Equality and Diversity Flashcards
What is the Equality Act 2010?
Simplified by combining previous anti-discrimination legislation in the UK and applies to businesses of all sizes.
9 protected characteristics:
Age, race, gender, gender reassignment, religion or belief, pregnancy or maternity, marriage or civil partnership, sexual orientation, disability
Direct discrimination
Where someone is treated less favourably than another person because of a protected characteristic.
Indirect discrimination
When a business has rules or policies are put in place for everyone which disadvantages someone with a protected characteristic
What is an employment tribunal?
Legal hearings between employers and workers to resolve disputes and employment rights.
Victimisation
When someone is treated badly after supporting a complaint/grievance made towards the business.
Harassment
When someone complains about behaviour that they deem as offensive even if it’s not directed at them.
What can be done to combat discrimination, victimisation and harassment?
Make an informal complaint
Raise a grievance using your employer’s grievance policy
Consult with your Trade Union
Make a claim using an employment tribunal.
Advertisement must refrain from gender/age bias
This means not using terms such as ‘post man’ or ‘salesgirl’ or advertise for an ‘experienced’ manager. This shows the business doesn’t favour one gender or specific age and ensures the job is open to anyone wanted an interview.
The Guaranteed Interview Scheme
Should be included in the application form.
Guarantees applicants who have recognised disabilities an interviews as long as they meet the minimum job requirements.
Benefits the business as it will improve the public’s perception of the business and reputation as they will be seen as more inclusive due to it not being compulsory.
Should encourage as many applicants as possible.
Make it clear they accept applications from disabled applicants. This will encourage more people to apply, improving the chance of the business finding the best person for the job.
Ensure testing isn’t discriminative towards an applicant.
Someone who’s first language is English will be at an advantage to someone who’s isn’t if the test is in English. If this person underperforms in comparison to the other, this will be an example of indirect discrimination on the basis of race.
All candidate should be asked the same questions in interviews.
This means a woman should not be asked if she’ll need time off for family requirements if a man isn’t being asked the same question. This could lead to the woman making an informal complaint and could create a bad image for the business. This would mean the business would struggle to recruit.
Reasonable requirements should be made to ensure the building is accessible to disabled applicants.
Widening door access or installing a ramp so the building is wheelchair accessible.
If this isn’t done, the business is directly discriminating against disabled people and will gain a bad reputation for not being inclusive.
Reasonable requirements should be made to ensure the building is accessible to disabled applicants.
Widening door access or installing a ramp so the building is wheelchair accessible.
If this isn’t done, the business is directly discriminating against disabled people and will gain a bad reputation for not being inclusive.
If an employee isn’t properly trained in equality…
The business will be held jointly responsible for any action
When could training occur? x4
Part of induction process
Regular team meetings
Whole or half day courses
Online training packages that can be completed at any time by staff
Training should include…
The businesses equality policy
The risk of ignoring bad behaviour
What behaviour is and isn’t acceptable
How stereotypes, bias, bad language effect chances of promotion, recognition, work, respect
Advantages of equality x7
Some companies only do business with companies that embrace diversity, which leads to lucrative business deals.
Wider pool of candidates available- more likely to hire right person for the job (experienced and qualified)
Opportunity for advancement- more competitive as everyone has the same chance. Employers can see who is most driven and can select person with growth potential
Improves reputation and sales
Multigenerational workforce means employees can learn from each other which makes the workforce more flexible.
Different management perspectives will be beneficial in planning which gives them a competitive edge
Employees feel included which leads to better employee relations
Disadvantages of equality x3
Wider pool of candidates- more time consuming recruitment and decision making process
Differing cultures could lead to misinterpretation meaning it could be funny in one culture but offensive in another
Training costs- costly for expert hire/employers lose focus on core activities if carrying out training
If employees feel their complaint wasn’t taken seriously or dealt with they have the right to make a claim in an employment tribunal. What is a disadvantage of a employment tribunal?
It’s a lengthy and expensive process all around
What are the negative effects of harassment in the workplace? x3
Legal liability
Negative effect on the individuals stress and productivity at work
Discrimination by perception means…
Discrimination against someone because they associate with another person who has a protected characteristic
Discrimination by association means…
Getting treated unfairly due to a family member or friend having a protected characteristic
Mitigation against the effects of the equality act include… x6
Treat all employees early and equally and be aware of the contents of the act. This will prevent complaints towards the business
The business could produce an equality policy. This gives applicants and workers confidence if the business is taking equality legislation seriously
Provide adequate equality training. If an employee victimises or harasses a colleague and the company can prove that this colleague had equality training company isn’t held viable
Work with trade unions to ensure the employee grievances are handled quickly
A short code of conduct should be written to reminding managers of the importance and contents of the legislation
Conduct equal pay audits to ensure men and women who have the same role or getting paid the same
Reasonable adjustments could include…x5
Granting time for hospital appointments when pregnant that doesn’t count towards absences. This allows them to continue to work
Flexible work arrangements that allow employees to manage family life.
Conduct equal pay audits so that jobs of equal value reduce the same pay
Increase a awareness of equality and diversity in the workplace to prevent discrimination.
Physical requirements like ramps for disabled access which allows people to work effectively
Offer training to develop skills without discriminating in the process E.g. offer training to women on maternity leave
The areas of an organisation that are impacted by the equality act are…x9
Recruitment
Selection
Pay/benefits
Training
Promotion/transfers
Facilities
Time off/leave
Retirement
Dismissal/disciplinary
The format of the advert should…
Be accessible so that it can be read by everyone and must be available in larger print if requested
Only advertising in certain magazines that…
Focus on one gender can be seen as indirect discrimination
Only relevant questions should be asked on the application form or in an interview. This means…
No mention of age gender religious beliefs or sexual orientation as it bears no relevance
Interview location should…
Be accessible for all for example ensuring the lift is available or have the interview on the floor level so that wheelchair users can access it
How is pay/benefits impacted by the equality act?
All staff doing the same job with similar experience should be paid the same regardless of gender. Failure to do so may result in employment tribunal
Making reasonable adjustments to any training program ensures…
That there are no physical barriers in the way to stop applicants from fully engaging in training
Additional training should be offered to…
Those recruiting staff to ensure they know the requirements of the law
The glass ceiling 1978 means…
Refers to the sometimes invisible barrier to success that many women come up against in their careers
Main features of the glass ceiling include…x4
Men were natural born leaders
Women “lacked credentials and experience” to lead effectively
The barriers to advancement with cultural not personal
Promotion was given to the man even if the woman had a better performance record
How is promotion/transfers effected by the equality act? X2
Promotion should be given to the best person for the job regardless of the protected characteristics
Manager should be provided with interview training to avoid discriminating in the process
How are facilities is impacted by the quality act?
Ensuring disabled access for example ramps for wheelchairs and access to lift if needed
How is leave/time off affected by the equality act? X3
Offer flexible working arrangements so employees can balance work and home life. Male and female employees have the same work flexibility rights for childcare as gender does not matter
Must allow pregnant women time off for pregnancy related hospital appointments
Staff given timer for religious reasons for example Muslims must pray at certain times during the day
How has retirement been affected by the equality act?
An employer cannot suggest pressure or force staff to retire. this would be directly discriminating on the basis of age
How is dismissal/disciplinary effected by the equality act?
Disciplinary documentation should be in different format so everyone can understand the information for example writing warning in braille
The person who created the term glass ceiling was…
Marilyn Loden
Diverse workforce are where…
Companies are actively open to hiring employees from all sorts of backgrounds regardless of race, religion, etc.
