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Equality and Diversity in DCU Policy and Procedure

Equality and Diversity in DCU Policy and Procedure. Presentation for HR 20th September 2010. Paul Smith Equality Director CG67 Henry Grattan Phone: 6300. Diversity Mix at DCU What do we measure?. Staff Gender 51.6% Female to 48.4% Male Age Students –

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Equality and Diversity in DCU Policy and Procedure

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  1. Equality and Diversity in DCUPolicy and Procedure Presentation for HR 20th September 2010 Paul Smith Equality Director CG67 Henry Grattan Phone: 6300

  2. Diversity Mix at DCUWhat do we measure? • Staff • Gender 51.6% Female to 48.4% Male • Age • Students – • Gender, Religion, Nationality, Disability • 52% Male to 48% Female • 14.8% non Irish students • Non Traditional students 18.3% • 2.4% Disability • 8.5% Mature • 7.4% Access

  3. Code of Conduct • Appropriate behaviour in DCU is one which recognises the right to dignity and imposes a duty of respect on all members of the DCU community • All members of the University have a responsibility to contribute towards an environment of courtesy and respect • In all interactions members of the DCU community need to be sensitive to variations in interpretation of acceptable behaviour resulting from different backgrounds and cultures.

  4. Legislative Compliance • Equal Status Acts 2000 to 2004. • Employment Equality Acts 1998 and 2004 • Gender Equal Treatment Framework • Framework Employment Directive • Race Directive • Disability Act 2005 • Acquired disability is a significant issue in DCU • Specific Learning Difficulties largest group registered with • Health, Safety and Welfare at work Act 2005 • Covers the impact of bullying

  5. Policy • Equality and Access Policy - 2000 • Policy to Promote Respect and To Protect Dignity - 2003 • No Work life balance policy but there is a range of 22 WLB supports available • Computer Usage Policy - 2004

  6. The Legislation • Employment Equality Acts 1998 – 2004 • Equal Status Acts 2000 – 2004 • Gender • Family Status • Marital Status • Sexual Orientation • Religion • Age • Disability • Race • Membership of the Traveller Community

  7. Direct and Indirect Discrimination • Direct • Where a person is less favourably treated than another is, has been or would be treated in a comparable situation on one of the nine grounds • Indirect • Where apparently neutral provision not based on any of the nine grounds. However, the provision is more difficult to meet by one of the nine grounds

  8. Unseen Aspects of Diversity Personality Ambition Values Thinking Style Address Accent Workstyle Background

  9. Resolution Process • STEP 1 - Determine whether harassment or bullying has taken place • STEP 2 - Request that the behaviour stop • Step 3 - Attempt a resolution through facilitation or mediation • Step 4 - Formal DCU Resolution Process Staff

  10. CODE OF PRACTICE FOR EMPLOYERS AND EMPLOYEESON THE PREVENTION AND RESOLUTION OF BULLYING AT WORK (2007) http://publications.hsa.ie/index.asp?locID=12&docID=222 • 8(b) managing and conducting work activities in such a way as to prevent, so far as is reasonably practicable, any improper conduct or behaviour likely to put the safety, health or welfare at work of his or her employees at risk

  11. Employee Responsibility • 13(e) not engage in improper conduct or other behaviour that is likely to endanger his or her own safety, health and welfare at work or that of any other person

  12. Confidentiality • All complaints will be taken in good faith • Confidentiality will be maintained as much as possible during the process • During the process full information will need to be provided to all concerned in the process • If any of the activities outlined at any stage in the process are viewed as illegal or violent then confidentiality may need to be breached

  13. Types of Bullying in DCU • Group think • Exclusion, not giving information required to do the job, undermining the individual publicly • 75% of people seeking advice are female • 6% of these had issues relating to their managers • 11% related to more than one colleagues behaviour toward them • Following discussion with the contacts only 4% believed the issue was bullying or harassment

  14. Child Protection Policy • A child is anyone under 18 years of age • Student • Visitor • School Liaison • CTYI • Open campus

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