1 / 38

Schedule

Schedule. Management Theory Past & Present Motivation Theory & Practice Effective Team Working Preventing Discrimination, Valuing Diversity Introduction to Leadership Styles (Thurs) The Global Manager challenges for the future Revision. Preventing Discrimination Valuing Diversity.

sidone
Download Presentation

Schedule

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Schedule Management Theory Past & Present Motivation Theory & Practice Effective Team Working Preventing Discrimination, Valuing Diversity Introduction to Leadership Styles (Thurs) The Global Manager challenges for the future Revision

  2. Preventing DiscriminationValuing Diversity Equality & Diversity

  3. 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 College Policies

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

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

  6. What is Equal Opportunities Very simple concepts but often misunderstood Treating Black and minority Ethnic Groups the same. Making sure everyone gets treated fairly and have the same opportunities Making sure women get a fair deal at work Making sure disabled people have access to things

  7. What is Equal Opportunities Very simple concepts but often misunderstood Treating Black and minority Ethnic Groups the same. Making sure everyone gets treated fairly and have the same opportunities Making sure women get a fair deal at work Making sure disabled people have access to things

  8. 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.

  9. The 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

  10. The 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

  11. Can you name a particular piece of legislation which was introduced last year? Employment legislation the coalition making your life easier

  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) Regulations 2003 The Employment Equality (Sexual Orientation) Regulations 2003 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 Happiness House ownership Laziness Marriage and civil partnership Pregnancy and maternity Race Religion or belief Political affiliation Sex, and, Sexual orientation Wealth

  16. Age Disability Gender re-assignment Happiness House ownership Laziness Marriage and civil partnership Pregnancy and maternity Race Religion or belief Political affiliation Sex, and, Sexual orientation Wealth

  17. What is Diversity ?

  18. 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.

  19. 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.

  20. So what, why the big dealWhich statement is true None are !!!!

  21. 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. For example, a job advertisement which states that “Only those who have English as their first language may apply”.

  22. 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. For example, a line manager who only offers overtime to full time members of staff (the group being directly discriminated against will be part timers but where female part timers form the majority of the part time group they would be eligible to claim indirect discrimination on the grounds of gender). .

  23. Victimisation Victimisation consists of taking action against a person for asserting their rights under the law. For example, a member of staff who has spoken to their line manager about being the subject of racial harassment by another member of staff and who is subsequently ignored by a group of staff within the section.

  24. 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.

  25. 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

  26. 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

  27. Why should organisations bother?

  28. 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

  29. 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.

  30. 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”

  31. 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

  32. Thursday 31st March Room 805 10 – 11 H2 11 – 12 H1 12 – 1 H1/H2 Optional repeating Management schools from 4th March

More Related