An Equality Standard

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

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 organisationsprioritise • 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

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