Diversity Your Name

Objectives At the end of this session you will be able to: Recognise the legal framework surrounding Diversity Promote a culture which, values peoples’ difference Define diversity, bullying and harassment State your role in challenging inappropriate behaviour

Legislation Health & Safety Equality Act 2010 Unfair Dismissal

Legislation – Equality Act The Equality Act 2010 covers the same groups that were protected by previous equality legislation which are now called ‘protected characteristics’. Age Gender reassignment Pregnancy & maternity Sex Sexual orientation Disability Marriage & civil partnership Race Religion and belief

Definitions Exercise Define the following headings: Victimisation The unfair and selective punishment of, or discrimination against, an individual Bullying Inappropriate and unwanted behaviour that could be perceived by the recipient or others, as affecting their dignity. Harassment Intimidation on a regular and persistent basis or as a one-off, which serves to undermine the competence Direct Discrimination Treat a person less favourably than another person Indirect Discrimination Certain requirements, conditions or practices imposed by an employer has an adverse impact disproportionally on one group or other

Diversity (Difference) Religion Age Sexuality Culture Experience Personality Perceptions Behaviour Education Hobbies Views Standards Gender Disability

Diversity Model Tolerance Inclusion Value Differences Acceptance

Diversity Definition “The basic concept of managing diversity accepts that the workforce consists of a diverse population of people. The diversity consist of visible and non-visible differences which will include factors such as sex, age, background, race, disability, personality and work style. It is founded on the premise that harnessing these differences will create a productive environment in which everybody feels valued, where their talents are being fully utilised and in which organisational goals are met” (Kandola and Fullerton 1994)

Unacceptable Behaviour Exercise unacceptable physical behaviours unacceptable verbal behaviours unacceptable non verbal behaviours

Bullying & Harassment Who is vulnerable in the workplace?

Bullying & Harassment What is the impact on the victims’ (feelings)?

Impact on the victim? Victims Feelings Physically ill Stressed Marginalised Withdrawn Undervalued Useless Humiliated Loss of confidence Helpless

The Manager’s Role List the manager’s role/ responsibilities Manager’s role as leader Setting & maintaining standards Dealing with inappropriate behaviour

Informal Resolution Exercise Group one: What are the benefits of informal resolution and nipping things in the bud for the: - Complainant, manager, respondent, business? Group two: What does informal resolution mean to you? What are the possible consequences of not informally resolving or nipping in the bud? Group three: What particular skills might a manager have to use to informally resolve a complaint?

Diversity Model - Exercise Tolerance Inclusion Value Differences Acceptance

Objectives Now you can: Recognise the legal framework surrounding Diversity Promote a culture which, values peoples’ difference Define diversity, bullying and harassment State your role in challenging inappropriate behaviour