1. Race Equality Means Business! Your hosts Jane Basham & Mollin Madziwa Ipswich and Suffolk Council for Racial Equality (ISCRE)

2. Health & Safety

3. Aim To provide all delegates with a practical insight into race equality legislation and how it affects them in their roles and in their business

4. Objectives Understand the different concepts of prejudice and discrimination Reflect on their own values and beliefs Develop knowledge of UK race legislation Identify and understand the problems encountered by diverse groups in relation to discrimination issues both at work and in accessing services Deal with possible discrimination cases using the appropriate tools such as Grievance and Disciplinary procedures Apply practical skills to help them in their roles, including knowing where to go for relevant advice and support Understand the need for monitoring

5. Health Check, introductions & learning agreement What rules do you want set for today? What do you want to get out of today? What are your concerns

6. Prejudice Prejudge Opinion based on facts or the wrong facts Learned from adults or peer groups Positive or negative Holding onto an opinion despite there being alternative evidence available

7. Stereotype Ideas held about individuals based on membership of a particular group ‘They’ are all the same Rarely accurate – may be based on a kernel of truth or complete fabrication Dangerous as they are often negative

8. Discrimination To distinguish between Actions based on prejudice Results in less favourable treatment Legally defined as either Direct, Indirect, Victimisation or Harassment

9. Legislation Race Relations Act 1976 (race, colour, nationality, ethnic or national origins) Race Relations Act (Amendment) Regulations 2003 (race, ethnic or national origins) Race Relations (Amendment) Act 2000 (public sector and those delivering public services

10. Who is responsible Employers- Discriminatory acts or conduct by workers or agents such as contractors In the course of their employment, but may extend off duty when in a work related situation – works party for example Unless the employer can show they have taken all reasonable practical steps to prevent such acts Person can be personally liable

11. Scenarios

12. Barometer Check Myth  This is a complete waste of time  We don't have a problem here  It’s political correctness gone mad  I’m too busy for this stuff and it doesn’t affect my business Reality  This is a business issue with a huge impact  Yes we do –all areas  It’s about mutual and respect  If it’s not handled now it may become a negative norm

13. Quiz

14. Code of Practice on Racial Equality in Employment Devise an Equality Policy Put it into practice Promote the policy Train workers on the policy …it is pointless for the respondent to go to the trouble and expense of creating an elaborate selection procedure …and policy.. and then follow an entirely seperate procedure, directed by events and..the whim of individual officers… Unerji V Blackburn Borough Council 1994

15. Monitoring Involves collecting analysing and evaluating information In order to measure progress, performance and change Helps the organisation understand: who applies, the compostion of the workforce, types of people in jobs and grades, uncover disparities between different racial groups in a range of areas including promotion, customers etc Helps organisation look at whether direct or indirect discrimination is happening - why and identifying missed business opportunities and maximising on individuals skills

16. Positive Action not Positive Discrimination! Develop Race Equality Targets Know where your under representation issues are Review where you advertise Review staff leaving information Review pay rates Intoduce mentoring sheme Workers spend the same length of time at a particular grade irrespective of racial group Review promotion criteria to ensure fair access

17. Responsibilities of employers- keep all paperwork for at least 6 months and…. Well trained staff in shortlisting/ interviewing and appointing techniques – versed in diversity Recruitment – know what skills you want - job descriptions/person specification – stick to this Advertisements - avoid word of mouth when the workforce is predominately from one racial group Don’t restrict job advertisements to particular areas and make sure existing staff are aware of vacancies Make positive statements about equality in advertisements Remove personal information – use monitoring form Ask all candidates about eligibiity to work under the Asylum and Immigration Act 1996

18. Grievance Step 1: Letter setting out their grievance Step 2: Meeting with employer Step 3: Right to appeal

19. Listen to Nathan’s story

20. Objectives Understand the different concepts of prejudice and discrimination Reflect on their own values and beliefs Develop knowledge of UK race legislation Identify and understand the problems encountered by diverse groups in relation to discrimination issues both at work and in accessing services Deal with possible discrimination cases using the appropriate tools such as Grievance and Disciplinary procedures Apply practical skills to help them in their roles, including knowing where to go for relevant advice and support Understand the need for monitoring

21. The way forward & close