From the time frame of January 1st 2019 the UK was due to be leaving the EU. However, the manner of the future relationship with the EU and the rest of the world was not certain. Critically evaluate the workforce planning issues that may come about as a result of Brexit. 2. What factors deter employees from making ‘reasonable adjustments’ for disabled workers? Are these factors motivated by genuine barriers or by a problem of how disability is socially constructed? 3. Compare and contrast the ‘equal opportunities’ approach to the ‘diversity management’ approach? Are they necessarily opposing ideas? 4. Is the ‘flexible firm model’ still relevant as a guide to how employers deploy labor in organizations in 2019? 5. Explain the attraction-selection-attrition (ASA) framework. Critically evaluate how it helps to explain why organizations fail to recruit and retain and diverse workforce. 6. How does role congruity theory help to explain why women are under-represented in leadership roles? 7. Organizations use images of diversity or information about diversity initiatives in their recruitment advertising to attract job candidates from under-represented groups. Critically evaluate what factors influence job applicants’ reactions to this type of advertising. 8. How can resistance to diversity be reduced in organizations?
