The document discusses the concepts of equality and diversity, defining equality as equal rights and treatment for all individuals, while defining diversity as differences from what is normal or expected. It outlines various types of discrimination prohibited under the Equality Act 2010, including direct, indirect, associative, and perceptive discrimination. The Equality Act 2010 aims to strengthen and streamline anti-discrimination legislation in the UK by protecting individuals from discrimination based on several characteristics.
Shifting the Paradigm of Diversity and InclusionMegan Denhardt
An inclusive workforce boosts organizational effectiveness by lifting morale, strengthening access to new markets, and increasing productivity. Before organizations can reap these benefits, they must grow beyond simply increasing the number of affinity groups represented. Develop a better understanding of the relationship between diversity and disparities and how they affect your organization. Discover what it means to have a truly inclusive workplace and walk away with ideas and strategies you can use to reshape your organization by unleashing the power of diversity management.
Frederick Hobby, president, Institute for Diversity in Health Management
What is Workplace Harassment?
Harassment is any unwelcome verbal or physical conduct based on protected bases (race, color, religion, sex, national origin, age, disability, retaliation, and sexual orientation) when:
The conduct culminates in a tangible employment action, or
The conduct was sufficiently severe or pervasive to create a hostile work environment.
How to Determine Harassment Exists?
To determine whether the harassment exists:
Evaluate frequency and severity of misconduct
Apply reasonable person standard
Would a reasonable person find the behavior hostile, intimidating or abusive?
Tangible effect on job not necessary
Psychological harm not necessary
What is Sexual Harassment?
EEOC defines sexual harassment as:
Unwelcome sexual advances
Requests for sexual favors
Other verbal or physical conduct of a sexual nature
Two most common forms of sexual harassment are:
Quid pro quo harassment
Hostile work environment harassment
Who Can Be Involved in Harassment?
Those who commit, employees at all levels:
Manager
Co-worker
Customers
Vendors
Members of opposite sex, members of same sex, etc.
Those who are targeted:
Victims
Bystanders
Witnesses who are affected by the harassment
How to Prevent and Respond to Harassment?
Review and understand company harassment policy
Comply with Title VII of the Civil Rights Act, which prohibits harassment and discrimination
Know how and when to respond to harassment issues
Report harassment immediately
http://blog.hr360.com/hr-blog/sexual-harassment-in-the-workplace
Sexual harassment in the workplace - how to recognize it, establishing procedures to report it, and how to prevent it.
Shifting the Paradigm of Diversity and InclusionMegan Denhardt
An inclusive workforce boosts organizational effectiveness by lifting morale, strengthening access to new markets, and increasing productivity. Before organizations can reap these benefits, they must grow beyond simply increasing the number of affinity groups represented. Develop a better understanding of the relationship between diversity and disparities and how they affect your organization. Discover what it means to have a truly inclusive workplace and walk away with ideas and strategies you can use to reshape your organization by unleashing the power of diversity management.
Frederick Hobby, president, Institute for Diversity in Health Management
What is Workplace Harassment?
Harassment is any unwelcome verbal or physical conduct based on protected bases (race, color, religion, sex, national origin, age, disability, retaliation, and sexual orientation) when:
The conduct culminates in a tangible employment action, or
The conduct was sufficiently severe or pervasive to create a hostile work environment.
How to Determine Harassment Exists?
To determine whether the harassment exists:
Evaluate frequency and severity of misconduct
Apply reasonable person standard
Would a reasonable person find the behavior hostile, intimidating or abusive?
Tangible effect on job not necessary
Psychological harm not necessary
What is Sexual Harassment?
EEOC defines sexual harassment as:
Unwelcome sexual advances
Requests for sexual favors
Other verbal or physical conduct of a sexual nature
Two most common forms of sexual harassment are:
Quid pro quo harassment
Hostile work environment harassment
Who Can Be Involved in Harassment?
Those who commit, employees at all levels:
Manager
Co-worker
Customers
Vendors
Members of opposite sex, members of same sex, etc.
Those who are targeted:
Victims
Bystanders
Witnesses who are affected by the harassment
How to Prevent and Respond to Harassment?
Review and understand company harassment policy
Comply with Title VII of the Civil Rights Act, which prohibits harassment and discrimination
Know how and when to respond to harassment issues
Report harassment immediately
http://blog.hr360.com/hr-blog/sexual-harassment-in-the-workplace
Sexual harassment in the workplace - how to recognize it, establishing procedures to report it, and how to prevent it.
The Equality Act: Shouldn't 'geek' be a protected characteristic? (Tim Medcalf)Imran Ali
A tongue-in-cheek look at how discrimination law is changing and how software suppliers may need to be aware of it when designing applications or bidding for work.
Basic presentation on employment law for recruiters. Significant content in speaker notes only; many slides are all or mostly visuals. Contact me if interested in using.
10 week lecture series on introducing counselling students to basics of research. Lecture series is based on Sanders & Wilkins (2010) First Steps in Practitioner Research PCCS books
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Lecture 5 equality and diversity the equality act 2010
1. Lecture 5: EQUALITY &
DIVERSITY
Equality is not about treating all people in the same way. It’s about
recognising and respecting diversity enough to adapt practice and
procedure to suit all.
Module: Law for Counsellors
Kevin Standish
2. Learning Objectives
• Define and describe
Equality and Diversity
• identify ways that people
are different
• show an awareness of
personal assumptions
and attitudes
• understand differing
types of discrimination
• Define and describe the
Equality Act 2010
3. Equality & Diversity
• What do you think the definition of
Equality & Diversity might be?
4. Definitions
• Equality – ‘equal rights and treatment
to all individuals’
• Diversity – ‘difference from what is
normal or expected’
5. Activity
Draw/describe one of the following:
• A Model
• Footballer
• Athlete
• Doctor’s receptionist
• Construction Worker
• Engineer
• Beauty Therapist
6. A Model
Dawn French has her
own clothing range
which she models.
Jean-Paul Gaultier shook the
modelling world in 2006
using outsized models.
7. Footballers
Women’s England
Football Team
The F.A. supports six
international disability squads
for players with differing kinds
of disabilities. These are: Blind,
Partially Sighted, Deaf and
Hearing Impaired, Cerebral
Palsy, Learning Disabilities,
Amputee.
The teams all receive official
England kit, a physio, a fully-
trained technical advisor, and
money towards travel costs for
attending European and World
Championships.
8. Athlete
Tanni Grey Thomson
9 Gold Medals in the
Paralympics, 30
world records 6
London Marathons
Oscar Pistorius
World record holder in
amputee races
Sumo Wrestling
A competitive contact sport
which originated in Japan
the only country where it is
practiced professionally.
13. Diversity
• What is diversity?
• Diversity means valuing the
differences between people
and the ways in which
those differences can
contribute to a richer, more
creative and more
productive working
environment
14. Diversity is about respecting
individual…………..
• Race
• Culture
• National Origin
• Region
• Gender
• Sexual Orientation
• Age
• Marital Status
• Religion
• Ethnicity
• Disability
• Ability
• Family Structure
• Health
• Values
• Politics
………..and much more
16. Firms free to favour
female and black job
applicants... Mail online, 4
December 2008
Will the
Equality Act
make
everyone
equal before
the law?
The Times, 15 April 2010
Equality plans
‘class war’
claim... BBC
News, 12 January 2009
EQUALITY ACT 2010
17. The Equality Act - Introduction
• Single largest piece of
anti-discrimination
legislation the UK has
known.
• Harmonises multiple
pieces of primary and
secondary legislation.
18. 11/16/2014 18
Purpose of the Act
Strengthening, harmonising and streamlining 40 years of
equalities
legislation:
Strengthening: improving the effectiveness of equality
legislation
Harmonising: providing the same levels of protection from
discrimination across all the protected characteristics and all
sectors, where appropriate
Streamlining: simplifying and consolidating approximately 116
pieces of separate equality legislation
19.
20. The purpose of the legislation
“The purpose of the Bill and its accompanying
package of measures is to strengthen protection,
advance equality and de-clutter the law.”
We will...
1. Introduce a new Equality Duty on the public
sector
2. End age discrimination
3. Require transparency
4. Extend the scope of ‘positive action’
5. Strengthen reinforcement
21. Protected Characteristics under
the Equality Act 2010
• Age
• Disability
• Gender reassignment
• Marriage and civil
partnership
• Pregnancy &
maternity
• Race
• Religion and/or belief
• Sex
• Sexual orientation
22. Discrimination
There are different types of discrimination:
• Direct Discrimination
• Indirect Discrimination
• Associative Discrimination
• Perceptive Discrimination
• Harassment (Third Party)
• Victimisation
• Disability Discrimination
23. Direct Discrimination
What it is...
“Person A directly discriminates against
Person B when A treats B less
favourably than A would treats or would
treat others in the same circumstances”
24. Example of Direct Discrimination
“A 70 year old lady was refused a
broadband contract by Carphone
Warehouse in the UK and was told that she
could only register if she came to the store
with a younger member of her family. The
Carphone Warehouse had provided
guidance to staff not to sell broadband
contracts to customers aged 70+ as they
believe they will not understand the terms
of the contract.”
Source: www.equineteurope.org
25. Indirect Discrimination
What it is...
“This happens when a requirement is
applied equally to everyone but has the
effect of excluding one group of people
more than another”
26. Example of Indirect
Discrimination
Your employer brings in a new shift pattern
which means that everyone has to work fewer
but longer days. You have a disability that means
you’re exhausted after two long days of working.
So the new shift pattern puts you and other
people who have the same disability as you at a
disadvantage. Your employer will have indirectly
discriminated against you if it can’t justify the
new shift pattern.
Source: www.equalities.gov.uk
28. Example of Associative
Discrimination
Coleman v Attridge Law 2008
Sharon Coleman claimed managers at Attridge Law
called her ‘lazy’ when she requested time off to care for
her disabled son. She accepted voluntary redundancy,
but later brought a claim for constructive dismissal and
disability discrimination. A UK employment tribunal
referred the case to the European Court of Justice to
clarify European law. The ECJ ruled that able-bodied
people can be covered by the Disability Discrimination
Act because of their association with people covered
by equality law.
Source: www.personneltoday.com/articles/2008
29. Perceptive Discrimination
What it is...
“Discrimination against an individual
because of a perception that he or she
has a protected characteristic when he or
she does not, in fact, have that protected
characteristic.”
(other than marriage and civil partnership, and
pregnancy and maternity)
30. Example of Perceptive
Discrimination
Example 1
“An employer rejects a job application submitted by a white man
whom the employer wrongly assumes to be black because he has
an African name.”
Example 2
“An employee is subjected to religious
abuse on the basis that he supports a
particular football team, even though
he does not actually belong to the
religion associated with that football
team.”
Source: www.mcgrigors.com
31. Harassment and
Third Party Harassment
What it is...
“Unwanted conduct related to a
relevant protected characteristic.”
In addition, employers can be legally
liable for the harassing conduct of
third parties. A third party would
include a client, customer, supplier,
visitor, contractor, service user etc.
Three strikes and you’re out!
32. Example of Third Party
Harassment
“The employee or job applicant is harassed
by a third party on more than two occasions
(not necessarily by the same person). The
employer knows that it has happened but
fails to take steps that are reasonable in the
circumstances to prevent such harassment
happening to that person again.”
Source: www.equalities.gov.uk
33. Victimisation
What it is...
This happens when an individual is
singled out because they have used the
system to make a complaint or challenge
treatment received.
34. Example of Victimisation
“If you are lesbian and your fellow colleagues
started passing unwelcome comments about
your sexuality and you complained to your
manager, but rather than doing something about
the problem you are sacked for no reason or for
no good reason and you believe that it is
because of the complaint you raised, you may
claim compensation for being victimised for
making a complaint about sexual orientation
discrimination.”
Source: www.balindaandcoemploymentsolicitors.co.uk
35. Disability Discrimination
What it is...
Person A discriminates a disabled Person B if A
treats B unfavourably because of something arising
in consequence of B’s disability.
Types of claims:
• “Because of”
• Detriment arising from the disability
• Reasonable adjustments by employer
• Indirect discrimination
36. Example of Disability
Discrimination
“Amir is a 12-year-old student with autism and
sensory difficulties. One day he becomes very
anxious when the fire alarm goes off in school.
He stands with his hands covering his ears and
is unable to move. The teacher tells Amir to leave
the building but the pupil is frozen to the spot.
The teacher shouts at Amir and the situation
escalates to a point where the pupil lashes out at
the teacher. Amir is excluded from school for two
days for assaulting the teacher.”
Source: www.westsussex.gov.uk
37. 11/16/2014 37
Where does the Act apply?
• Services and Public Functions
• Premises
• Work
• Education
• Associations, including Political Parties
38. Assumptions
• WHAT assumptions do we make about
people?
• WHY do we come to the conclusions we do?
• WHEN do we tend to make these
assumptions?
• WHERE can this cause us difficulties?
• HOW can we stop ourselves doing
this?
• WHO does it and who does it affect?
39. • 18. Practitioners should not allow their
professional relationships with clients to be
prejudiced by any personal views they may hold
about lifestyle, gender, age, disability, race, sexual
orientation, beliefs or culture.
• 53. They should not allow their professional
relationships with colleagues to be prejudiced by
their own personal views about a colleague’s
lifestyle, age, gender, disability, gender
reassignment, race, sexual orientation, pregnancy
and maternity, religion or belief, marriage and civil
partnership or sex. It is unacceptable and
unethical to discriminate against colleagues on
any of these grounds.
40. Further information
The Government Equalities Office (GEO)
http://www.equalities.gov.uk/
CIPD - Equal opportunities in
employment
http://www.cipd.co.uk/about/jobs/eqop.ht
m