diversity Flashcards

1
Q

what were the main areas of legislation in the 2010 equality act

A

-sex
-age
-disability
-pregnancy
-religion
-gender reassignment
-sexual orientation
-race
-marriage

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2
Q

what is the 2010 equality act

A
  • prohibits any businesses from discriminating against, harassing or victimising any current or future employees on the basis of any of the 9 protected characteristics
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3
Q

what are the types of discrimination under the 2010 equality act

A
  • direct discrimination
  • indirect discrimination
  • discrimination by association

-harassment

-victimisation

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4
Q

whats direct discrimination

A

when someone is treated less fairly because of a protected characteristic

eg refusing to serve someone because of their religion

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5
Q

what is indirect discrimination

A

when a role or policy that applies to everyone but disadvantages a protected characteristic

eg insisting everyone has to drive

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6
Q

What is discrimination by association

A

This is when a family member or friends, have a protected characteristic and you’re treated unfairly because of that

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7
Q

What is harassment with discrimination

A

Can take out in the form of jokes, hostile acts or negative stereotyping and is deemed offensive by the recipient

Can complain about it even if its not directed at them

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8
Q

What is victimisation with discrimination

A

Someon is treated badly because they have made/ supported a complaint under the equality act

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9
Q

How do you challenge the 2010 equality act 3

A

Make an informal complaint

Raise a grievance using your employers grievance policy

  • consult your trade union and make a claim to an employment tribunal
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10
Q

How can a business abide by the 2010 equality act reduce the risk of prosecution 7

A

-business can produce an equality policy. This will give applicants and workers confident that the business is serious about equality legislation

-equality training. This is due to as the employers responsibility for the actions of equality discrimination. Making sure the company isn’t liable if an employee gives discrimination as they had training

-work with trade unions to ensure staff are involved and grievances are dealt with quickly

  • fair and transparent benefit scheme and conduct equal pay audits to ensure men and women are being paid the same for the roles they have

-written policies made to all employees. A shorter code of conduct can be drawn to remind managers the importance of the content of the legislation

-create transparent procedures for dealing with HR policies, such as promotion so employees understand the decisions taken

-provide reasonable adjustments to allow employees to carry out their work effectively. this could involve adjustments to the physical environment such as desk heights and ramps

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11
Q

What are the reasonable adjustments in the equality act

A

Employees have the right to make reasonable adjustments if an issue is flagged under the equality act

Eg- starting earlier / later to manage physical systems of a disability

Allowing time off to celebrate holiday

Workstation assessment to find out if they need specialist equipment

Allocating duties to other people to lighten the workload

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12
Q

Impact on the equality act on recruitment 5

A
  • when setting out a job advert, a business can’t use terms that favour one sex over the other eg postman

-age related words should be avoided too, eg ‘mature’ as it has connotations of being an older person

-only advertising in magazines that focus on one gender can be seen as indirect discrimination

-format of advert must be accessible so it can be read by everyone , similarly, the format of the application must be available in large if asked

  • place on the form for an application to say they ant to be interviewed under the guaranteed interview scheme. This states that any applicant who has a recognise disability is guarenteed an interview as long as they meet the minimum job requirement
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13
Q

Whats the Impact of organisations for selection 3

Equality and Diversity

A
  • an employer must only act questions relevant to the application . Meaning q’s on age, gender, sexual preference etc should be avoided if there’s no relevance
  • all candidates asked the same question and the test doesn’t discriminate against applicant eg to ask a women if shell need maternity and not ask the man

-interview location should be accessed by all eg ensure a lif is available to ensure everyone access it

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14
Q

Whats the impact of of the equality act on pay/ benefits 4

A
  • all staff with the same job with similar experience should be paid the same, regardless of gender
    -failure to do so can result in an employment tribunal, best interest to pay the same
  • compensation consisting of back pay (5 years in Scot) to be paid if tribunal agrees with employee
  • publish your equal pay statistics as a show of good faith to your employees/ public
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15
Q

What’s the impact of equality on training for organisations 4

A

-business must provide training to all staff on the right and responsibilities of the employee with regard to equality

-additional training should be offered to managers who is in the position to recruit staff to ensure the are aware of the requirements of the law

-businesses must make reasonable adjustments to any training programme to ensure its accessible to participants no physical barriers stopping the applicant fully engaging with the training

-management must also ensure that women on maternity leave are offered training as part of their ‘keeping in touch’ days

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16
Q

What’s the impact of equality on promotions/transfers

A
  • promotion should be given to the best person of the job, regardless of the protected characteristics
  • provide training for interviewing managers on how to avoid discrimination during the process
17
Q

Whats the impact of equality on facilities 1

A

Ensuring easy access, ensuring disabled access eg ramps for wheelchairs and access to a lift if needed

18
Q

Whats the impact of equality on leave/ time off 4

A
  • offer flexible working arrangements so employees can balance work and home life
  • an employer must allow a pregnant women time off for hospital appointments relating to their pregnancy
  • male and females should have the same rights to work for flexibly for childcare, gender shouldn’t matter

-staff can be given time off for religious reasons eg Muslims must pray at a certain time of the day

19
Q

Whats the impact of a diverse workforce 6

A
  • increase in creativity, everyone brings their own individual way of thinking. This leads to better decision making

-if the organisation is known for fair employment practices then it’ll be able to attract a wider pool of qualified applicants- allows the overt unity to select a higher quality candidate

-ensuring diversity is evident in all levels of the hierarchy- gain recognition from independent organisation which furthers publicity

-customers can relate to workers with similar backgrounds/ culture, achieving improved customer satisfaction.. ensure loyalty which will increase sales

-as cultures collide there may be a misinterpretation of meanings, what may be funny to one culture nay be disrespectful to another which’s disrupts productivity

-management may need to provide training and educate employees, this is costly and time consuming g

20
Q

define equality

A

equal rights and treatments for all individuals

21
Q

define diversity

A

recognising individual differences, treating people as individuals and placing positive values on individual differences

22
Q

what is discrimination by perception

A

discriminating against someone because they think they possess a particular characteristic

23
Q

describe the exceptions of the equality act 2010 for an organisation 4

A
  • positive action- applicants can be chosen due to protected characteristics if the firms considers the characteristic to be underrepresented in the workplace

-no material difference- for a case to be upheld discrimination must relate to a protected characteristic

-objective justification- is there is a legitimate aim eg to maintain health and safety of customers and staff

exceptions regarding age exist with the regard to concessions and salary eg the minimum wage

24
Q

what’s the effect of the equality act on organisations 5

A

organisations must review their equality policy to ensure it is complaint with the new act and ensure it is actively fulfilled senior managers must have a full understanding of the changes the act represents

  • recruitment policies are compliant with the act. this means that they are careful when creating a job advert to ensure they don’t discriminate against any potential candidates

-actions need to be taken against barriers to prevent employees with PC from carrying out their job eg ensuring disability access… costly

-organisations must investigate any accusations of discrimination and act where appropriate. failure means firms can face legal action which could result in fines and sanctions

-they must have comprehensive anti-discrimination and harassment policies in place- timely to ensure all staff are aware of this