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

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

3. Equality & Non-Discrimination

4. Word Association
Equality

5. 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

6. 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 

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

8. 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

9. Values

10. 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

11. 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

12. 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

13. 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?

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

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

16. 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

17. Equality Infrastructure

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

19. 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

20. 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

21. An Equality Policy

22. Equality Policy
Why?
Scope?
Process?

23. 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

24. 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

25. 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

26. 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

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

28. Implementing an Equality Policy
Responsibility
Communication
Equality infrastructure
Monitor and review