Title

The effects of rationalising the equal opportunities and management of diverse workforce in UK airlines industry.

Introduction
UK airline industry is going through many difficulties in past few years like terrorism, recession, competition due to globalisation etc. to tackle with this difficulties some of the airline industries accepted change of management and organisation restructure. human resource management plans and strategies have been also changed by the industry and operating activated also been changed. recession is the biggest problem which affected airline industry adversely and due to this they doing cut backs to avoid this problem. Cuts back is the main and simplest way to tackle with this economic problem which is suggested in some researches and literatures. Human resource management should taken into mind some factors like trust of staff, training and development of diverse workforce, maintain talent, agreements etc. before attaining cuts of or downsizing. Every organisation should follow this downsizing which is essential or may not be essential in complicated business situations. This report explains the effects of rationalising the equal opportunities and management of diverse workforce in UK airlines industry. It also tells the policies related to equal opportunities and workforce diversity management set up by human resource management of airline industry of UK. There are some more methods rather than cut of which is discuss in this report can be used in such situations and very common in business activities. Some strict policies related to equal opportunities and work force diversity is explore in this report.

Aim and objectives:

The main aim of this report is to find out the effects of rationalising the equal opportunities and management of diverse workforce in UK airlines industry. It also tells the policies set up by human resource management of UK airline industry related to equal opportunities and diverse workforce. This report also aim to explore the consequences of cut of on human resource management and their policies which are already there. Moreover it also tells the reaction of staff towards this decision of downsizing which is taken by airline industry and its consequences on maintaining good staff.

Research questions:
Did UK airline industry imminent in the direction of cut of and did they dwell with long term planning of strategies. What is the attitude of UK airline industry related to equal opportunity and diverse workforce management. Did UK airline industry originate policies cut of by human resource management to know the gains from equal opportunities and work force diversity. What are the effects of cut of on the staff from dissimilar airline industries.

Literature review:
There is most of literature on human resource cut of related to equal opportunity and workforce diversity management. After going through many research papers and literatures there are many consequences related to equal opportunities and management workforce diversity from staff cutback. Human resource cut of is cut back employees and workforce to handle

the critical situation in business this is mentioned by scholars. It is the most common method which is used by the organisations to tackle with unfavourable conditions in business. The human resource cut of used by many companies and organisations during economic recession time to face the problem of economic depression, to save on costs and cut fixed overhead costs organisation use downsizing. Some methods related to downsizing of staff are early retirement, declining the casual worker contracts, outsourcing etc. this cut of used by organisations to gain competitive advantage and to improve performances of business in complicated business conditions. Cut of is not a strategic solution for the industry to face the economic recession in unfavourable condition but it is a method or approach of human resource management. The cut of or cut down in staff always first choice of human resource management for saving costs and to I prove business practises. Cut of method never consider with the consequences and impacts on the employees. This approach is used by human resource management to reduce fixed cost by cut down on staff, reducing functions of organisation and number of departments. In the organisation this cut of approach can be adopted at any level. Some of the company make long term human resource cut of which is consider with reduction of workforce from organisation which will not done in future again. On this cut of strategy adopted by organisations there are some arguments as well. This strategy is used to cut down cost and stakeholders of the industry may not be affected by it sometimes. Cut of is not able to achieve objectives of the business what they want and sometimes one is not able to measure its effectiveness in the business. Moreover cut down staff by human resource management always create problems in the organisation and always create issues related to survival of employees. There are less literature of positive effects of cut of in the organisation on employees and they do not consider it as personal growth and development on the other hand its negative

effects lasts for so long and affect the business performances adversely. It also affect companies reputation in the market.

Methodology and data collection:

This report is expressive and illustrative. This report tells the effects of cut in diverse workforce in UK airline industry. It also provide some proof of cut of which is carried out in British airways in 2009. This cut of in British airways affect them badly and result in strike by their staff members. Several type of information and data is needed for this research questions which are mentioned above so expressive and illustrative methods are suitable for this study. The primary data gathered from Heathrow international terminals 12345, data is collected through staff. The methods used is by providing questionnaires to the staff and by short interviews. British airways which is at terminal 4 is specially targeted in this report. The secondary data is gathered from global airlines which also adopt this policy of cut of staff in 2002-2009. Then try to find out consequences of cut of in equal opportunity and workforce diversity by using primary data. In addition, data is collected by using interviews methods with upper management and human resource management of dissimilar airlines in the UK in this report.

Data analysis:
Six point scale and likest method is used to examine data. This reports research is done through expressive and illustrative methodology. So to know the perfect answers of the research question dimensional examination method can be used. Qualitative data is compared with secondary data. Secondary data is take n from primary data. From primary research qualitative data is obtained they all provide in a horizontal form for better comparisons.

Limitations:
1). The insight of human resource manager, staff, upper level management is explore in this research report. It will not take opinions and observations of stakeholders of the business. 2). This research report is based on UK airlines industry and Heathrow airport specially terminal 12345. There are some more companies associated with UK airlines at Heathrow airport.