Diversity results from differences in gender, ethnic or national origin, religion, age, disability, marital status, sexuality and many other factors which cause people to have different perspectives on the same set of facts or issues.
Valuing diversity means valuing the qualities that different people bring to their jobs, to the resolution of problems and to the development of business opportunities - rather than judging people and ideas by the extent to which they conform to existing values or personal preferences. It can also mean valuing differences between people and the ways in which those differences can contribute to a richer, more creative and more productive business environment, which is closer to our many different customers in Thurrock.
The basic concept of managing diversity accepts that the workforce consists of a diverse population of people. The diversity consists of visible and non-visible differences which include, gender, ethnicity, disability, sexuality, age and religion. It is founded on the principle that harnessing these differences will create a more productive environment in which everybody feels valued, where their talents are being fully utilised, and in which organisational goals are met.
No, Diversity is a concept which recognises the benefits to be gained from differences. 'Equal Opportunities' has traditionally been a concept which has been based mainly on Human Resource issues.
Yes, under the Race Relations Act 1976 and the Race Relation (Amendment) Act 2000 we have a number of general and specific legal obligations.
Under the RRA 2000 all public authorities have general and specific obligations.
The general obligations include:
The specific legal obligations include:
Yes, Failure to implement our general or specific obligations can lead to action being taken by the Commission for Racial Equality, employees and service users. The Audit Commission are also responsible for monitoring our progress of our Race Equality Scheme and the legislation.
Race Equality Scheme has to be produced, reviewed and implemented by all public bodies and must include details on how it will deliver its general and specific obligations under the RRA 2000. It must cover three key areas which are employment, service delivery and procurement of services.
Our Race Equality Scheme can found in our Diversity web section and will be reviewed regularly.
The Audit Commission has a legal duty to monitor local authorities on the performance of Race Equality Schemes and other diversity initiatives. The two key vehicles used for monitoring purposes are the Best Value process and the Corporate Performance Assessment. The Commission for Racial Equality also have powers to investigate claims of racial discrimination and/or institutional racism.
No. Our legal obligations clearly state that all racial groups are protected by the race equality legislation.
Yes, There are mainly two Acts of Parliament that require us to tackle discrimination between men and women, namely, the Sex Discrimination Act 1975 and the Equal Pay Act 1970.
Under the Equal Pay Act 1975 we have a legal duty to tackle sex discrimination against individuals in the areas of employment, education, and the provision of goods, facilities and services. It also prohibits discrimination against individuals because they are not married. This applied to men and women irrespective of age and therefore includes children.
We also have a legal obligation under the Equal Pay Act 1970 which states that, as an employer, we must ensure all men and women of all ages must receive equal pay for equal work where work has been proved of equal value.
There are two types of discrimination.
Direct Discrimination occurs where a woman or man is treated less favourably than a person from the opposite sex, in comparable circumstances is, or would be, because of her/his sex. Types of direct sex discrimination include sexual harassment and treating a woman adversely because she is pregnant.
Indirect Sex Discrimination occurs where a condition or practice is applied to both sexes but it adversely affects a considerable larger proportion of one sex than the other, and it is not justifiable, irrespective of sex, to apply that condition or practice.
Yes. We need to ensure that men and women are not discriminated on the grounds of their gender in the provision of services, employment and pay.
Furthermore, we also have Best Value Performance Indicators which need to be implemented and reviewed on a regular basis which will help us become an 'excellent council' and an 'employer of choice'.
No. Under both statutes men and women can equally have a right to claim discrimination on the grounds of employment, pay and good of service.
Yes. The Disability Discrimination Act 1995 (DDA) clearly states that it is unlawful to treat people with disabilities less favourably than other people.
We have a legal duty to tackle barriers that disadvantage people with disabilities in regards to employment, access to buildings and service delivery. Since October 1999 employers and service providers have to make reasonable adjustments for people with disabilities, such as providing extra help or making changes to the way they provide their service.
As service providers it is unlawful to discriminate against disabled people by:
From October 2004
Employers have a legal duty to make reasonable adjustments in order to ensure that the job applicant or staff member is not considerably disadvantaged. From October 2004 it will become unlawful for any employer to discriminate against a disabled person when choosing someone for a job or considering people for promotion, dismissal or redundancy.
Disability is defined by the DDA as a "physical or mental impairment which has a substantial and long term adverse effect on their ability to carry out normal day-to-day activities".
The Social Model of Disability argues that most of the day-to-day problems that disabled people face are caused by the fact that society is designed to meet the needs of non-disabled people. What disables people is not necessarily a particular condition but the way society reacts to it, for example lack of physical access, lack of opportunities in jobs and education, lack of choice, negative attitudes and assumptions.
Yes, In December 2003 parliament introduced the Employment Equality (Religion or Belief) Regulations as part of their obligations under the EU Employment Directive 2000.
Under the Employment Equality (Religion or Belief) Directive, which came into force in December 2003, it has became unlawful for any employer to discriminate against employees and potential employees because of their religion or belief.
It is now unlawful to discriminate in terms of recruitment and selection, training, promotion, transfer or any other employee benefit.
Yes, All faith and beliefs will be covered including Christianity, Islam, Hinduism, Sikhism, Buddhism, and Judaism.
The Employment Equality (Religion or Belief) Regulations do not cover service delivery issues. However, under Article 9 of the Human Rights Act 1998 which states that 'everyone has the right to freedom of thought, conscience and religion; this right includes freedom to change his religion or belief and freedom, either alone or in community with others and in public or private, to manifest his/her religion or belief, in worship, teaching, practice and observance' we have a legal obligation to ensure that our services do not discriminate against any religious group.
In our aim to become a Level 3 Equality Standard authority we are assessing our policies, functions and services with the aim of identifying barriers that may hinder our progress in building a more inclusive and prosperous Thurrock.
Yes. In December 2003 parliament introduced the (Employment Equality (Sexuality) Regulations as part of their obligations under the EU Employment Directive 2000.
Under the Employment Equality (Sexuality) Directive, it has now become unlawful for any employer to discriminate against job applicants on the grounds of their sexuality.
It is now unlawful to discriminate in terms of recruitment and selection, training, promotion, transfer or any other employee benefit.
Yes. The legal obligation clearly states that heterosexuals are also protected under the Directive.
No. The Employment Equality (Sexuality) Regulations do not cover service delivery issues.
We are assessing our employment procedures to ensure that we are not in breach of our legal obligations. In our aim to become a level 3 Equality Standard Authority we are assessing our policies, functions and services with the aim of identifying barriers that may hinder our progress in building a more inclusive and prosperous Thurrock.
Not yet, However, In October 2006 Parliament will introduce the Employment (equality (Age Discrimination) Regulations as part of their obligations under the EU Employment Directive 2000.
From October 2006, under the Employment Equality (Age Discrimination) Directive, it will become unlawful for any employer to discriminate against job applicants and employees on the grounds of their age.
In October 2006 it will become unlawful to discriminate in terms of recruitment and selection, training, promotion, transfer, or any other employee benefit.
No. The regulations also point out that young people can also encounter age discrimination in terms of employment.
No. The Employment Equality (Age Discrimination) Regulations will only cover employment issues.
In our aim to become a Level 3 Equality Standard authority we are assessing our policies, functions and services with the aim of identifying barriers that may hinder our progress in becoming a more inclusive and prosperous Thurrock.
The Equality Standard was developed by the Employers Organisation to ensure that local authorities have programme where all equality and diversity streams are developed and mainstreamed into employment, service provision and procurement procedures.
The Equality Standard contains 5 level which are:
Level 1 - Commitment to a Comprehensive Equality policy
Level 2 - Assessment and Consultation
Level 3 - Setting Equality Objectives and Targets
Level 4 - Information Systems and Monitoring against targets
Level 5 - Achieving and Reviewing Outcomes.
To achieve any Level within the Equality Standard each service area would need to be assessed at the same level. For example, if one service area was to be assessed at Level 1 when all other service areas are assessed at Level 2 the Council would be deemed as a Level 1 local authority.
The Equality Standard assesses four key areas across the Council and in each service area. These include:
a. Leadership and Corporate Commitment
b. Consultation, community development and scrutiny
c. Service delivery and customer care
d. Employment and training
No. Each Level of the Equality Standard has to be steadily built upon. For example, if the authority is not engaged in assessment and consultation at each service level the we cannot be assessed as Level 2 authority. This would therefore mean we cannot reach level 3.
Yes. The Equality Standard, the Race Equality Scheme and our Corporate Equality Strategy is assessed by the Audit Commission in determining whether we are an excellent council. We have recently reached Level 2 of the Equality Standard, in line with our Best Value Performance Targets, and this will help us become a excellent Council. Diversity mainstreaming has, over recent years, become a key area for Audit Commission, as demonstrated in our recent CPA pilot, the Audit Commission devoted the sixth theme to diversity and customer care.
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