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Solat Chaudry. Sharing Equality & Diversity Best Practice . Equality Bill Briefing by EHRC. Kirtikumar Doshi October 2009 . Government's Equality Bill . Commission's response to the bill, provisions for: a socio-economic duty outlawing age discrimination

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solat chaudry
Solat Chaudry
  • Sharing Equality & Diversity Best Practice
equality bill briefing by ehrc

Equality Bill Briefingby EHRC

Kirtikumar Doshi

October 2009

government s equality bill
Government's Equality Bill
  • Commission's response to the bill, provisions for:
    • a socio-economic duty
    • outlawing age discrimination
    • introducing a single public sector duty
    • tackling the gender pay gap
    • promoting equality through procurement
    • clarifying aspects of discrimination law and positive action
  • Parliamentary Briefing for the second reading
1 socio economic duty
1. Socio-economic duty

Some of most deep rooted discrimination

One of many complex structural causes

Driver of social mobility

EDUCATION key

Tool for health authorities

Creating social change

2 age discrimination
2. Age Discrimination

Covers goods, facilities & services

Mandatory retirement age remains

Premiums on age remain legal

EHRC research on ageism in health & social care

EHRC wants abilities rather than DOB

Guidance, working with NHS

3 public sector equality duty
3. Public Sector Equality Duty
  • Currently legal requirements race gender and disability
  • Covers all types of inequality
  • Focus on results, not box ticking
  • Simplified approach, one single duty, one EIA
  • Cross over benefits
  • EHRC view that specific duties needed to:
    • Evidence gathering & prioritise, via EIA
    • Disability distinct
  • June, Gov office consultation on specific duties
  • Code of Practice due prior to 2011 implementation
4 gender pay gap
4. Gender Pay Gap
  • Transparency
  • Some sectors difference stark
    • 60% in Finance
    • Private sector 21.7%
    • Public Sector 13.8%
  • EHRC consulting re measuring and publishingthis summer.
  • Report by 2012/13 final report for all 250+ employee organisations
5 procurement
5. Procurement

£180 billion pa from public sector

Guidance needed

EHRC wants Single Public Sector Equality Duty to make explicit link to E&D and procurement

Office of Government Commerce to reform Pre Qualification Questionnaire, with EHRC

Streamline and clarify

6 enforcement and clarifying the law
6. Enforcement and clarifying the law

Complexity of the law

Clarification & consistency

No ‘hierarchy of rights’

Disability distinctive

Malcolm judgement & EHRC proposal ‘disability related less favourable treatment’

Coleman case and ‘discrimination by association’

7 positive action
7. Positive Action

Confusion (PQs for second reading)

Positive actions vs discrimination

Business benefits re representing community

Role models in schools

Tipping factor for tie break

Positive discrimination remains unlawful

EHRC guidance

8 general guidance on the bill
8. General Guidance on the Bill
  • Statutory Codes of Practise & informal materials
  • EHRC Six weeks consultation on non statutory guidance for priortisation
  • Web based survey

http://www.equalityhumanrights.com/en/projects/newequalityact/ page/equalitybillbriefing.aspx

  • Available by July 2010
  • Statutory Guidance parliament by late 2010 in time for implementation in early 2011
lunch
Lunch
  • Back at 1pm
a challenge for all of us
A Challenge for all of us

We are all passionate about making a difference and there is much to do – we need to work together to share best practice and ideas and remember we all have the same challenges.

I have been asked to share some of the thoughts we at castle have had to meet these challenges

training to raise awareness
Training to raise awareness
  • Mandatory half day for all permanent staff
  • Offer more flexible for sessional staff (distance learning/on-line)
  • More accessible content around culture and ways of working
  • Communication Rules – Words Vs Tone Vs Non Verbal communication
  • Cover basic legislation but emphasise it is about they way we behave and work
  • Use of intranet to make information user friendly and accessible – especially resources
learner voice
Learner Voice
  • Central to Equality and Diversity
  • Learners can be involved in everything from strategic thinking and planning, policy and procedure development, curriculum development, impact assessments
  • Learners can provide valuable information about accessability, learning environment, feeling safe..
  • Learners can provide feedback but need to see action as a result
  • Need more celebration of achievement
ofsted framework
Ofsted Framework
  • Increased emphasis on narrowing the achievement gap between particular groups – need specific targets agreed across the organisation and everyone understands their role in making the improvement
  • On-line reports which make data accessible and drill down to individuals
  • Embedding of E and D into the curriculum – need accessible resources and support
  • Staff profile to reflect student profile – mentoring, leadership programmes, open events…
  • Demonstrating impact of policy and procedures – the ‘so what’ scenario
single equality scheme
Single Equality Scheme
  • Comprehensive document which needs to be distilled for staff and students
  • Selection of targets need to be achievable and shared by whole organisation
  • Use of intranet and website to demonstrate commitment and progress being made
  • Annual report on workforce and students to governors
impact assessments ias
Impact Assessments (IAs)
  • Embedded across the organisation
  • Great process to raise awareness of six strands and how we could inadvertently affect individuals and or groups
  • Improves what we do and ensures policies, procedures are inclusive
  • Involve learners in student policy development and IA’s
equality and diversity local network
Equality and Diversity Local Network
  • EMFEC coordinating network – next meeting on Wednesday 25 November 2009: 12.15 pm (networking lunch), 1.00 - 3.45 pm (meeting)

EMFEC, Robins Wood House, Aspley, Nottingham

  • Need broad range of providers
  • Support from LSIS
  • Opportunity to share best practice
  • Action Research Project(s) to evaluate impact
self assessment
Self-Assessment
  • Self-assessment: updated guidance

Oct 2008

  • Self-assessment and health, safety and welfare March 2009
  • Self-assessment and equality & diversity October 2009
equality and diversity 1
Equality and Diversity (1)
  • Use of terms
  • Current policy and regulation: the Equality Bill
  • EHRC and Ofsted
  • The Framework for Excellence
equality and diversity 2
Equality and Diversity (2)
  • The Learner Voice
  • Workforce leadership and development
  • Sources of support
  • AoC, ALP, NIACE
  • Support for learners
equality and diversity 3
Equality and Diversity (3)

Case Studies:

  • East of England: colleges and WBL
  • Leeds City College

LSIS:

  • Enhancing practice
  • Equality and diversity leadership toolkit
funding body expectations
Funding Body Expectations
  • The LSC:

Setting expectations, support

  • E&D Impact Measures
  • Single equality schemes
  • Successor Bodies and others: DWP, HEFCE
engagement
Engagement
  • Learners and potential learners
  • Employers
  • Communities
  • Peers
  • Support services
is mental health getting a look in

Is mental health getting a look-in?

Kathryn James

Programme Director

NIACE

slide31
Promoting mental health and well-being for learners and staff is a win:win situation

Participation in learning and being in work are good for mental health and well-being

There is good practice but the FE sector is not immune from negative experiences and poor practice

is mental health getting a look in1
Is mental health getting a look-in?

Key policy drivers:

No One Written Off: Reforming welfare to reward responsibility (DWP 2008)

Working for a Healthier Tomorrow (2008)

New Horizons Public Mental Health Strategy (2004)

Mental Health and Employment (Perkins Review) (2009)

slide33
Learning for Living and Work: Improving education and training opportunities for people with learning difficulties and/or disabilities (2006)

Commission for Disabled Staff in Lifelong Learning (2008)

LSC Mental Health Strategy – The Way Forward (2009)

Healthy FE Framework

barriers
Barriers

Stigma

Disclosure

Lack of awareness about ‘reasonable adjustments’

slide36
For any further details contact:

Kathryn James – Programme Director

kathryn.james@niace.org.uk

Carol Anne Taylor – Regional Project Officer Mental Health

carolanne.taylor@niace.org.uk

workshops
Workshops
  • Nuthall 1: Evidencing Good Leadership and Management of E&D – Alison Scott, EMFEC
  • Fountain Room 1 & 2 (near Restaurant): Supporting Self-assessment for E&D – Jim Aleander, Principal Learning Ltd
  • Nuthall 2: Fitting if all together – setting E&D in our everyday life as a provider – Sue Daley, Boston College
  • Nuthall Suite: Q&A session – Investing in Diversity – Solat Chaudry, NCFD
conclusions
Conclusions

Thanks

Evaluations & Book to Read

Next steps

And finally…

from the undesirable ds
From the undesirable Ds..

Disbelief

Disheartened

Disengaged

Disappeared

to the desired ds
To the desired Ds…

We’re going to disappear now, but…

Define what it is needed

Decide what and how it’s going do be done

BeDefiant in Driving the future!

thank you
THANK-YOU

Enjoy your journey

towards achieving

equality & diversity

embedded excellence