Equality and Diversity

Question 1

What is the Equality Act 2010?

Answer 1

Simplified by combining previous anti-discrimination legislation in the UK and applies to businesses of all sizes.

Question 2

9 protected characteristics:

Answer 2

Age, race, gender, gender reassignment, religion or belief, pregnancy or maternity, marriage or civil partnership, sexual orientation, disability

Question 3

Direct discrimination

Answer 3

Where someone is treated less favourably than another person because of a protected characteristic.

Question 4

Indirect discrimination

Answer 4

When a business has rules or policies are put in place for everyone which disadvantages someone with a protected characteristic

Question 5

What is an employment tribunal?

Answer 5

Legal hearings between employers and workers to resolve disputes and employment rights.

Question 6

Victimisation

Answer 6

When someone is treated badly after supporting a complaint/grievance made towards the business.

Question 7

Harassment

Answer 7

When someone complains about behaviour that they deem as offensive even if it’s not directed at them.

Question 8

What can be done to combat discrimination, victimisation and harassment?

Answer 8

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.

Question 9

Advertisement must refrain from gender/age bias

Answer 9

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.

Question 10

The Guaranteed Interview Scheme

Answer 10

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.

Question 11

Should encourage as many applicants as possible.

Answer 11

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.

Question 12

Ensure testing isn’t discriminative towards an applicant.

Answer 12

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.

Question 13

All candidate should be asked the same questions in interviews.

Answer 13

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.

Question 14

Reasonable requirements should be made to ensure the building is accessible to disabled applicants.

Answer 14

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.

Question 15

Reasonable requirements should be made to ensure the building is accessible to disabled applicants.

Answer 15

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.

Question 16

If an employee isn’t properly trained in equality…

Answer 16

The business will be held jointly responsible for any action

Question 17

When could training occur? x4

Answer 17

Part of induction process
Regular team meetings
Whole or half day courses
Online training packages that can be completed at any time by staff

Question 18

Training should include…

Answer 18

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

Question 19

Advantages of equality x7

Answer 19

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

Question 20

Disadvantages of equality x3

Answer 20

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

Question 21

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?

Answer 21

It’s a lengthy and expensive process all around

Question 22

What are the negative effects of harassment in the workplace? x3

Answer 22

Legal liability
Negative effect on the individuals stress and productivity at work

Question 23

Discrimination by perception means…

Answer 23

Discrimination against someone because they associate with another person who has a protected characteristic

Question 24

Discrimination by association means…

Answer 24

Getting treated unfairly due to a family member or friend having a protected characteristic

Question 25

Mitigation against the effects of the equality act include… x6

Answer 25

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

Question 26

Reasonable adjustments could include…x5

Answer 26

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

Question 27

The areas of an organisation that are impacted by the equality act are…x9

Answer 27

Recruitment
Selection
Pay/benefits
Training
Promotion/transfers
Facilities
Time off/leave
Retirement
Dismissal/disciplinary

Question 28

The format of the advert should…

Answer 28

Be accessible so that it can be read by everyone and must be available in larger print if requested

Question 29

Only advertising in certain magazines that…

Answer 29

Focus on one gender can be seen as indirect discrimination

Question 30

Only relevant questions should be asked on the application form or in an interview. This means…

Answer 30

No mention of age gender religious beliefs or sexual orientation as it bears no relevance

Question 31

Interview location should…

Answer 31

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

Question 32

How is pay/benefits impacted by the equality act?

Answer 32

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

Question 33

Making reasonable adjustments to any training program ensures…

Answer 33

That there are no physical barriers in the way to stop applicants from fully engaging in training

Question 34

Additional training should be offered to…

Answer 34

Those recruiting staff to ensure they know the requirements of the law

Question 35

The glass ceiling 1978 means…

Answer 35

Refers to the sometimes invisible barrier to success that many women come up against in their careers

Question 36

Main features of the glass ceiling include…x4

Answer 36

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

Question 37

How is promotion/transfers effected by the equality act? X2

Answer 37

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

Question 38

How are facilities is impacted by the quality act?

Answer 38

Ensuring disabled access for example ramps for wheelchairs and access to lift if needed

Question 39

How is leave/time off affected by the equality act? X3

Answer 39

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

Question 40

How has retirement been affected by the equality act?

Answer 40

An employer cannot suggest pressure or force staff to retire. this would be directly discriminating on the basis of age

Question 41

How is dismissal/disciplinary effected by the equality act?

Answer 41

Disciplinary documentation should be in different format so everyone can understand the information for example writing warning in braille

Question 42

The person who created the term glass ceiling was…

Answer 42

Marilyn Loden

Question 43

Diverse workforce are where…

Answer 43

Companies are actively open to hiring employees from all sorts of backgrounds regardless of race, religion, etc.