Presentation on theme: "Equality & Diversity For All"— Presentation transcript:
1Equality & Diversity For All INTRO TO TALK:I’m going to tell you a bit about what your E&DTeam does, then we’ll do a quick quiz to test yourknowledge and we’ll finish up with a few slides.Hopefully time for questions at the end…By Mona Patel
2Meet your E&D TeamWe are responsible for developing and putting into practice the University’s Equality & Diversity agenda.The Equality & Diversity Team is part of Organisation Development, Training & Diversity (ODTD); which is one of the 4 HR departments, and is headed by Josie Elson.The team work with all members of the University community.We give clear guidance and identity to this important area of the University’s work and support the legal, institutional and cultural aspects of E&D.We provide a range of services, sources of information and advice such as the development of policies, schemes, and guidance and ensuring that there is effective consultation and involvement.We offer advice with respect to all aspects of E&D to managers and students.From left to right: Mona Patel, E&D Officer, Katherine Wrigglesworth, E&D Asst, Wendy Kenyon, E&D Manager & Vicci Jarman, E&D Co-ordinator.By M Patel
3FAIR PLAYQUIZ TIME!Split up the audience so that half room look at Q.s 1-3 and the other half look at Q.s 4-6Please could you spend 2-3 minutes reading and discussing the question and then choose one person to feedback to the rest of the group please…(If you have time, then plz look at Q 1 as well)By M Patel
4Question 1Which of the following characteristics are NOT protected by anti-discrimination law?AgeSexDisabilityAlcoholismPregnancy and maternityObesitySexual orientationGinger hairMarriage and civil partnershipGender reassignmentRaceReligion
5ANSWER Discrimination on grounds of d) alcoholism, f) obesity and h) ginger hairare not currently limited by discrimination law.CONTEXTThe Equality Act 2010 protects people in employment from discrimination, victimisation, harassment or any other detriment because of any of the mentioned ‘protected characteristics’ – except for alcoholism, obesity and having ginger hair. The Equality Act came into force from October 2010 and brings together over 116 separate pieces of legislation into one single Act. It is intended to simplify, strengthen and harmonise the current legislation to provide Britain with a new discrimination law that protects individuals from unfair treatment and promotes a fair and more equal society. The Equality Act 2010 (Disability) Regulations 2010 (SI 2010/2128) specifically provide that addiction to alcohol, nicotine or any other substance (except where the addiction originally resulted from the administration of medically prescribed drugs) is to be treated as not amounting to an impairment for the purposes of the Equality Act Alcohol addiction is not, therefore, covered by the Act.Less favourable treatment on the grounds of hair colour or appearance, except where it is linked to race, isn't specifically prohibited and name calling of someone with red hair does not amount to unlawful discrimination. Picking on someone because they have ginger hair could amount to bullying however.
6Question 2Positive action allows employers to automatically offer employment opportunities to people from under-represented groups to improve the diversity of their workforce. True or false?By M Patel
7ANSWERFALSEAn employer can take a protected characteristic into consideration when deciding whom to recruit or promote, where people with the protected characteristic are at a disadvantage or are underrepresented (for example, women or men in specific professions).Answer...FALSECONTEXTAn employer can take a protected characteristic into consideration when deciding whom to recruit or promote, where people with the protected characteristic are at a disadvantage or are underrepresented (for example, women or men in specific professions).This can be done only where the candidates are equally qualified, and it does not allow employers to have a policy of automatically treating people who have a protected characteristic more favourably than those who do not.The Equality and Human Rights Commission explains ‘equally qualified’ to means the situation in which there are ‘two or more applicants for a job who would be able to do it equally well – although they may do it differently depending on their skills and qualities’. It should be noted that adopting this provision could carry with it a risk of discrimination claims from unsuccessful candidates.
8Question 3An employee believes they have been discriminated against at work and goes to an Employment Tribunal. At the Employment Tribunal, the employee has to prove that s/he has been discriminated against.True or False?
9AnswerFALSEOnce a prima facie case of discrimination is established, the burden of proof shifts to the employer to prove they did not discriminate. Answer...FALSECONTEXTOnce a case of discrimination is first established, the burden of proof shifts to the employer to prove they did not discriminate. Under the Equality Act an Employment Tribunal can now make recommendations that an employer must eliminate or reduce the effect of discrimination on all employees, not only the claimant. Note for self - However, this provision will not extend to cover equal pay cases. There is no statutory limit to the amount that an Employment Tribunal can award in discrimination cases.
10Question 4 Yes or No? If you were picked on at work because you were friends with a gay man, couldYOU take action against your employer?Yes or No?
11AnswerYESThis is known as ‘discrimination by association’. It refers to a situation where an individual is discriminated against through their association with another person.Answer...YESThis is known as ‘discrimination by association’. It refers to a situation where an individual is discriminated against through their association with another person. In this example, the harassment is on the basis of a friend’s sexual orientation, which is protected by anti-discrimination law, regardless of your own sexual orientation.Discrimination based on association can occur if, for example, an employee is overlooked for promotion because their partner has undergone gender reassignment or if they have a child who is disabled.Discrimination based on perception can occur if, for example, an employer decides not to promote a male employee because senior staff believe him to be homosexual, irrespective of whether he is homosexual or not.Note to self: The new definition of direct discrimination introduced in the Equality Act 2010 extends protection based on association and perception, already applicable to race, sexual orientation and religion or belief, to include age, disability, gender reassignment, sex and pregnancy and maternity.
12Is this discriminatory? Question 5A woman returns from ordinary maternity leave(i.e. the initial 26 week period) to find thatchanges have been made to working practicethat make it difficult for her to continue workingdue to her childcare commitments. Heremployer did not consult her over thesechanges and cannot offer her an alternativeposition. Is this discriminatory?
13AnswerYESAn employee is entitled to return to the same job during or after the ordinary maternity leave period (i.e. the initial 26 weeks) on the same terms and conditions of employment as if she had not been absent. Preventing an employee from returning to work could result in a claim of unfair dismissal to an employment tribunal. During a period of additional maternity leave (i.e. the second 26-week period of leave) she is entitled to return to the same job on the same terms and conditions of employment as if she had not been absent. However, if it is not reasonably practicable for her to return to her old job, the employer should offer her a job: that is both suitable and appropriate for her to doon terms and conditions that are no less favourable than those for her original jobOffering a job that does not fulfil these criteria could result in a claim of constructive dismissal or sex discrimination. During maternity leave, an employer must keep the employee informed of promotion opportunities and other information relating to her job that she would normally be made aware of if she was working, e.g. redundancy situations. (this is the case for sickness absence too).Employment law gives some employees the right to request flexible working (MMU does). These include parents with a child under 18 (or a disabled child under 18) and people helping to look after an adult relative who needs care. If an employee who has worked for you for at least 26 weeks qualifies for the right to request flexible working, you can only refuse if there is a clear business reason for doing so.
14Question 6The World Health Organisation (WHO) declassified homosexuality as a mental illness in True or False?By M Patel & K Lee
15AnswerFALSEIt was 1990On 17 May 1990, the WHO endorsed an intention to remove homosexuality from the International Classification of Diseases (ICD) as a mental disorder.Answer...FALSE. It was 1990!CONTEXTOn 17 May 1990, the World Health Organisation endorsed an intention to remove homosexuality from the International Classification of Diseases (ICD) as a mental disorder. The UK government followed in 1993 by removing homosexuality from the central computer list of psychiatric illnesses. The age of consent was equalised in 2001.
16What is Equality of Opportunity? Applies to just minority groupsxTreating people with different needs exactly the same wayFavouring minority groupsTreating people FAIRLYEquality of Opportunity is often misunderstood:It doesn’t apply to just minority grpsIt doesn’t mean we need to treat people with diff needs exactly the same wayIt doesn’t mean favouring minority grps unlike what you read in the press…its simply about treating everyone fairly; nothing more nothing less.Its about CREATING A LEVEL PLAYING FIELD WHERE PEOPLE CAN PROGRESS PURELY ON BASIS OF THEIR MERIT.Note to self: But what is DIVERSITY?A broader concept about respecting & valuing all forms of difference in people and positively striving to meet their different needs.By M Patel
17Why do I need to know? Benefits to MMU: Benefits for You: To attract & retain the best staff & students from the widest pool of talent;Improves educational opportunities;Treating staff/students fairly creates a good working and learning environment;The Equality Act 2010Benefits for You:Your right to be treated fairly and with respect;Being aware of how to treat others with different needs;Helping to shape the E&D agenda…Uni’s Resp’s:Makes sense to make use of the talent and skills of everyone – this is crucial to MMU’s on-going successWP is a key objectiveA good environment is something which we all want – where people feel they can contribute and progress.The Uni has to abide by the laws and duties within the Equality ActYour Rights:Its good to know your own rightsBeing able to understand different people’s needsYou can help MMU shape the E&D agenda by getting involved – I’ll explain how on the next few slides…By M Patel
18YOUR VOICE IS IMPORTANT TO US! What can you do?Have your say!Get involved in consultation Equality Impact Assessments (EIA)Familiarize yourself with the University’sEquality & Diversity PolicyTell us about YOUJoin in focus groups andstaff networks1. Engage with us – individual members of staff have the right to be involved in matters that affect them.e.g. SES consultation highlighted many priorities such as improving physical/sensory access across university buildings, career progression and supporting LGBT staff etc This consultation became part of the recently published MMU SES.We conduct Equality Impact Assessments on all policies to ensure no adverse impacts, so we have EIA champions within depts who are our interface. Always looking for more colleagues to do this!YOUR VOICE IS IMPORTANT TO US!2. Read the policy so you are aware of your rights and what is happening around you3. Try to fill out equality monitoring forms/annual audits as honestly as possible so that our data is robust. This data helps the team to ensure that the University is representative in decision-making processes/policies.e.g. 6.1% of the total staff population at MMU had disclosed a disability compared with the sector average of 3%. Proactive work of Disabled staff at MMU – benefits in doing so. Mention the Disability GUIDE!Equality Challenge Unit, Equality in Higher Education – Statistical Report 20104. Join the Equality Staff Forums – explained on the next slide…By M Patel
19What kind of support is available? 1. Staff Networks Diversity & Equal Opportunities Committee(DEOC)Disabled Staff Forum (DSF)Membership - All Staff welcomeBlack & Minority Ethnic (BME) Staff ForumGender Staff Forum(GSF)Membership - All staff welcome.Lesbian, Gay, Bisexual & Transgender (LGBT) Staff ForumDisabled Staff Forum (DSF) - Running for over 5 yrsBlack & Minority Ethnic Staff Forum (BME)- Running for over 3yrsGender Staff Forum (GSF) – running for nearly 2 yearsLGBT Forum - set up in 2010REPORTING BACK TO THE DEOC CHAIRED BY OUR VCALL STAFF WELCOME TO JOIN…BUT GET IN TOUCH WITH Vicci…DETAILS on how to contact us are INCLUDED IN YOUR HANDOUTAll forums meet at least once a term and report back to the DEOC.By M Patel
20What kind of support is available? 2. Development & TrainingTraining CoursesE-learning Courses3. Other SupportAnti-Bullying & Harassment Advisors Network4. Useful Resources:4.1 Diversity Calendar4.2 Disability Disclosure Guide4.3 Website:2. E&D TrainingCourses or can be done on-line as an e-learning course to suit yourworking arrangements - offer a bit more flexibility.All inside the Staff Development BookletTake advantage of the what is offered3. Anti-B&H Advisors Network – Volunteers who help MMU create an environment that is free from any form of bullying & harassment. The Advisers play a vital part in promoting this and the University recognises and appreciates the value of the contribution of this role.4.1 . The MMU Diversity calendar – useful in terms of planning timetables, meetings around festivals & religious holidays etc. Also highlights any local diversity events taking place.4.2 Disclosing a Disability? Not sure who to turn to or how to inform your line manager/HR adviser? Download the guide or ask us…4.3 Website - you'll find links to University policies, procedures, good practice guidance. Also find progress reports and latest news. Information available on multi-faith quiet rooms around the university and external facilities (students and staff).By M Patel
21ANY QUESTIONS?“Universities are the gateway to careers; champions to civilisation and culture bringing challenges and perspectives on equality”~ David Ruebain, Chief Executive of the Equality Challenge Unit, June 2010The University has put considerable emphasis on ensuring that its values are underpinned by action and these can be found in the SES ACTION PLANThis presentation and the quiz is just the first step in considering equality and diversity, something that you should remain aware of and be proactive in throughout your working life at MMU.Thank you.Any Questions?By M Patel