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Diversity – an overview

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Presentation on theme: "Diversity – an overview"— Presentation transcript:

1 Diversity – an overview
6/5/2018 CII Local institutes Diversity – an overview

2 Importance to the CII Professional body / Code of Ethics
6/5/2018 Importance to the CII Professional body / Code of Ethics Increased retention of membership Compliance with Equality Act 2010 Compliance with Ofqual / FCA requirements.

3 Why diversity Prevention of a discrimination claim
6/5/2018 Why diversity Prevention of a discrimination claim Most discrimination is accidental CII is about ethical / professional standards Increased membership and retention of membership.

4 What an inclusive institute looks like
6/5/2018 What an inclusive institute looks like An organisation with a welcome culture where everyone is treated with respect and dignity and everyone feels valued Policies are in place concerning equality and diversity Members are aware of the inclusive values CII and are actively consulted.

5 What an inclusive institute looks like
6/5/2018 What an inclusive institute looks like Barriers facing specific groups are identified and action is taken to address them. Your Institute is aware of any potential tensions - and takes active steps to address them Inclusive strategies are fully supported and promoted.

6 How to undertake an inclusion review
6/5/2018 How to undertake an inclusion review Understand the demographics of your institute area Review of your policies What is in place for consultation and participation What initiatives does your institute have to improve inclusiveness? Training of council members Use Equality Impact Assessments (EIAs) Appoint Council officer to be responsible for Diversity.

7 The Protected Characteristics under the Equality Act 2010
6/5/2018 The Protected Characteristics under the Equality Act 2010 Age Disability Gender reassignment Marriage and civil partnership Pregnancy and maternity Race Religion and belief Sex Sexual orientation.

8 Local institute Diversity Champions
6/5/2018 Local institute Diversity Champions Local institute Diversity Champions Their remit is to: Open up lines of communication Prevent discrimination Improve inclusiveness Raise awareness of diversity issues. This training and awareness session produced by CII and Diversity Champions. Diversity Champions receive a monthly newsletter “Equality Matters” and happy to circulate this. (bring examples) Please feel free to use it. Next part relates to Examinations.

9 Examinations - Reasonable adjustments
6/5/2018 Examinations - Reasonable adjustments Definition of disability Lasts for at least a year Affects normal day to day activities Are reasonable adjustments requested/ that would need to be made reasonable? Regulations exist for Examinations, Co-ordinators and Invigilators (April 2014).

10 6/5/2018 Examinations – Most RAs result in additional time for the candidate to complete their exam or take breaks Some other arrangements we have made are: Use of JAWS software for a candidate without sight Use of a Dictaphone for a candidate with severe dyslexia A cushion (required for inspection by the invigilator before use) for “personal” problems Use of a laptop for a candidate with arthritis Use of a scribe for a candidate with functional dyspraxia. JAWS software – Computer software that can be bought and downloaded onto PC/Laptop . Converts text to speech. Used in schools.

11 Examinations - process for RAs
6/5/2018 Examinations - process for RAs Candidates can find our policy and process for access arrangements and RAs on CII website Details are on the back of the examination entry permit Candidates write in, at the time of booking their exam, with relevant medical evidence Each case is considered on an individual basis and liaison with the exam centre takes place.

12 Examinations - Requesting RAs
6/5/2018 Examinations - Requesting RAs We ask candidates to request an RA when they book their exam. Candidates who know the procedures usually make their requests well in advance For new candidates and those who have only recently had the need for an adjustment, we are required by law to do what we can. If we are unable to provide the adjustment, a full explanation is required This explanation could be used as evidence in Employment Tribunal Our first objective is always to assist our candidates in any way that is reasonable, regardless of the notice given

13 6/5/2018 Examinations - We also make adjustments for candidates from temporary conditions: Broken limbs either in plaster or on the mend Recovery from recent operation Effects from prescribed medication.

14 Examinations - Adjustments for Other Protected Characteristics
6/5/2018 Examinations - Adjustments for Other Protected Characteristics Prayer rooms Breaks for breast-feeding Bi-lingual dictionaries.

15 Equality Impact Assessments (EIA’s)
6/5/2018 Equality Impact Assessments (EIA’s) Why are EIAs important? Preventing discrimination before it occurs Ensuring inclusivity of the local institute Provides a defence if a discrimination claim against the local institute.

16 Equality Impact Assessments (EIAs)
6/5/2018 Equality Impact Assessments (EIAs) When should EIAs be undertaken? New policy, procedure, practice or event Changes to a policy, procedure or practice Review after a specific timeframe ie: 3 years.

17 Undertaking EIAs Read through the paperwork
6/5/2018 Undertaking EIAs Read through the paperwork Consider the policy, procedure, practice or event against each Protected Characteristic in turn Note any potential problems and where possible identify a solution If there is no solution or the solution is impractical, ensure this is noted on the EIA form Ensure EIA is signed off by the responsible person Ensure all remedial actions are carried out.

18 Protected Characteristic Any Impact? Remedial Steps/ Adjustments?
6/5/2018 Protected Characteristic Any Impact? Remedial Steps/ Adjustments? Remedial Steps/ Adjustments completed Age Disability Race Religion or Belief Sex Sexual Orientation Transgender Pregnancy and Maternity Marriage and Civil Partnerships

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