In the world that we are living, equality and diversity are taken as pretty similar terms. It is true that both these concepts advocate anoptimisticstance in life; however, they have stark dissimilarities, not just in their definitions. Equality in organizational contextrefers to forming a fairer environment, where all employees have equal opportunities of participating and realizing their dreams. Equality is about fair and just treatment of everyone (Hill and Kenyon, 2008). It demands equal treatment of employees having similar needs notwithstanding their social background, lifestyle, age, belief or appearance. It implies treating all human beings equally with respect, consideration and dignity and giving them equal chances of growth and development. For the purpose of realizing effective and full equality it is crucial to treat individuals as per their different situations (Daniels and Macdonald, 2005).

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In the world that we are living, equality and diversity are taken as pretty similar terms. It is true that both these concepts advocate anoptimisticstance in life; however, they have stark dissimilarities, not just in their definitions. Equality in organizational contextrefers to forming a fairer environment, where all employees have equal opportunities of participating and realizing their dreams. Equality is about fair and just treatment of everyone (Hill and Kenyon, 2008). It demands equal treatment of employees having similar needs notwithstanding their social background, lifestyle, age, belief or appearance. It implies treating all human beings equally with respect, consideration and dignity and giving them equal chances of growth and development. For the purpose of realizing effective and full equality it is crucial to treat individuals as per their different situations (Daniels and Macdonald, 2005).
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On contrary, diversity in organizational context refers to the mosaic of groups and individuals having diverse values, perceptions, beliefs, styles, experiences and backgrounds. It implies that

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all employees in a company are different and where there are two individuals, diversity exists there (Lorbiecki and Jack, 2002). Diversity comprises of valuing the differences among individuals and respecting their individual contributions (Kumra and et.al., 2012). Therefore, the main difference between equality and diversity lies in their approach. Equality involves treating all with fairness while diversity involves acknowledging the dissimilarities and thriving on them (Gagnon and Cornelius, 2006).
Equality and diversity need to be managed with great care at work place wherein people of different cultures and backgrounds work together. Taking the case of British airways, the company has different ways of valuing equality and diversity at its workplace. Being the leadingairline in United Kingdom, it has a medley when it comes to employees (Equality and Diversity, 2006). As people having different faiths and religious beliefs are working with the company, prayer facilities are provided to them and a monthly newsletter of religious festivals is published to raise awareness regarding the varied cultures in the organization. Moreover, the airline giant also caters to the different dietary patterns of its people by providing them a variety of options, which makes sure that all foods are labeled and prime requirements are fulfilled (Diversity Strategy: British Airways, 2012).
British airways have incorporated sexual orientation in its diversity management program. The corporation has close ties with institutions like Stonewall which is devoted to equality for bisexual people. The company provides an inclusive workplace environment for all types of employees (Wright and et.al., 2006).
In addition to this, it is the priority of British airway’s race equality policy to address the problems of its employees belonging to ethnic minorities (Walsh, 2007). The firm encourages sharing of ideas related to training and development, career progression, bullying and harassment. Its prime goal is to elevate the number of ethnic minority people representing at higher cadre. The organization has joined hands with Commission for Racial Equality and Race for Opportunity for seeking guidance and advice on issues of race equality (Kirton and Greene, 2006).

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