Post on 25-Dec-2015
transcript
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Introduction
• We ALL need to know about equality
• Employers and employees have legal obligations
• Employers of choice see the opportunities in fairness at work
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ObjectivesWhen you reach the end of this session you will be able to:
•Recognise the key features and context of the Equality Act 2010
•Describe the types of discrimination and various protected characteristics
•Identify the impact of the Equality Act on colleagues, on your organisation and on working life
•Create a brief plan to review equality in your workplace which outlines necessary measures for improvement.
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Purpose of the Act
Bringing together of several different pieces of UK anti-discrimination legislation Updating and extending these where required
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Background
A combination of rights and responsibilities that have: • stayed the same• changed• been extended • been introduced for the first time
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Types of Discrimination
• Direct Discrimination• Associative Discrimination• Perceptive Discrimination• Indirect Discrimination• Harassment• Third Party Harassment• Victimisation
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Protected Characteristics
AgeDisability
Gender ReassignmentMarriage & Civil Partnership
Pregnancy & MaternityRace,
Religion or BeliefSex
Sexual Orientation
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What Happens When?
Employers 2
Employment Tribunal Remedies:
Make a declaration that an employer has discriminated Award compensation Remove or reduce the bad effects
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Planning - Overview
• Recruitment and selection • Team working• Communications• Pay and reward• Training and development • Progression and selection for promotion • Discipline and grievance
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Planning
Review
Monitor
Act
An equality policy should incorporate a statement of the
employer’s:
- aim to encourage, value and manage diversity
- commitment to providing equality for all
- wish to attain a workforce that is representative of the
communities from which it is drawn to secure the widest pool
of talent possible.
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Planning
Review
Monitor
Act
Gathering individual personal information on the diversity of potential recruits or existing
employees, and comparing and analysing this against:
- other groups of employees in
the company- jobseekers in the local
community- jobseekers in the broader
national employment market.
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Planning
Review
Monitor
Act
The action plan should:
- set dates on when things such as monitoring, reviewing procedures, and training will
be done- expand on how these will be
done and by whom- set out how harassment and
bullying and will addressed- set measures of success including how and when these will be evaluated.
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Planning
Act
Examples of actions arising from such a plan might include items which: - encourage more people to apply for posts by considering part-time working or job-sharing - lead to advertising widely to attract a diverse workforce - are targeted at working with the community and offering opportunities to students - address targets such as increasing the number of management jobs open to job sharing to allow more women to do them or interviewing more disabled people - implement positive action, where appropriate.
www.talkhrsolutions.co.uk
ObjectivesWhen you reach the end of this session you will be able to:
•Recognise the key features and context of the Equality Act 2010
•Describe the types of discrimination and various protected characteristics
•Identify the impact of the Equality Act on colleagues, on your organisation and on working life
•Create a brief plan to review equality in your workplace which outlines necessary measures for improvement.