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Equal Ops
Topic Started: Nov 21 2006, 10:52 PM (43 Views)
Miss Peg
Administrator
[ *  *  * ]
Development points

Indirect discrimination as well as the direct

Without practice, policy is worse than meaningless. It suggests that people know what to do but do not have the commitment to do it.

Review date - keeping it up to date and regularly reviewed!
Keep up to date with recent/new legislation that could effect the policy and be sure to amend it accordingly.
- up to date legislation??? Is there a newer one to be looked at?

Notifying new staff and volunteers of policy and procedures to ensure it is constantly being kept in practice as turnover of staff and volunteers occurs.

Implementation - responsibility of staff and volunteers and service users - to ensure everyone helps make the place free from discrimination. Mostly responsibility of place - MENTIONS ALL THIS - 2nd page!!! WORK TOGETHER TO DO THIS!

Disabilities - providing equipment to ensure they’re not discriminated against? No mention of this kind of thing.

Regularly review the proportions of males/females, white/Asians, able bodied/disabled people who are coming into the organisation - find ways to improve upon disproportions??? E.g. provide brail leaflets, or signer if hearing impaired want to come, etc. So ensure you get regular feedback on ethnic, sexual and religious backgrounds of service users?

Ensure complaints procedure is clear to everyone? Mention on equal ops policy who to go to!? What will be done about it when someone complains?

Practical reasons that may stop certain groups attending meetings or using your service?

Leaflets, etc - large print copy? Other languages?

In employing someone - equal opportunity, no selection on interviewing or choosing the candidate. Advertise all positions?

Harassment - definition?

Consequences of failure to put into practice???

Positive discrimination?

Overt and covert?

Admissions - open to anyone in the community.
Employment - appoint best person for the job and everyone treated fairly.
Special Needs - recognises special needs of children, attempt to accommodate them.
Discrimination - unacceptable. Response - be sensitive to victims feelings, help those responsible to understand and overcome their prejudices.
Language - information - written and spoken clearly communicated in as many languages as necessary.


Morally and legally unacceptable!
Making commitment to implement policy.

(a) Direct discrimination occurs when a person is treated less favourably than others (in the same or similar circumstances) on the grounds of race, sex, disability or other inappropriate grounds.
(B) Indirect discrimination can occur when a condition or requirement adversely affects one particular group considerably more than another and which cannot be justified in terms of the requirements for performing the job.

Particular attention is drawn to the following aspects of the policy:
Racial discrimination: covers discrimination on grounds of colour, race, nationality, ethnic or national origins. Race may cover some religious groups.
Sex discrimination: covers discrimination on grounds of sex or marital status or notions associated with the role of men and women in society (gender including gender re-assignment). Further it is contrary to University policy to discriminate against homosexuals either directly or indirectly whether at the time of recruitment or in post. The University is committed to the removal of potentially discriminatory barriers in the workplace which may adversely affect the progress of men and women at work.
Disability discrimination: covers discrimination against people with disabilities who on account of injury, illness or inherited conditions may be disadvantaged in obtaining or keeping employment for which otherwise suitable. Disability covers physical or mental impairment which has a substantial or adverse effect upon the person's ability to carry out normal day to day activities.
Harassment: is an attack on the dignity and security of the individual person. It may cover unreciprocated and unwelcome comments, looks, actions, materials, suggestions or physical contact that is found to be objectionable and/or offensive and may create an intimidating working environment. The defining features are that the behaviour is persistent, offensive or intimidating, is unwanted by the recipient and would be regarded as harassment by any reasonable person. Established harassment and victimisation on the grounds of race, sex, disability or other areas covered by this policy will be viewed as a serious disciplinary offence.

Legislation
· Equal Pay Act 1970
· Rehabilitation of Offenders Act 1974
· Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975
· Sex Discrimination Acts 1975, 1986
· Race Relations Act 1976
· Equal Pay (Amendment) Regulations 1983 (Statutory Instruments No: 1794)
· Industrial Tribunal (Rules and Procedure) (Equal Pay Amendments) Regulations 1984 (Statutory Instruments No 1807)
· Disability Discrimination Act 1995
· Employment Protection (Part-time Employees) Regulations 1995
· Occupational Pension Schemes (Equal Access to Membership) Regulations 1995
· Employment Rights Act 1996
· Gender Reassignment Act 1999
· Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000
· Race Relations (Amendment) Act 2000
· Special Educational Needs and Disability Act 2001
· Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002
· Employment Act 2002
· Employment Equality (Age) Regulations 2006
· Equality Act 2006
· Employment Equality (Religion or Belief) Regulations 2003 · Employment Equality (Sexual Orientation) Regulations 2003
E C Legislation
· Equal Pay Directive, 75/117/EEC
· Equal Treatment Directive, 76/207/EEC
· Occupational Social Security Directive, 86/378/EEC
Codes of Practice
· Race Relations Code of Practice for the elimination of racial discrimination and the promotion of equality of opportunity in employment. (Commission for Racial Equality 1 April 1984) Code of Practice for the elimination of discrimination on the grounds of sex and marriage and the promotion of equality of opportunity in employment. (Equal Opportunities Commission, Great Britain, 30 April 1985).
· Code of Practice on the Race Relations (Amendment) Act 2000 (Commission for Racial Equality 2002).
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