ABSTRACT
This chapter looks at issues of Equality, Diversity and Discrimination Risk from the viewpoint of the change management process. The chapter uses Lewin’s force field analysis to explain the process of implementing change associated with the agenda for Equality, Diversity, Opportunity and Discrimination. It analyses issues of the perception, definition and understanding of change associated with the EDD Agenda. It looks at processes and forces that may resist change and lock, or freeze, the organisation into a risk-laden form. It then describes processes and forces that can be used to drive change, unlocking and moving the status quo towards a new or more acceptable specification, thereby reducing EDD Risk. The chapter concludes by making reference to professionalisation and to the concept of the “high trust” workplace as keys to the achievement of high levels of performance in organisations now more effectively aligned by the change management process with the values associated with the equality and diversity agenda.
