Handout 1: What is equality and diversity? PowerPoint presentation Unit 273 (M&L7): Principles of equality and diversity in the workplace Handout 1: What is equality and diversity?

Equality Equality can best be described as giving equal treatment to all regardless of their: Age Disability Gender reassignment Marriage and civil partnerships Pregnancy and maternity Race Religion or beliefs Sex Sexual orientation.

Equality Equality in the workplace is about ensuring individuals, or groups of individuals, are treated fairly and equally at all times. There should be no favouritism, but you must consider their individual needs, with regard to the protected characteristics. Promoting equality in the workplace will support the removal of discrimination within the protected characteristics areas.

Diversity is also about valuing: The unique skills of individuals Diversity is about embracing the richness of society and accepting the differences between individuals and how to create an environment where all can thrive. Diversity is also about valuing: The unique skills of individuals People’s experiences The individual’s perspective.

Summary Equality and diversity are not about treating everyone in the same manner. It is about allowing equal opportunity for all and recognising the diversity within our society and respecting the differences between individuals.

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PowerPoint presentation Unit 273 (M&L7): Principles of equality and diversity in the workplace Handout 2: Equality Act 2010

Equality and diversity Definitions: Equality Diversity.

Equality Act 2010 The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society. The act became law on 1 October 2010. It replaced various other discrimination laws such as: Sex Discrimination Act 1975 Equality Act 2006. It also replaced the Equality Act of 2006 and various employment equality laws.

Forms of discrimination The Equality Act protects individuals from the following forms of discrimination: Direct discrimination Associative discrimination Perceptive discrimination Indirect discrimination Harassment Victimisation.

Protected characteristics The following are called protected characteristics: Age Disability Gender reassignment Marriage and civil partnerships Pregnancy and maternity Race Religion or beliefs Sex Sexual orientation.

Where are you protected? In the workplace Whilst in education As a consumer When using public services When buying or renting property As a member or a guest of a private club or association.

Where are you protected? You’re also protected from discrimination if you: are associated with someone who has one of the protected characteristics have complained about discrimination or supported someone else’s claim.

There are nine protected characteristics. Summary The Equality Act 2010 affords protection from discrimination in the workplace. There are nine protected characteristics. Protection is afforded within many circumstances of life.

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Handout 3: Equality and Human Rights Commission PowerPoint presentation Unit 273 (M&L7): Principles of equality and diversity in the workplace Handout 3: Equality and Human Rights Commission

Nine protected characteristics. Where are we protected? The Equality Act 2010 Nine protected characteristics. Where are we protected?

Equality and Human Rights Commission (EHRC) The EHRC was created in 2006 to: challenge discrimination protect human rights promote human rights. The EHRC is the public body, for equality and human rights in England, Scotland and Wales. Within Northern Ireland these responsibilities fall under the jurisdiction of the Northern Ireland Human Rights Commission (NIHRC). The EHRC is the body that is mandated by parliament to enforce and promote equality and human rights within England, Scotland and Wales. The NIHRC is the body in Northern Ireland that carries out the same function within that jurisdiction. The EHRC was created under the Equality Act 2006, it came in to being on 1 October 2007. Parliament gave the commission a specific mandate to challenge discrimination, to protect and promote human rights. The commissions vision is to continue this country’s long history of upholding people’s rights, valuing diversity and challenging intolerance. Parliament included six enforcement powers to assist the commission to carry out its mandate. The EHRC is pertinent within England, Scotland and Wales. Within Northern Ireland these responsibilities fall under the jurisdiction of the Northern Ireland Human Rights Commission(NIHRC).

Legal enforcement powers The Equality and Human Rights Commission have the following six enforcement powers: Inquiries Assessments Investigations Unlawful Act Notice Agreements Compliance Notice. The link below provides tutors with legal cases undertaken by the EHRC: http://www.equalityhumanrights.com/legal-and-policy/legal-updates/legal-cases This link will need to be copied and pasted into your web browser to view.

Legal Enforcement Powers Inquiries The EHRC have conducted inquiries into the top 350 listed companies to ensure compliance The Equality Act. The aim is to ensure fair, transparent and merit-based recruitment that leads to an improved representation of women on the boards of major companies.  Public Sector Duty Assessments An assessment took place on a school with regards to ethnic minority sport participation. During the assessment parents and local communities were engaged to understand the issues. Following some action points an increase of 16 per cent in participation was seen, which promoted cohesion and improved the health of the pupils. Inquiries The Commission can conduct an inquiry into any matter that relates to equality and diversity, human rights or good relations between groups. There is no specific standard of evidence needed to trigger an inquiry. The Commission does not need to suspect that there has been a breach of equality or human rights legislations to launch an inquiry. Public Sector Duty Assessments Assessments are carried out to ensure compliance by public sector bodies of their duties. Assessments are used to test compliance with public sector equality duties and enable the Commission to scrutinise compliance by particular public authorities with the race, disability or gender equality general and specific duties. Assessments can be used to obtain evidence for further enforcement action to secure compliance, as well as identifying areas of best practice in the performance of the duties. Under the Equality Act 2010. These can be used to gather evidence for further compliance action.

Legal Enforcement Powers Unlawful Act Notice Unlawful Act Notices are generally not required, as after an investigation an organisation has an opportunity to correct any polices/practices beforehand. Agreement Sports Direct entered into an agreement with the EHRC to improve its service to disabled customer: staff are to be trained better to understand the needs of disabled shoppers. Unlawful Act Notice If an investigation finds that a person has committed an unlawful act the Commission can issue them with an Unlawful Act Notice. The notice will set out what the unlawful act was and may require the preparation of an action plan to avoid it being repeated or continued. The Commission can recommend action to be taken for that purpose. Agreement The Commission can enter into a formal agreement with a person who it believes has committed an unlawful act. This will involve putting in place an action plan. In many instances an agreement will be entered into as an alternative to taking other formal enforcement action. Agreements can be entered into even where there has been no formal investigation. Entering into an action plan is not taken as an admission that there has been an unlawful act.

Legal Enforcement Powers Compliance Notice Compliance Notices were issued to three local authorities warning them that they need to take steps to address gender inequality in their community or face action. A person who receives a compliance notice must comply with it. Failure to comply can result in the Commission applying to the relevant court for an order requiring compliance. Failure to comply with the court order is a criminal offence. Where the Commission thinks that a public authority has not complied with a public sector duty, they have the power to serve a compliance notice. The notice may require compliance with the duty or provide an opportunity for the written proposal to show the steps that will be taken to ensure compliance. This written information must be produced to the Commission within 28 days of receipt of the Compliance Notice. A person who receives a Compliance Notice must comply with it. Failure to comply can result in the Commission applying to the relevant court for an order requiring compliance. Failure to comply with the court order is a criminal offence.

Equality and Human Rights Commission mandated to: Summary Equality and Human Rights Commission mandated to: challenge discrimination protect and promote human rights. Six enforcement powers. Court orders. Criminal act.

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Handout 4: Equality and diversity policy Unit 273 (M&L7): Principles of equality and diversity in the workplace Handout 4: Equality and diversity policy

Equality and Human Rights Commission Equality and Human Rights Commission mandated to: challenge discrimination protect and promote human rights. Six enforcement powers. Court orders. Criminal act.

What is a policy? Policy can best be described as a set of rules, written by the top management, on how that organisation will do business. A policy should have the following features: specific clear relevant simple comprehensive stable.

What should an equality and diversity policy do? Protect the workforce from discrimination. Promote the diversity of the workforce. Respond to the ever-changing demographics and working patterns of the workforce.

The contents of an equality and diversity policy An equality and diversity policy should contain the following: A commitment to treat everyone equally and fairly. A statement stating the organisations aims to encourage and value diversity. A commitment to creating an environment where people’s contributions and differences are valued. The provision of an environment free from bullying or harassment. Opportunities for training and promotion are open to all staff. Senior managements commitment to equality and diversity. Procedures to deal with any employee who contravenes the policy. A commitment to monitor and review on an annual basis.

Procedures covered by an equality policy Equality and diversity policies will cover many procedures some examples are: Recruiting Training Promotion Discipline Grievances Equal pay Bullying and harassment Flexible working patterns Adapting the workplace and practices. In the UK today, society through the passing of laws, requires all organisations to promote equality and diversity within their sphere of influence. Equality and Diversity policies will cover many procedures covered by their policy, some examples are: Recruiting Training Promotion Discipline Grievances Equal Pay Bullying and harassment Flexible working patterns Adapting the work place and practices

Employees responsibilities Organisations may include the following employee responsibilities: The standard of behaviour that is expected in the organisation. Duties for certain employees, such as managers and supervisors. The requirement for employees to adhere to the organisation’s equality and diversity policy. Reporting procedures for employees to notify the organisation of any discriminatory behaviours.

Behaviours of an inclusive organisation The promotion of equality, diversity and inclusion in the workplace requires organisations to adopt certain behaviours and promote certain human rights. These include: Inclusive strategies supported by the senior management A welcoming workplace to all A comprehensive equality, diversity and inclusion policy All employees are aware of these policies and are consulted Progression for all Anticipate and address any workplace tensions Remove any segregation of employees Have, or promote, a workforce that is representative of their community.

Personal behaviours In order for any organisation to have, and maintain, an inclusive environment employees must display certain behaviours: Support the organisation by following their policies Do not tolerate discriminatory practices Be welcoming to new employees Provide support to co-workers.

Contents of an equality and diversity policy Procedures Summary Policy Contents of an equality and diversity policy Procedures Responsibilities Organisational behaviours Personal behaviours

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PowerPoint presentation Unit 273 (M&L7): Principles of equality and diversity in the workplace Handout 5: Benefits of equality, diversity and inclusion in the workplace

Equality and diversity policy Contents of an equality and diversity policy Procedures Responsibilities Organisational behaviours Personal behaviours

An inclusive organisation An inclusive organisation creates an environment where all employees are treated with dignity and respect. This is achieved through having well written policies that include: Equality and diversity Inclusion Training Health and safety Pay and rewards Recruitment Retention.

How to achieve an inclusive organisation To create an inclusive organisation you must first create an action plan to set out the key changes after first reviewing your organisation. When creating the action plan ensure all employees are involved in the process. Build a culture of equality, diversity and inclusion. Actively promote equality, diversity and inclusion in to the organisation’s recruitment process. Engage with the local community.

Benefits to the organisation Organisations that promote equality, diversity and inclusion show a significant impact on their reputation and therefore makes good business sense to employ these policies. Other benefits of these policies are: retain productive and committed staff attraction of high calibre individuals wider customer appeal culture change in the community.

Retain productive and committed staff Having, in place, policies, facilities and procedures that creates an inclusive environment allows employees to balance work with other aspects of their lives. This in turn has a positive impact is on their job satisfaction, productivity and commitment. Organisations that openly communicate their values in respect of equality, diversity and inclusion are often able to attract future employees form a wider pool. This in turn allows them more choice to select new employees with the skillset and values that they want. Attraction of high calibre individuals

Wider customer appeal If your employees come from a diverse background, and your organisation bases it values on inclusion and fairness, then there is much more potential for the organisation to reach into more diverse areas of the community, thereby appealing to a much wider customer base. In having equality, diversity and inclusion policies in the workplace this can have a positive impact on the local community. As work colleagues understand more of each other, they pass this knowledge on to others, having a positive impact outside of the organisation's own walls. Culture change in the community

Well-written policies Inclusive environment Action plan Benefits Summary Well-written policies Inclusive environment Action plan Benefits

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