Policies and Procedures – I follow our workplace policies and procedures which set out our intentions and commitment to promote equality, diversity and inclusion, and give a framework for action. A few acts that support equality, diversity and inclusion: Equality Act 2010, Race Relations Act 1976, The Equal Pay Act 1975, The Disability Discrimination Act 1995. These Acts place duty on all public organizations to remove discrimination, harassment and victimization in the workplace; promote fairness; enhance equality of opportunity between people from different groups, promote good relations between people of different groups.
1. Explain how legislation and codes of practice relating to equality, diversity and discrimination apply to own work role
Page 5 - 1.1 - Identify the current legislation and codes of practice relevant to the promotion of equality and valuing diversity
The Equality Act (2010) is thought to be one of the most significant acts in promoting anti discriminatory behaviours by both employers and companies along with the rest of society. The Equality Act (2010) covers the Sex discrimination act, race relations act and also the disability discrimination and 6 other acts and regulation all in one and so this make it easier for everyone to understand their responsibilities and shows them how everyone is entitled to dignity and respect and gives individuals, greater protection from discrimination and to protect and also promote a fair and equal society (please see reference below).
Equal opportunities - These policies are set out to say how employees should be treated in
There are many Legislations, Codes of practice (Some of which are listed below) and also my workplace policies which regulate equality diversity and inclusion within my area of responsibility.The equality and diversity act is the most significant piece of legislation to be introduced for a long time. And has recently be modified it states that all people male or female people from different races, disabled people, people of different ages, gay lesbian, straight and bisexual people or transsexual people. People from different religions or different beliefs, pregnant women,
1.3 The legislation relating to equality, diversity and inclusion, stems both from UK government and European union. It offers protection from discrimination on grounds of age, disability, gender, race and ethnic origin, religious faith or belief and sexual orientation. The legislation has implications on all workplaces, in terms of employment practice and in terms of the services provided. Compliance with the legislation must be embedded in your Equality, Diversity and Inclusion policies.
All Public services organizations are bound to follow a range of policies and procedures, to ensure that they have a diverse workforce, such as:
Prevent discrimination: support equality – This sector of the act explains where discrimination is most likely to occur in the workplace and how to stop it happening
• (Diversity in the Workplace Policy) and the institution of this policy will aid with issues such as addressing cultural differences, adapting to change,
2.1 Explain how legislation and codes of practice relating to equality, diversity and discrimination apply to own work role.
It is the responsibility of the HR department that all related policies and procedures are developed in line with our vision and strategy and with ethicality, the Charity’s adherence to its social responsibilities and business ethics. Nowadays businesses are expected to be guided not only by legislation but by the same moral and ethical decisions that guide how we behave. The charity is committed to equality of opportunity and our diverse workforce is supported by hiring and promotion of staff from minority groups.
To follow best practice, policies must be published as a draft and copies should be provided to existing and new employees. Policies must be made easy during induction course, training sessions and employees meetings. The key terms should be explained in detail and understanding about what is acceptable and non acceptable if the policies are not followed. Policies must be consistent throughout organisation. Any Breach in the policy should be dealt promptly according to the procedures set out in the
Equality Act 2010 is the law that bands unfair treatment and helps achieve equal opportunities in the work place and wider society.
1.1 Identify the current legislation and codes of practise relevant to the promotion of equality and valuing of diversity.
The Human Resources Department’s job is never over. There will always be new laws to learn, information to account for, avenues to approach day-to-day workplace issues and maintaining equality in all its entirety for employees within an organization. Workplace equality can be somewhat difficult to develop and maintain due to our ever-changing society, definition of being equal, open-mindedness and ability to accept things regardless of one’s personal feelings and opinion. For HR Managers to actively pursue a safe, positive and accepting organizational culture that stemming from inclusion, there needs to be written, approved and enforceable policies and procedures in place for all employees, management, etc. to follow. Human Resource Managers need to constantly refer to HR laws and Equal Employment Opportunity Commission’s notices and guidelines for creation of new rules, regulations and penalties regarding equality within the workplace.