ABSTRACT
Introduction Human resource management (HRM) has been one of the most popular management concepts of the 1990s; evidenced now by the proliferation of texts bearing the title and the number of university and management training courses on the subject. However, equality and diversity issues are often absent from the debate, where the theory, policy and practice of HRM tend to assume the ‘generic’ universal employee (Dickens, 1998; Benschop, 2001). This gap is significant because, first, the human resource function is most likely to hold the main responsibility for the people planning within an organization and thus for policies and procedures concerning equality and diversity issues. There are interesting debates about
Aim To provide an evaluation of human resource management in terms of what it means for equality and diversity policy and practice.
