Analyse own responsibilites for promoting equality

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Analyse own responsibilites for promoting equality

Both management and Trade Union Side are strongly committed to its full and active implementation. See Section 11 and Appendix I below for further explanation of these concepts. Practical support for a diverse workforce 5.

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See Appendix II for sources of assistance for disabled employees. The salary-sacrifice scheme enables employees to use their vouchers in a way which best suits their needs.

Equality and discrimination Creating fair workplaces. Fairness in the workplace is a vital part of a successful business or public body. It is supported by the law - the Equality Act - and also makes good business sense in running and developing an organisation. Equality and diversity in the workplace can affect relations between staff, so a well-implemented diversity programme can create a workplace that’s centred on fairness, dignity and respect. Good diversity programmes may include. Equality and Diversity UK Embedding equality and diversity into everyday practice. Policies to promote equality and tackle bullying. 3. Public sector equality duty. 4. Reasonable adjustments. 5. that our own personal and professional practice is of the highest sta ndard.

Review and monitoring 8. This is used to inform and improve our employment practices. If through monitoring any discrimination is identified the Library will take corrective action to eliminate it.

Any resultant statistics and analysis will be kept by the Human Resources Directorate and shared with the trade unions. The Library will use the information from the Staff Survey to measure its record on meeting our equality and diversity policy aims.

What is Equality and Diversity?

The British Library Annual Report Statutory progress reports as required which can be on areas of any equality schemes plans or action plans Statutory progress report for the Northern Ireland Equality Scheme An annual equality employment monitoring report which will measure our performance against our employment practices such as recruitment, promotions, turnover, grievances, training and performance management 8.

Examples include specific training on race, gender, gender identity, disability, sexuality, age and religion or belief, in accordance with the requirements of the law and good practice. Managers are to ensure that all new entrants are made aware of our Equality and Diversity Policy and Harassment, Bullying and Discrimination policy.

Please contact HR Administration if you require a copy in an alternative format. Discrimination see Appendix 1 - Glossary Direct Discrimination occurs when someone is treated less favourably than another person because of a protected characteristic. For example, a manager does not select a pregnant woman for promotion even through they meet all of the competencies because they are pregnant.

This is probably direct discrimination and cannot be justified. Associative discrimination occurs when someone discriminates against someone because they associate with another person who possesses a protected characteristic. Relevant protected characteristics include age, disability, gender reassignment, race, religion or belief, sex, sexual orientation.

An example of this is when a manager does not give a job-applicant the role, even though they have met all of the competencies for the role, just because the applicant tells the employer they have a disabled partner.

This is probably associative discrimination because of disability by association. Discrimination by perception occurs when someone discriminates against an individual because they think they possess a particular protected characteristic.

Analyse own responsibilites for promoting equality

It applies even if the person does not actually possess that characteristic. An example of this is when a manager selects a person for redundancy because they incorrectly think they have a progressive condition i.Systematic analysis of corporate diversity policies of US private sector organisations from to found legal establishment of leadership responsibility for representation of women and ethnic minorities in management positions had greater effects on managerial diversity than other strategies In the UK voluntary reporting.

Analyse the impact of professional relationships on children and young people promoting equality and explain how and why they are effective 6. Understand the value of diversity and the importance of equality and anti- children and young people. Equality and discrimination Creating fair workplaces.

Fairness in the workplace is a vital part of a successful business or public body. It is supported by the law - the Equality Act - and also makes good business sense in running and developing an organisation.

Analyse own responsibilites for promoting equality

announced the adoption of FAO’s new corporate Policy on Gender Equality. With this policy, I wish to underscore the Organization’s and my own commitment to promoting gender equality and women’s empowerment as a key to eradicating hunger and poverty worldwide.

Women make crucial contributions in agriculture and rural enterprises. support equality and diversity Analyse impact of own behaviour on individuals and their experience of the organisation’s culture and approach Review the impact of own behaviour on own organisation’s culture Explain and demonstrate how working with other agencies can promote .

The Department for Work and Pensions is committed to providing services which embrace diversity and that promote equality of opportunity.

It Is Time Media, Especially Advertisements Own Their Responsibility In Promoting Patriarchy