Equal employment opportunities refers to a desirable situation in the labour market and work organizations, where access to employment opportunities and rewards is based on individual merit and ability rather than a personal characteristic which is not job-related. The provision of equal employment opportunities is regarded in many countries as a desirable situation. International conventions and recommendations establish standards for equal employment opportunities and have encouraged the enactment of legislation and the implementation of policies which seek to remove discrimination in employment. Affirmative action is one of the means used to create equal employment opportunities.

Equal employment opportunities have consequences for the formulation and implementation of all human resource management policies. In particular, promotion and training criteria need to be designed so that they are unbiased regarding personal characteristics such as gender or race, are clearly understood and documented and can be effectively implemented by selectors. There are also implications for recruitment, which may need to adapt practices to ensure that a pool of applicants with a variety of personal characteristics is attracted. The implementation of policies may also have to overcome resistance within the organisation. This resistance may be based on a disbelief in the need for change, or a desire on the part of those who benefit from existing employment arrangements to protect their position.

Robin J. Kramar