Creating a Diverse Local Institute in Northern Ireland

Learning Objectives To make you aware of Diversity and Inclusion, your responsibilities as a Council member and a member of the CII and what the benefits are to your institute

Your Local Institute Everyone should be treated fairly The Local Institute should be accessible to all members, guests and be inclusive Local Institutes should be ethical and professional in everything they do Minimising the risk of a discrimination claim

Your Local Institute Diversity Policy Raise awareness of diversity/discrimination issues Provide a guide to ensure that discrimination does not occur Should be monitored regularly to ensure compliance

Benefits for your Institute Greater involvement from a wider pool of people Ability to appeal to a great number of people New ideas More interesting CPD and other events Maintaining engagement Look at your own membership. You have membership details downloaded to you every month. New members joining your institute – do you make them welcome? Do you contact them – email or phone? Look at your own membership. Age range / male and female. Does your council represent your membership. New people bring new ideas. Lead to new or different CPD and other events. What % of your members attends your events? How do you elect Council members - same crowd as last year? Adopt the best practice in terms of ethics and professionalism. Also applies to your workplace. Knock on effect of making Insurance and Financial Services industry better able to understand the needs of a wider range of customers.

Local Institute Discrimination Responsibilities Local Institutes are responsible for the discriminatory behaviour of any person at events: Council members Speakers Comedians Presenters Employees There may be some ability, in certain situations, to seek assistance from the CII where the situation is covered by the CII’s insurance policy

Prevent discrimination Aware of ‘protected characteristics’ Requirement to make reasonable adjustments and access arrangements Awareness of unconscious bias Benefits of undertaking Events checklist Open communication and consultation Diversity Policy

In UK, excluding Northern Ireland The Equality Act 2010 has the following Protected Characteristics Age Disability Race Religion and Belief Sex Sexual Orientation Transgender Pregnancy & Maternity Marriage and Civil Partnerships

Northern Ireland There are various statutes that deal with areas such as race, gender, disability and age discrimination.

Northern Ireland Sex Discrimination Order 1976 Prohibits discrimination and harassment on the grounds of sex, pregnancy and maternity, gender reassignment and marital or civil partnership status

Northern Ireland Disability Discrimination Act 1995 Prohibits discrimination on grounds of disability and broadly covers Northern Ireland in the same way as the rest of the UK

Northern Ireland Race Relations Order 1997 Prohibits discrimination and harassment on the grounds of race, colour, ethnic or national origins, nationality, including belonging to the Irish Traveller community

Northern Ireland Fair Employment and Treatment Order 1998 Prohibits discrimination and harassment on the grounds of religious belief and political opinion

Northern Ireland Employment Equality (Sexual Orientation) Regulations 2003 Prohibits discrimination and harassment on the grounds of sexual orientation

Northern Ireland Employment (Age) Regulations 2006 Prohibits discrimination and harassment on the grounds of age

Northern Ireland Fair Employment and Treatment Northern Ireland Order 1998 (FETO) This deals with discrimination on the grounds of religious belief and political opinion. This legislation has the power to impose obligations and sanctions on those who fail to meet these standards One example is an obligation for employers with 11 or more employees, to prepare an annual return for the Equality Commission for Northern Ireland

Northern Ireland Northern Ireland Act 1998 Section 75 of this Act imposes additional Statutory duties on public authorities  

What is a disability?   The definition of disability, is different in Northern Ireland from the rest of the UK. In Northern Ireland, an impairment only constitutes a disability if it affects one of the following day-to-day activities: – mobility – manual dexterity – physical co-ordination – continence – ability to lift, carry or otherwise move everyday objects – speech, hearing or eyesight – memory or ability to concentrate, learn or understand – perception of the risk of physical danger  

Differences UK and NI In the rest of the UK, under the Equality Act 2010, the concept of indirect discrimination will be explicitly applied to disability discrimination, whereas disability equality legislation in Northern Ireland does not prohibit indirect discrimination. In Northern Ireland there are different justification defences and different thresholds for making reasonable adjustments in the employment and non-employment fields.  

Differences UK and NI Under the Equality Act 2010 employers can be held liable for the harassment of their employees by third parties, such as contractors or students. Liability arises where the harassment has occurred on at least two occasions, the employer is aware of it and has not taken reasonable steps to prevent it occurring. There is no equivalent provision in Northern Ireland other than in relation to sex discrimination.   .

Differences UK and NI The Equality Act 2010 enables individuals to bring cases of dual discrimination (claims of discrimination on two combined grounds). For example, a person could bring a case of discrimination stating that they have been discriminated against because they are a Muslim woman or a bisexual man. There is no equivalent provision for dual discrimination in Northern Ireland.  

EXAMINATIONS – Reasonable adjustments and access arrangements Look at your running of your CII examination centers to ensure they are compliant There is a requirement under the Equality Act to make “reasonable adjustments” to create a level playing field for people with a disability Although other protected characteristics are not covered by the “reasonable adjustments” requirements, the Equality Act requires equivalent adjustments to be made

Unconscious bias Everyone makes assumptions about others subconsciously There should be awareness of unconscious bias Question your own assumptions Try to think of issues from other people’s perspectives

Events checklists We have developed a checklist to replace the freeform EIA for ensuring events are inclusive. Easier to follow and understand One checklist for all events. Review the questions that relate to your event

Equality Impact Assessments (EIAs) Use for activities, policies and practices where there is no checklist Preventing potential discrimination before it arises Providing evidence that an organisation has discrimination prevention systems should a discrimination claim occur Raising awareness of diversity issues Encouraging inclusiveness

Open communication and consultation Do not assume that you understand the needs of a protected characteristic which you do not have Where a person requests an adjustment or raises an issue, discuss their needs with them Open up lines of communication i.e. ask people to let you know of any special requirements on event invitations Be flexible

What support is available Diversity Champions are able to assist you. Lots of information available on network KnowHow www.knowhow.cii.co.uk/guidance/governance/diversity/

Any Questions? For more information read “Equality and Diversity” A CII guide available from the CII website or visit www.knowhow.cii.co.uk/guidance/governance/diversity/