1. Diversity
Your Name

2. 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

3. Legislation
Health & Safety
Equality Act 2010
Unfair Dismissal

4. 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

5. 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

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

7. Diversity Model
Tolerance
Inclusion
Value
Differences
Acceptance

8. 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)

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

10. Bullying & Harassment
Who is vulnerable in the workplace?

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

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Withdrawn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

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

14. 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?

15. Diversity Model - Exercise
Tolerance
Inclusion
Value
Differences
Acceptance

16. 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