Niall Crowley Values Lab www.values-lab.ie An Equality Standard Niall Crowley Values Lab www.values-lab.ie

Workshop Equality and Non-Discrimination Values and Motivation Equality Infrastructure An Equality Policy

Equality & Non-Discrimination

Word Association Equality

Non-Discrimination Direct Discrimination: Treat a person less favourably than another is, has been or would be treated in a comparable situation On grounds of gender and gender identity, racial or ethnic origin, membership of the Traveller community, age, disability, religion or belief, sexual orientation, civil status, family status Indirect Discrimination: Apparently neutral provision, criterion or practice would put persons from a specific ground at a particular disadvantage compared with other persons Unless provision, criterion or practice is objectively justified by a legitimate aim and the means of achieving that aim are appropriate and necessary

Non-Discrimination Harassment: Unwanted conduct related to the ground takes place With the purpose or effect of violating the dignity of a person and of creating an intimidating, hostile, degrading, humiliating or offensive environment. Reasonable Accommodation: take appropriate measures to enable a person with a disability to have access to, participate in, or advance in employment, or to undergo training, or to access or participate in a service Unless such measures would impose a disproportionate burden on the employer or service provider 

Ambition Formal Equality Fairness – coexists with inequality Tolerance – coexists with contempt

Ambition Substantive equality: Achieve change in the situation and experience of groups Value difference Seek change in access to and distribution of: Resources – jobs, income, public goods Recognition - status and standing. Representation - power and influence. Relationships - care, respect and solidarity

Values

Motivation Values motivate us as individuals Values are not always conscious Values guide our attitudes, choices, and behaviours We all share values We prioritise different values

Motivation Guide the purpose, policies, and activities of our organisations Inform the issues that organisations prioritise Shape the way organisations work on these issues Implicit value base vs. explicit value base

Motivation Behind every outcome or output of our organisation… There is a body of practice or a pattern of behaviour… That is based on the procedures or systems of an organisation… That are rooted in the values held by the organisation

Our Values What values motivate our organisation? Purpose – why we exist, our vision Process – how we work and relate Outcome – change we seek, impact Where are they held or expressed?

Our Values Top three dominant values Values that get least expression Values expressed well in some areas of our work but not in others

Values that Connect & Reinforce AUTONOMY DIGNITY INCLUSION DEMOCRACY SOCIAL JUSTICE Human Rights Equality Values that Connect & Reinforce

An Equality Statement A template to assist planning, management and evaluation The equality values that motivate us What the equality values mean What we seek to achieve in relation to each of these values for each of our functions

Equality Infrastructure

Equality Infrastructure What drives equality and non-discrimination in your organisation?

Equality Infrastructure Ad-hoc approach: Focus on the short term and current activities Reactive and piecemeal action to deal with any issues that arise Rely on the good will and commitment of individuals to champion values Assumption of shared values within the organisation

Equality Infrastructure Planned and systematic approach: An equality statement Equality policies Equality and diversity training Responsibility for equality Planning for equality – Plan & Impact assessment Monitoring - Data Structured engagement

An Equality Policy

Equality Policy Why? Scope? Process?

Preparing an Equality Policy Scope – Employer, service provider, communicator… Focus – Non-discrimination, diversity, equality Participative – In partnership with staff and host organisations, in consultation with representative organisations Research – What have others done? Assess current situation – capacity, policies, challenges

Equality Policy Put equality and human rights values into practice in operations Establish standards for the way we work Identify how we ensure these standards are realised Guide operations as Employer – paid and voluntary Service provider – volunteers to host organisations & project supports Communicator – promotion, advocacy

Employer Recruit and advertise – Advertisements, application forms, encouragement Interview – Interview, interviewers, monitoring, making adjustments, positive action Job orientation and induction - Awareness, staff handbook, line- management, adjustments Promotion and progression – Records, career development, flexible arrangements, equal pay, job appraisal, dismissal

Service Provider Relationship with host organisation – criteria for selection, shared standards, manner of engagement, decision-making, process for provision of support, monitoring Supporting projects – criteria for selection, assessment process, shared standards, manner of engagement, process for provision of support, monitoring Platform management – shared standards, manner of engagement, monitoring

Communicator Values – Engaging values Messages – Communicating commitment Materials – Take account of diverse audiences Channels of communication – Take account of diverse audiences Feedback

Implementing an Equality Policy Responsibility Communication Equality infrastructure Monitor and review