Promoting equality in our company

1. Promoting equality in our company {Name} {Date}

2. Learning objectives What does equality and diversity mean? What are the consequences of getting it wrong? How can we promote equality? What are the nine protected characteristics? Our Company Policy on equality

3. What is equality? “... ensuring every individual has an equal opportunity... regardless of where, what or whom they were born, what they believe, or whether they have a disability" (Source: Equal Opportunities Commission) Our Company is committed to equality for all

4. What constitutes equality?

5. Why does it matter? It is the law – Equality Act 2010 Equal treatment is good for business: Greater commitment and engagement Improved motivation Willing to go the extra mile Increased productivity =S U C E S S!

6. nine Protected characteristics

7. When it goes wrong

8. Direct ... Treating someone less favourably than another on the basis of a protected characteristic Indirect ... Having a requirement or rule which unintentionally discriminates against individuals or groups with protected characteristics Two types of discrimination

9. Direct Indirect I didn’t get the job because of my disibility / gender / race Without a degree, I don’t stand a chance They asked in my interview whether I was planning a family Only mothers can apply for flexible working Examples of discrimination Sunday working is compulsory – what about my faith? His attitude changed when I told him I was gay

10. You make the call: is it direct or indirect discrimination? Direct Indirect  “Where I work we have to be clean-shaven but I wear my hair long for religious reasons.”

11. You make the call: is it direct or indirect discrimination?  Direct Indirect “On average women working in financial services are paid 40% less than men for the same job.”

12. Perception discrimination This occurs where someone is discriminated against on the grounds of a characteristic others think they possess.

13. Perception by association This occurs where someone is discriminated against because they associate with someone who possesses one of the protected characteristics.

14. Recruitment • Retirement or redundancy • Promotion • Pay, including bonuses • Training • Opportunities • Mentoring • How work is allocated IT’S A BIG DEAL! When is equality important?

15. Offering equal treatment and opportunities to all • Reviewing recruitment, selection and promotion procedures • Carrying out screening to ensure all groups are represented in our working environment • Requiring everyone to read and implement our Equality and Diversity policy Our equality and diversity policy

16. What should you do? • Ignore it – she’s always complaining and this is just ‘her latest thing’ • Check the roster to see if she has a valid point – if she does, put a plan in place so tasks are rotated in future • Tell her to find another job – she wouldn’t be missed • Explain if there are genuine reasons for this Scenario 1

17. Fair 2. Based on merit 3. Free from bias Every decision we make must be: Stop rushing – there’s a risk of unconscious bias Peer review Objective criteria

18. Regularly remind your team about our Company's Equality and Diversity Policy – help them understand the rules and why they're important • Treat all team members and clients with respect – make sure that any events or entertainment are appropriate and give a professional impression; remember you are a role model • Be alert to incidents of unacceptable conduct and deal with them quickly - support anyone who makes a complaint • Resolve cases sensitively and ensure there is no victimisation afterwards • Keep written records of any investigations, including the outcomes • Escalate serious complaints – for example, to the Head of Human Resources/Equality Officer Do

19. Use stereotypes or make assumptions based on the nine protected characteristics - it creates inequality and discrimination • Use careless or insensitive language at work – it suggests you may condone it • Ignore reports of discrimination, harassment, bullying or victimisation – it looks like you’re taking sides • Be judgemental when investigating reports of discrimination and harassment – your job is to get the facts, without bias • Keep complainants informed of what’s happening at all stages • Forget to mediate – once complaints are dealt with, team members may have to continue working together; you can help them move on • Discuss cases openly or leave confidential reports on your desk DoN’T

20. Any Questions?

21. Call _____ on _____ if you need information or guidance • Call _____ on _____ if you need to make a complaint • Access self-study courses on our e-learning portal for further training [or optionally – Complete your mandatory training on our corporate e-learning portal] NEXT STEPS