of wood, manufacture of fabricated metal products, electricity, gas and water supply, construction and water transport and the lowest (lower than 35%) in the sectors of computer and 2 From an empirical point of view, the latter hypothesis is confirmed in an indirect way by Goerke & Pannenberg (2011) finding a negative effect of union membership on individual dismissals in large firms and by Woodhams and Lupton (2006) finding a positive effect of the presence of an HR professional at the firm, which is more common in large firms, on equality policies. related activities.…”

“…Third, related to the former reason, unions often have a much stronger position in large firms, which makes discrimination based on union membership riskier (Goerke and Pannenberg, 2011;Wauters et al, 2014;Wood et al, 2009;Woodhams and Lupton, 2006). 2 The remainder of this article is structured in the following way.…”

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“…Using these characteristics in the promotion process does not support diversity management and legal norms, or the corporate social responsibility. HRD professionals have to assimilate equal opportunity policy on the promotion decisions, and support the advancement of discriminated groups (see suggestions by Woodhams and Lupton 2006).…”

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“…Using these characteristics in the promotion process, does not support diversity management and legal norms, or the corporate social responsibility. HRD professionals have to assimilate equal opportunity policy on the promotion decisions, and support the advancement of discriminated groups (See suggestions by Woodhams & Lupton, 2006).…”