Equality(IBE) Flashcards
Prelim
Describe how organisations in the UK could improve gender representation.
- offering flexible work patterns to attract/retain working parents
- publishing job adverts in places which target under-represented genders
- hosting an open day specifically for an under-represented gender
- creating graduate programs for a specific gender
- appoint a diversity manager to monitor gender balance
- using positive action to select under-represented genders by favouring the
candidate of an under-represented gender where two candidates are as
qualified as each other (of ‘equal merit’) - setting targets to increase the % of under-represented genders in the
workplace
o eg Shell aims to have 40% women in senior leadership by 2030 - including statements in job adverts to encourage applications from an underrepresented gender (such as ‘we welcome female applicants’)
- offering training/internships to help an individual of an under-represented
gender get better opportunities - offering shadowing/mentoring to employees of an under-represented gender
to progress at work - funding internal network groups eg Coca-Cola Women in STEM (CWIS)
- run marketing campaigns to raise awareness of under-representation in
certain workplaces/industries
Discuss the benefits for a multinational organisation of having a diverse workforce.
- multigenerational learning can occur increasing the workforce’s
flexibility/skills - employees feel included/accepted at work improving employee relations
- different ways of thinking/experiences from diverse backgrounds can
improve decision making
o generates more innovative solutions increasing competitiveness - may secure diversity awards
o can be used to attract applicants in the future by featuring awards in
advertising
o eg ‘The Stonewall Top 100 Employers’ list is compiled from the Workplace
Equality Index and is the UK’s leading benchmarking tool for LGBTQ+
inclusion at work - utilising employees’ understanding of cultural nuances can minimise barriers
to growth overseas - a more inclusive working environment can motivate staff/increase
productivity
o may improve the employee retention rate/lower staff turnover - better understanding of other cultures promotes increases tolerance/respect
reducing likelihood of conflict in the workplace
Describe the measures an organisation could take to avoid discrimination in the workplace.
- do not advertise in places that may discriminate eg female only magazines
- offer training on diversity/equality
- offer training to females who are on maternity cover
- provide a reader/scribe/interpreter if necessary
- provide a reader/scribe/interpreter if necessary
- fair and equal payment for jobs of equal value
- publicise a fair payment spine
- use of a panel interview to limit bias
o use an external interviewer limits unfair judgements - may use the ‘two-ticks’ symbol on applications to encourage disabled
candidates
o must interview disabled applicants who meet the minimum criteria for a
job vacancy - omit questions on an application form regarding general health and related
issues prior to a job offer being made - regular audits/reviews/assessments to ensure equality needs at work are
considered - improve work access by changing the premises eg installing ramps/lifts
- install adjustable and specialist equipment and fittings for disabled workers
- provide leave for medical appointments/rehabilitation/gender
reassignment/pregnancy-related absences - offer flexible hours to allow disabled workers the opportunity to leave
early/start late - provide work-related documents in different formats eg
audio/electronic/braille etc - re-deploy to a different type of work if required
o this could mean that an existing disabled employee must be given a job
even if there are other better-qualified candidates for the post - use of a fair and well-publicised discipline policy for all to tackle
discrimination
Discuss the impact of the Equality Act 2010 on the recruitment/selection process.
adverts must not include bias terminology/wording, staff would
require training to ensure adverts are appropriate
o however, an employer can ask for specific characteristics for
example requesting someone who has a hearing impairment,
if it is an essential characteristic for the job (for example to
work with children with hearing difficulties)
businesses cannot solely advertise in one area for example
female magazine meaning the business has to increase the
amount of advertising it does
to make buildings accessible for all candidates, during
interviews organisations may need to rent additional premises
organisations must ensure that application forms are available in
different formats for example large text, which can be time
consuming to change
adverts cannot ask about a candidate’s sexual orientation during
an interview, so procedures for asking interview questions will
need to be created
an employer cannot request details on a candidate’s health in
the initials stages of recruitment
o however, employer must check with candidates that they
are able to access any assessment that requires to be
undertaken as part of the assessment process
o an employer can take ‘positive action’ to assist people who
are disadvantaged or underrepresented in employment for
example disabled
Describe different types of discrimination
direct discrimination is treating someone less favourably than
another person because of the protected characteristics (PC)
o for example, refusing to serve customers because of their
religion
discrimination by association is discriminating against someone
because of their connection with a person who possesses a PC
discrimination by perception is discriminating against someone
because others think they possess a particular PC
indirect discrimination occurs when you have a rule or policy
that applies to everyone but disadvantages a particular PC
harassment is making jokes or simple thoughtless comments
about someone with a particular PC
victimisation is where someone is treated badly because they
have made/supported a complaint or grievance under the
Equality Act
Explore the ways equality legislation can affect an organisation’s activities
Recruiting and selecting - advertisements must refrain from gender/age bias terminology
o When selecting employees, interviewers must ensure all questions and actions do not
contravene legislation
Leave and time off – special leave for gender reassignment must be given
o Denying time off for disability related medical appointments is discrimination
Training and promotion – denying a suitable candidate a promotion opportunity because they have
a disabled parent who they care for is discrimination by association
Dismissal – cannot force an employee to retire as this is age discrimination
o Cannot dismiss someone because they have complained about being harassed
Working practices – a change to longer shifts may indirectly discriminate disabled workers
Uniform policy – religious requirements should be considered in relation to the employee’s ability
to do the requirements of the job
Pregnancy and maternity leave – allow time off for pregnancy related medical appointments, staff
absence means less productivity.
o It is illegal for an employee to ask a female customer to leave the premises because she is
breastfeeding
Pay and benefits - it is illegal to have secret pay clauses so pay scales should be transparent
Grievances and disciplinary – a formal disciplinary procedure should be used to standardise the
treatment of employees
Describe the exceptions to the Equality Act 2010 for an organisation
Objective justification - if there is a legitimate aim eg to maintain the health and safety of
customers and staff
Exceptions exist depending on the firm’s requirements eg if the Act requires unreasonable cost or
the service provision of the firm is greatly impacted
Positive action – applicants can be chosen due to protected characteristic if the firm considers this
characteristic to be underrepresented in the workplace
Occupational requirement – when a candidate is chosen because a particular characteristic is
needed eg employing a female actress to play the female lead
No material difference – for a case to be upheld discrimination must relate to a protected
characteristic
A religious school is exempt from the requirement not to discriminate on grounds of religion or
belief in relation to admissions
Exceptions regarding age exist with regard to concessions and salary eg minimum wage
If the action would result in another law being broken
For purposes of national security – do not employ people who could be open to blackmail
