Internal business environment - equality and diversity

Question 1

Nine protected characteristics

Answer 1

• age
• disability
• gender reassignment
• marriage and civil partnership
• pregnancy and maternity
• race
• religion and belief
• sex
• sexual orientation

Question 2

Types of discrimination

Answer 2

• direct - treated less favourably than another person because of one of the nine protected characteristics, job description that states a preferred age range for prospective candidates
• by association - treated less favourably because they associate with another person who possesses a protected characteristic
• by perception - they are thought to have protected characteristic
• indirect - rule applied to everyone but disadvantages protected characteristic (must drive)
• victimisation - treated badly because they have made complaint under the equality act

Question 3

Employees right to complain - harassment

Answer 3

• jokes, negative stereotyping, hostile acts, thoughtless comments
• do these result in employee stress

Question 4

Impact on recruitment

Answer 4

• job advert - cannot use gender specific titles ‘handyman’
• cannot specify age ‘recent graduate’
• advertisement - only putting in female magazines indirectly discriminates
• application forms - large font, braille
• qualifications - accept overseas equivalent so as not racist

Question 5

Impact on selection

Answer 5

• place of interview should be accessible by wheelchair
• unlawful to ask a woman if she intends to have children or is pregnant
• cannot ask questions of candidates health unless job offer given

Question 6

Impact on leave and time off - measures managers should take to comply

Answer 6

• create and follow a set procedure to manage flexible working requests
• time off given or reasonable adjustments made so a disabled person can work effectively and without barriers
• record disability and pregnancy time off separately from general sick leave
• keep in touch days and sufficient communication while an employee is on leave so they know what to expect on their return
• phased return so employee can settle back in after absence

Question 7

Pay and benefits - measures managers should take to comply

Answer 7

• conduct an equal pay audit to ensure jobs of equal value are being paid fairly across all employees
• have a fair and transparent payment spine and benefits scheme
• develop a clear procedure for investigating payment complaints
• review non-financial benefits such as health and insurance and pensions to ensure they are not indirectly discriminating (offering car but some don’t drive)

Question 8

Training, transfers and progression opportunities - measures managers should take to comply

Answer 8

• offer training to women on maternity leave
• reasonable adjustment so training or promotion carried out on job rather than external for disabled
• use panel interview to avoid discrimination
• publicise promotion adverts in large print etc.

Question 9

Facilities - measures managers should take to comply

Answer 9

• toilets, disabled and gender
• religious dietary requirements
• ramps for wheelchair users
• quiet room for praying

Question 10

Disciplinary, dismissal and retirement - measures managers should take to comply

Answer 10

• cannot force someone to retire, age discrimination
• cannot give a poor reference based on protected characteristic
• must consider reasonable adjustments before dismissing

Question 11

Objective justification - examples

Answer 11

• positive action
• age, must be 18 to work at a bar
• physical requirements, marines fitness tests
• occupational requirement, female actress for female lead

Question 12

Impact of diverse workforce (part 1)

Answer 12

• increase in creativity – every individual brings own way of thinking – better decision making and innovation
• employees feel included — which would lead to improved employee relations
• known for its ethics/fair employment practices — is better able to attract a wider pool of qualified applicants

Question 13

Impact of diverse workforce (part 2)

Answer 13

• may gain recognition from independent organisations which allows further publicity eg Gender Fair
• customers can relate to workers with similar backgrounds — achieving improved customer satisfaction
• allowing different management perspectives to be drawn on, which will be beneficial in planning and strategy
• utilising employees’ understanding of cultural nuances — can minimise barriers to growth overseas