www.talkhrsolutions.co.uk mandy withers equality act 2010

www.talkhrsolutions.co.uk

Mandy Withers

Equality Act 2010


Introduction

• We ALL need to know about equality

• Employers and employees have legal obligations

• Employers of choice see the opportunities in fairness at work


ObjectivesWhen you reach the end of this session you will be able to:

•Recognise the key features and context of the Equality Act 2010

•Describe the types of discrimination and various protected characteristics

•Identify the impact of the Equality Act on colleagues, on your organisation and on working life

•Create a brief plan to review equality in your workplace which outlines necessary measures for improvement.


Purpose of the Act

Bringing together of several different pieces of UK anti-discrimination legislation Updating and extending these where required


Purpose of the Act

Protected Characteristics

Types of Discrimination


Background

A combination of rights and responsibilities that have: • stayed the same• changed• been extended • been introduced for the first time


Types of Discrimination

• Direct Discrimination• Associative Discrimination• Perceptive Discrimination• Indirect Discrimination• Harassment• Third Party Harassment• Victimisation


Protected Characteristics

AgeDisability

Gender ReassignmentMarriage & Civil Partnership

Pregnancy & MaternityRace,

Religion or BeliefSex

Sexual Orientation


What Else?


What Happens When?

Employers 1


What Happens When?

Employers 2

Employment Tribunal Remedies:

Make a declaration that an employer has discriminated Award compensation Remove or reduce the bad effects


What Happens When?

Others


Planning - Overview

• Recruitment and selection • Team working• Communications• Pay and reward• Training and development • Progression and selection for promotion • Discipline and grievance


Planning

Review

Monitor

Act


Planning

Review

Monitor

Act

An equality policy should incorporate a statement of the

employer’s:

- aim to encourage, value and manage diversity

- commitment to providing equality for all

- wish to attain a workforce that is representative of the

communities from which it is drawn to secure the widest pool

of talent possible.


Planning

Review

Monitor

Act

Gathering individual personal information on the diversity of potential recruits or existing

employees, and comparing and analysing this against:

- other groups of employees in

the company- jobseekers in the local

community- jobseekers in the broader

national employment market.


Planning

Review

Monitor

Act

The action plan should:

- set dates on when things such as monitoring, reviewing procedures, and training will

be done- expand on how these will be

done and by whom- set out how harassment and

bullying and will addressed- set measures of success including how and when these will be evaluated.


Planning

Act

Examples of actions arising from such a plan might include items which: - encourage more people to apply for posts by considering part-time working or job-sharing - lead to advertising widely to attract a diverse workforce - are targeted at working with the community and offering opportunities to students - address targets such as increasing the number of management jobs open to job sharing to allow more women to do them or interviewing more disabled people - implement positive action, where appropriate.


Conclusions


ObjectivesWhen you reach the end of this session you will be able to:

•Recognise the key features and context of the Equality Act 2010

•Describe the types of discrimination and various protected characteristics

•Identify the impact of the Equality Act on colleagues, on your organisation and on working life

•Create a brief plan to review equality in your workplace which outlines necessary measures for improvement.

www.talkhrsolutions.co.uk mandy withers equality act 2010

Documents

grievance slide

work slide

required slide

time slide

bad effects slide

equality employers

mandy withers equality

equality policy