Equality and Diversity

A Guide to Equality Training for Employers

2011-11-10T06:00:00.000-08:00

There is more need for equality and diversity training in the workplace than ever as workforces are becoming increasingly diverse. It is the employer's responsibility to ensure that all employees are aware of the laws and policies which are in place to protect other employees and guard against discrimination.

By having well designed policies in place and a training program which complements it, a company can receive the benefits of a productive workforce and no harassment, discrimination and victimisation in workplace.

An equality training program can be implemented in a number of different ways. A good time to start the equality and diversity training process is right from the point of hiring. A new training program can also be introduced to long-time employees during regular team meetings. Further training may be required during work hours if required, Another option is to enroll employees in an online training program. No matter how you plan on implementing your training program, you should also make sure to let all of your employees know of any important policy changes that are made regarding diversity and discrimination in the workplace. Many organisations require their employees to undergo semi-regular diversity training as changes are made to laws and policies. Ongoing training is more effective than a one-off session.

Whichever approach your company takes to training there are some very specific topics which should be covered. A equality training program must first and foremost cover all the laws that protect individuals from discrimination and harassment as well as what behaviours are and are not acceptable in the workplace. It should be made clear that there will be consequences also to those who are aware of discrimination or harassment taking place in the workplace but choose not to report it. In other words, it should address the monitoring of behaviours in the workplace. Also, it should be made clear that this unwanted behaviour is not only detrimental to the victim but to the workplace as a whole.

At the end of the day, it is the employer's responsibility to ensure employees are educated about equality and diversity as this will benefit the staff and the company's efficiency. If it is established that employees have not been properly trained and there is a case of discrimination or harassment, the employer can be held responsible.

Equality and Diversity Policy - What Exactly Does it Entail?

2011-11-03T12:00:00.000-07:00

An equality and diversity policy is as simple as it sounds. It is a written document that shows a company's dedication to overcoming discrimination in all areas of the workplace. It is important for your company to have an equality and diversity policy for many reasons. Firstly, it demonstrates to people seeking employment within a company that they won't be treated any differently to anyone else on the grounds of protected characteristics which they may possess. Having an equality and diversity policy also bodes well when trying to win new business as other companies or prospective clients may wish to know what your views are on such a topic before associating with you.

When making a determination as to whether your company needs such a policy, the rules are simple. Basically, any business is better off with such a policy because of the reasons mentioned previously. Even if a "company" is defined by one person, such as in real estate, an equality and diversity policy may be requested by clients. Showing that your company will take no part in discrimination can go a long way. Getting the policy written is the first step, next staff should be familiarised with it and measures taken to ensure that it is upheld.
It may seem a little daunting having to write and implement a policy but their are organisations out there to help with this, as well as providing equality and diversity training.

You can create awareness of your policy in a number of ways. Your company website could be one way of making the policy available to employees. Another way is to include the policy in the employment contract, that way each employee has a copy which they have signed. A particularly good place to put it , is in the company handbook. Once the policy has been created, these are all good ways in which to make sure employees have access to a copy.

Scheduled consultations with employees is the number one way to make sure that the equality policy is being adhered to. Speaking with employees in small groups will help you understand the things that are happening and any possible issues your employees may have with the policy. This will be the perfect opportunity for any cases of discrimination to be uncovered. Let employees know that the company has open doors for anyone who would like to discuss equality and diversity. They should also know that they can inform the company of any issues anonymously. Indications of any issues present should be looked into thoroughly by company officials.

It is advisable to check the policy at least twice a year to make sure it is still relevant to the employees needs. As a company grows, the policy may need to be amended to ensure that there is no discrimination of any kind occurring in the workplace. These types of policies are becoming increasingly important so regardless of size all companies should make sure they have one in place and that both employees and clients have access to information and guidance.

Things to Know Before Making Redundancies

2011-10-25T02:43:00.000-07:00

The world in business, particularly when it applies to people, is constantly changing. The way you have run your business one day may change the next day because of equality and diversity legislation. If your business is in a decline mode, you may need to think about cutting staff in order to survive. Before acting, you should review the relevant employment contracts and handbooks to confirm they have an up-to-date statement of your company's redundancy policies. If you have spoken with a business owner who was compelled to employ obligatory redundancies, you will have quickly realized exactly how complicated it is when your knowledge of facts is deficient.

When there's a downturn, the best thing is to take care of your business and its employees first. When planning a redundancy program, an employer will have to be in compliance with certain legal procedures. For instance, an employer is okay making a staff member redundant if the business is closing or if the job the employee fills isn't required anymore. When an employer lays off 20 or more employees during any 90 day time period, he must have a consultation with a human resources manager or with those who were terminated.

Temporary layoffs can be used by employers before resorting to redundancy. It has to be for a set period of time and you have to realize that an employee could possibly claim redundancy if that time period is exceeded. Another good way to boost morale is to let employees choose their own hours.

Flexible hours allows an employer to continue to utilize the skills of loyal employees through job sharing, part-time hours or term-time working. The employees might be okay with this and realize that times are hard and there is a need to cut back. Another flexible option could be to allow some employees the option to work from their home, which will help cut down of office expenses.

As an employer, you must give an employee a notice period, and you should give your employees on the "redundancies" list one week's pay for every year they worked up to twelve weeks. Anything received under £30,000 is tax free for your employees. Additionally, if your employees receive a lump sum, as their employer, you should be encouraging that they place some of it in a pension plan. We recommend that redundant individuals be given the option of working with an outplacement counselor who is sponsored by the company.

How to Avoid Unlawful Discrimination when Training Staff

2011-10-25T02:26:00.000-07:00

In every area of one’s business, it is important to make sure that a comprehensive equality and diversity policy is in place and being properly monitored. This applies in instances of staff training in terms of both content and access because training can be seen as both a direct benefit, therefore being treated as a form of compensation, and as a gateway to promotion. When an employer fails to make a complete application of correct company policies, this can cause employees to file successful lawsuits regarding illegal discrimination, even in cases when the employer makes an effort to make these conditions better for employees. Taking proper precautions at the outset is the best way to avoid costly lawsuits in the future.

Knowing What the Law is About
The anti discrimination employment law stipulates that it is illegal for anyone to be at a disadvantage in the workplace simply because that person is a member of a protected class. Protected classes include: race, disability, family status, age, color, creed and gender. Employment decisions made based on any of these criteria are improper and can form the basis of a lawsuit, and, in the case of legitimate disability or limitation, an employer is responsible for making reasonable accommodations for the disadvantaged employee. However, anti discrimination laws also can be violated if opportunities are provided that disadvantage one group. It is illegal to disadvantage a protected class in connection with training unless there is a justifiable business reason.

Legal Considerations of Training Courses
Employees typically see training courses both as a form of compensation and as a way to advance within an organization. In order to stay within the bounds of the law, it is important to be sure to not intentionally, or inadvertently, create or offer employee training that can be seen as disadvantageous to a given protected class. For example, a company that has many locations spread out in a metropolitan area that decides to offer training only at specific location, must do so without putting groups at a disadvantage. Location can be a form of discrimination, when the locations were only offered at a distance from minority neighborhoods. That could result in the company facing danger and possibly a law suit. If the company had a legitimate reason, such as the locations selected were those owned by a third party training company, there might be a counter-argument. When you set about to draft the equality and diversity policy for the company you must consider that even effective defenses will not prevent law suits from being filed.

The Equality Act 2010 with Regards to Disability

2011-10-20T02:04:00.000-07:00

Under the Equality Act 2010 (EA), it is a violation of the law for an employer to discriminate against anyone who is disabled, whether they are an employee or someone who applies for a job. This equality and diversity legislation also relates to the recruitment, promotion and dismissal of your employees. As you make the reasonable adjustments the law requires, you must also ensure that a disabled individual will not be at a significant disadvantage in comparison to someone else who does not have that disability.

Recognizing disability

In Great Britain, approximately one in every five adults is disabled, and the legal definition of the term is quite broad. According to the EA, a disabled individual is one with a mental or physical handicap that hampers necessary, daily activities. In addition, those with multiple sclerosis, cancer, HIV infection or certain visual conditions are automatically classified as being disabled.

Dealing with poor job performance

When a disabled person is doing poorly on the job, you may legally discipline or dismiss them, provided that you would take the same steps with an employee who is not disabled. If a disabled employee's unacceptable performance is related to the disability, reasonable accommodations must be made to ensure that the employee can properly perform the job.

What are "reasonable adjustments"?

Keep your business practices and policies up to date to ensure that your disabled workers are on a level playing field with non-disabled workers, as is required by current equality and diversity legislation. In addition, employers need to offer the accommodations that are needed to prevent an employee who is disabled from suffering a disadvantage. This could include additional or modified equipment for doing the job, and the employer must also be fully aware that such a disadvantage exists.

Preventing the problem

To prevent future problems, employers would do well to understand any adjustments that a disabled applicant or employee may feel need to be made specifically for them. Employers need to always take the first step under these circumstances, instead of the person with the disability, however they need to know that questions related to health are limited before offering them a job.
Promoting a company-wide consciousness of EA regulations ensures that you comply with anti-discrimination policies while also projecting a positive image to potential employees as well as to your customers, suppliers and other industry associates.

An Employer's Guide to Diversity Training

2011-09-20T01:50:00.000-07:00

As a company begins to grow and gather more employees, its workforce will most likely grow in diversity with regard to differences in culture, demographics, along with heterogeneity. It is essential to have a clear understanding in how to manage a diverse workforce in order to achieve business success.

The main goal of diversity training is to foster greater understanding and demonstrate to the workforce the best ways to cooperate in order to construct a mutually beneficial work environment. Colleagues learn to work together more closely and be accepting of their differences. Tolerance will increase with training, and the number of workplace conflicts will subside when employees have been educated about the positivity of diversity.

A diverse mix of experience and background is a real plus for any company. That way, a firm can incorporate a number of different viewpoints on various types of circumstances, and can anticipate issues that may not have been noticed otherwise. The best example of this is in business offices; too many opportunities are lost because the company is only looking in one direction, and by doing that they miss opportunities that would have been seen by a company with a wider view. Every company should do what it can in order to encourage this spectrum of experiences and backgrounds, and then train its people to work together for the good of the company.

Diversity training methods will be tailored specifically to each unique working environment. It ought to be incorporated within the management approach that is presently in use. An environment that is more accommodating should result from the recognition of diversity and promotion of communication. Acceptance and unity amongst the workforce is essential in order for the business to achieve a high level of productivity. Businesses that put resources into diversity training realize a boost in their productivity and effectiveness. They have also gained respect for their diversity commitment by their employees, customers, and peers.

Reaching the stage where diversity is totally accepted by all employees is not an easy or quick goal to achieve and may never be reached totally. However, making the decision to invest in diversity training and stick with it until results have been achieved is a worthwhile move. Global commerce has increased substantially in recent years, and a diverse work staff can only enhance the development of any company. Likewise, the market itself is gaining in diversity. A business that promotes diversity will have a wider spectrum of qualified employees to pick from.