Page 4<br />Introduction to Fluid<br />Fluid Consulting Limited (Fluid) is a specialist human resources consultancy headed by Tim Holden MCIPD <br />10 years in banking<br />10 years in Human Resources consultancy<br />Fluid trading since 2006<br />The core services provided by Fluid are:<br /><ul><li>Retention
Page 17<br />Equality Act 1 of 4<br /><ul><li>WITH EFFECT FROM OCTOBER 2010
The basic framework of protection against direct and indirect discrimination, harassment and victimisation in services and public functions; premises; work; education; associations, and transport.
Changing the definition of gender reassignment, by removing the requirement for medical supervision.
Levelling up protection for people discriminated against because they are perceived to have, or are associated with someone who has, a protected characteristic, so providing new protection for people like carers. </li></li></ul><li>Page 18<br />Equality Act 2 of 4<br /><ul><li>WITH EFFECT FROM OCTOBER 2010
Clearer protection for breastfeeding mothers; Applying the European definition of indirect discrimination to all protected characteristics.
Extending protection from indirect discrimination to disability.
Introducing a new concept of “discrimination arising from disability”, to replace protection under previous legislation lost as a result of a legal judgment.
Applying the detriment model to victimisation protection (aligning with the approach in employment law). </li></li></ul><li>Page 19<br />Equality Act 3 of 4<br /><ul><li>WITH EFFECT FROM OCTOBER 2010
Harmonising the thresholds for the duty to make reasonable adjustments for disabled people. Extending protection from 3rd party harassment to all protected characteristics. Making it more difficult for disabled people to be unfairly screened out when applying for jobs, by restricting the circumstances in which employers can ask job applicants questions about disability or health.
Allowing claims for direct gender pay discrimination where there is no actual comparator. Making pay secrecy clauses unenforceable. </li></li></ul><li>Page 20<br />Equality Act 4 of 4<br /><ul><li>WITH EFFECT FROM OCTOBER 2010
Extending protection in private clubs to sex, religion or belief, pregnancy and maternity, and gender reassignment. Introducing new powers for employment tribunals to make recommendations which benefit the wider workforce. Harmonising provisions allowing voluntary positive action.</li></li></ul><li>Page 21<br />Keeping older workers engaged<br />
Make the mixture of age groups a positive thing</li></ul>Managing age diversity 3 of 3<br />
Page 27<br />Achieving an all-age workforce<br />
Page 28<br /><ul><li>Don’t use age as a proxy for skills, ability, experience, potential, attitude, commitment, ambition, motivation and loyalty
Ensure senior managers are trained to be ‘age aware’ and understand the benefits of embracing age diversity. Help younger supervisors and managers understand and acquire the skills to manage and motivate an all-age workforce
Understand the learning styles and preferences of older employees
Help all employees challenge their prejudices by encouraging all-age working
Adopt holistic ‘age management’ policies and practices such as ongoing training, job rotation, flexible working, secondmentsetc which allow employees to maintain their employability
Get rid of any fixed retirement ages</li></ul>Achieving an all-age workforce<br />
Page 39<br /><ul><li>Consider whether the date of birth and other indicators of age, such as the dates of qualifications and work experience, are necessary on the application form
Remove the dates from CVs before passing them on to the people doing the assessing
Ask for particular types of experience rather than the length of experience in the person specification
Discuss the demands of the age legislation with agencies, and update contracts with these providers if necessary
Put in place systems by which the performance of agencies on attracting age-diverse applicants can be monitored and ensure they understand that the success of their contract will be partly measured upon this</li></ul>Recruitment<br />
Page 43<br /><ul><li>Remove any limits based on age or year of graduation from the entry requirements to a graduate scheme
Ensure that the programme is advertised widely enough to reach graduates of all ages and establish links with a wide range of universities so that you reach a correspondingly wide range of undergraduates and graduates
Don’t rely solely on UCAS points as entry criteria
Consider how your graduate programme is branded-will it be perceived as accessible to graduates of all ages?
Consider how people can enter your organisation. Have you got a variety of entry points?</li></ul>Graduates<br />
Page 44<br />Measurement and monitoring<br />
Page 45<br /><ul><li>Add an equal opportunities form that includes age to your application pack or online recruitment system
Record the age of applicants at each stage of the application process
Consider setting up as working group or similar to examine this data in a systematic fashion
Use the data to identify any areas of potential discrimination so that these can be addressed