For reasons of legislative definition however, the term EEO is used in specific contexts within these Policy Guidelines. The principles of merit and equity are pivotal to the management of diversity, EEO, and the consequent improvement of organisations and their productivity. The concept of merit refers to a relationship between an individual's qualities and those required to perform in particular positions. Processes which ensure a competitive applicant field for vacant positions must be implemented. Staff selection decisions must be documented and be able to stand up to scrutiny.
Equity is about treating people fairly and impartially.
The emphasis in ensuring equity is on looking at all of the circumstances, on a case by case basis, and determining a fair and impartial outcome. The prevention of direct and indirect discrimination within employment practices and within the workplace. It is also important to recognise that the provision of opportunity to acquire knowledge, skills and experience affect a person's prospects for appointment and advancement. The question of merit and Managing Diversity being in conflict with each other continues to be raised. It is essential that both managers and employees understand that the two concepts are complementary and that there are significant advantages to be gained by Agencies applying both effectively.