1. Creating a Diverse Local Institute in Northern Ireland

2. 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

3. 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

4. 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

5. 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 – 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.

6. 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

7. 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

8. 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

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

10. 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

11. 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

12. 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

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

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

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

16. 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

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

18. 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  

19. 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.

20. 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. .

21. 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.

22. 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

23. 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

24. 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

25. 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

26. 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

27. What support is available
Diversity Champions are able to assist you.
Lots of information available on network KnowHow

28. Any Questions? For more information read “Equality and Diversity” A CII guide available from the CII website or visit