Preventing Discrimination Valuing Diversity

1. Preventing DiscriminationValuing Diversity Wk - 7 Equality & Diversity

2. Learning Outcomes At the end of this session learners will be able to: Understanding equal opportunities and diversity State grounds to claim unlawful discrimination State who English anti discrimination legislation applies to Describe the four types of discrimination Outline other selected pertinent points in relation to unlawful discrimination Describe the key features of the Equality Act 2010

3. ‘Six Management Skills’ (CMgr) Leading People Managing Change Meeting Customer Needs Managing Information and Knowledge Managing Activities and Resources Managing Yourself

4. Why is Equal Opportunities & Diversity Important Exam !!!

5. 2010/11 Identify the business benefits of embracing and celebrating diversity, explaining how this goes beyond simply acknowledging equivalent opportunities and provide justified suggestions on how an organisation can implement practical measures that will allow these benefits to be realised. • 2011/12 Discuss why a professional manager should Prevent Discrimination and Value Diversity.

6. What is Equal Opportunities ? Very simple concepts but often misunderstood Making sure everyone gets treated fairly and have the same opportunities

9. Understanding Equality and Diversity Equality Equality is about making sure people are treated fairly within the legislation. Equality is not about treating everyone in the same way, but it recognises that people have different needs and these can be met in different ways. Equality focuses on those areas covered by law that have been put in place to prevent people from being treated unfavourably on a range of specific factors, e.g. race, gender, disability, etc.

10. The (old) Legislation Equal Pay Act 1970, Equal Pay (Amendment) Regulation 1983 makes discrimination on the grounds of sex unlawful in the area of pay (right to the same pay and benefits as a person of the opposite sex) Sex Discrimination Act 1975 & 1986 protects against discrimination on grounds of sex, marital status, gender reassignment and pregnancy in employment, education and training, the provision of goods, facilities and services and premises

11. The (old) Legislation Race Relations Act 1976 prohibits discrimination on the grounds of colour, race, nationality, ethnic or national origin in employment, education , the provision of goods, facilities and services, land and premises Disability Discrimination Act 1995 Outlaws the discrimination of disabled people in employment, the provision of goods, facilities and services and premises

12. Equality Act 2010 This Act is a single piece of legislation replacing a multitude of anti-discrimination legislation. But was does it actually replace?

13. The Equal Pay Act 1970 The Sex Discrimination Act 1975 The Race Relations Act 1976 The Disability Discrimination Act 1995 The Employment Equality (Religion or Belief) Regs2003 The Employment Equality (Sexual Orientation) Regs2003 The Disability Discrimination Act 2005 The Employment Equality (Age) Regulations 2006 The Equality Act 2006, Part 2 The Equality Act (Sexual Orientation) Regulations 2007 http://www.equalities.gov.uk/equality_act_2010.aspx

14. The Act's purpose is to strengthen the law in the progress towards equality, and, to harmonise discrimination law. But what does it gives protection against?

15. Age • Disability • Gender re-assignment • Marriage and civil partnership • Pregnancy and maternity • Race • Religion or belief • Sex, and, • Sexual orientation

16. What is Diversity ?

17. Understanding Equality and Diversity Diversity Diversity is about respecting and valuing all forms of difference in individuals. A diversity approach aims to recognise, value and manage difference in individuals and to positively strive to meet the needs of different people.

18. So while equal opportunity legislation covers factors such as race, gender and disability, diversity goes beyond this to encompass any aspect of an individual that isn't directly related to their ability to do a specific job or undertake a particular task. This might include their social background, personality type and so on. Lecture notes

22. Direct Discrimination Direct discrimination takes place when a person is treated less favourably than others (in the same circumstances) on the grounds of their race, sex, disability etc.

23. Indirect Discrimination Indirect discrimination means applying a condition, or requirement, which adversely affects one particular group more than another, and cannot be justified in terms of the requirements for performing a job. .

24. Victimisation Victimisation consists of taking action against a person for asserting their rights under the law.

25. Harassment/Bullying Harassment and bullying take many forms, occurs on a variety of grounds and may be directed at one person or many people. In general terms it can be described as persistent unwanted behaviour which a person finds intimidating, upsetting, embarrassing, humiliating or offensive.

26. It is important to realise that while equality legislation is becoming increasingly comprehensive it still only defines MINIMUM standards that all organisation must attain. In order to meet not only legal obligations, but to achieve the highest possible standards of good practice organisations develop, publish, implement and enforce a number of guidelines and policies. Key Point

27. FIND them READ them, QUOTE them http://www.tameside.gov.uk/equalopportunities http://cr2010.tescoplc.com/our-people/inclusion.aspx http://www.toyotauk.com/main/download/pdf/Equal%20opportunities%20policy%20.pdf

28. Why should organisations bother?

30. Businesses bother because: Legal considerations plus - Preventing discrimination: Improves your chances of recruiting the best person for the job Getting the best performance from all those who work for you Unlawful discrimination: discredits a business and can be very costly

31. The real benefits to an organisation Talent – Enable an organisation to draw people from the widest possible pool of talent and create an environment in which everyone feels respected and reach their full potential. Innovation – Different people have different perspectives and remember there is often more than one solution to a problem Service – In work we deal with a wide range of different people. Well informed employees , who are themselves from diverse backgrounds will enable better response and professional service that meets the needs of the individuals.

32. Marchington & Wilkinson (2002, P.143) People management & Development “The economic case rests upon the claim that it makes good business sense to increase access – in terms of productivity and quality, customer care and managerial skills – in order to ensure the most effective use of all talents in the workforce”

33. Search : 'benefit of equal opportunity' http://www.personneltoday.com/articles/2007/04/17/40178/benefits-of-diversity-are-drifting-by-unnoticed.html http://www.economist.com/node/4197626 The End