The document discusses policies and strategies related to equal opportunity, discrimination, harassment, and disability accommodation in the workplace. It outlines the responsibilities of HR managers to prevent discrimination, promote respect among employees, and ensure compliance with equal opportunity policies. The key points are: 1) HR managers are responsible for creating a workplace free of discrimination and harassment through role modeling, addressing issues promptly, and informing staff of their rights and responsibilities. 2) Equal opportunity policies prohibit discrimination in all aspects of employment such as hiring, promotion, training, and layoffs. 3) Employment accommodation policies aim to provide accommodation for people with disabilities by making adjustments to workstations, jobs, policies, and buildings.

1. POLICIES & STRATEGIES
A plan or course of action, as of a government, political party, or business, intended to influence and determine decisions, actions, and other matters.
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The HR Manager overall responsibilities for workplace discrimination and harassment prevention include: being a role model,
The term DISCRIMINATION refers to unequal treatment in any aspect of employment (i.e. Hiring, Under the WDHP Operating Policy there are different types of discrimination. The POLICY makes it clear that the HR MANAGER have primary
The WDHP Operating Policy prohibits all
promotion, training, layoff, pay) based on one or more of the prohibited grounds such as: Age, Ancestry, The managerial WDHP responsibilities are: promoting positive and respectful relationships among employees, informing thier staff about their rights and responsobilites
aspects of discrimination in employment. This refers to They are: harassment, sexual harassment, association, failure to responsibility for creating and maintaining a workforce free of
WORKPLACE Citizenship, Color, Creed. Ethnic Origin, Family Status, Marital Status, Place of Origin, Race, Sex, accommodate a èrson with disability, poisoned work environment, DISCRIMINATION and HARASSMENT. It is essential that he/she prevent ? IDENTIFY workplace discrimination and harassment under WDPH Policy, learning to identify discrimination and harassmnent and violations of the WDPH Policy, helping people,
interactions between employees, and any form of
Sexual orientation problems from arising whenever possible, and resolve them as quickly ? CREATE and maintain healthy working relationship
DISCRIMINATION AND condonation, threats & reprisals interference or intimidation.
EQUAL discrimination encountered in the employment process throught active listening, to clarify and understand each other´s concerns, priorities, beliefs, needs,feelins, values and
(i.e. Job advertisements, interviews, performance and effectively as possible if they do occur.
?Hiring on merit to attract HARASSMENT expectations.
Equal appraisals etc.)
and maintain a highly qualified PREVENTION OPERATING
Opportunity workforce . POLICY
is an integral ?Removing barriers in WHAT ARE THE JOB-RELATED SELECTION CRITERIA? Job-related criteria are the valid Examples of barriers: Managers` responsibilities:
qualifications necessary to succesfully perform a job. Using only job-related criteria also avoids the possibility What is an employment BARRIER?
employment policies and ? Requiring job applicants to take tests in buildings inaccessible to people using wheelchairs. 1-. Identifying and preventing barriers .
part of HR of hiring on the basis of some irrelevant personal characteristic, for example, disablity.
MANAGERIAL RESPONSIBILITIES: The manager An employment barrier is a policy or practice which, when applied in the same way to
? Not providing accommodation in the selection process, such as language interpreters.
They must ensure that the workplace is free of harassment and discrimination. The managers` workplace’s policies, practices and procedures address:
practices to allow full Temporary an developmental assignments
is the responsibe for makink sure the selection everyone, has the effect of excluding or restricting the participation of some individuals in -Equality of treatment : provide for equal opportunity, as opposed to just ‘same’ treatment.
strategy for Temporary assignmens are used to fill short-term staffing needs such as: ? Having information technology systems or workstations that are inaccessible to people with - Legality : conform with existing laws
participation and productivity process is barrier-free, supports fair treatment for all the workplace, based on irrelevant personal characteristics.
Equal Opportunity is a integral part
promoting an ? When replacing regular staff who are on leaves of absence (for example illness, maternity) employees and job applicant. He must also ensure EXAMPLES OF BARRIERS: disabilities. -Validity : tests used -for example, for selection purposes- are job-related, objective, necessary, really predict whether the person will be able to do the well, actually
in all aspects of employment. One way to suppport equal opportunity is to hire on merit.
?
measure what they are supposed to, and have reviewed recently to ensure they are not biased ( for example, gender, race, disability)
of HR strategy for promoting a positive APPLICATION OF MERIT ? Pending recruitment, where the position is filled temporarily. that selection decisions are based on merit. He can Barriers in the workplace can come for many forms. They may be found in any aspect of Implementing inflexible working arrangements that result in lack of employment - Job-relatedness : directly link valid selection criteria to effective and successful job performance.
positive work
OPPORTUNITY work environment based on fair
environment
?Not tolerating
discrimination and
AND BARRIER REMOVAL
MERIT is defined as: Selecting a candidate who
meets job-related selection criteria, such as skills,
? Pending reorganization, where the status of the position is under review
do this by: Developing reasonable and measureble
job-related criteria setting the selection criteria at the
human resources management, such as recruitment, selection, performance
management, training and development, promotion, employment transition, discipline,
accommodation.
? Encouraging a working environment that is insensible to the needs of a diverse workforce…
2-. Eliminating barriers within managers`control
To eliminate employment barriers that are within the managers` control, they should check whether:
treatment of all employees. It means: knowledge, experience, and ability, at the level required ? During peak workload periods
beginning of the selection process and not changing termination and working conditions. -The policy, practice or procedure is necessary
harassment. -The policy, practice or procedure can be changed
based on fair for a position or assignment. To achieve MERIT, the them after they have been advertised.
?Providing employment selection process must be: be barrier-free, be free of -Education is needed to ensure that required changes are known and understood in the workforce.
treatment of all discrimination and harassment and provide appropiate
accommodation. employment accommodation. It may be applied in several
employees. It situations such as HIRING AND PROMOTION AND
means: TEMPORARY AND DEVELOPMENTAL ASSIGNMENTS.
Examples of employment accommodation. Some employees may need only one type but others may need combined
accommodations.
POLICIES EMPLOYMENT The EA Operating Policy is intended to provide accommodation in
?Workstation adjustments:
-Desk and chairs with special features.
ACCOMODATION FOR employment for people whose activities are substantially limited due to disabilities
?Job redesign. ?Technical aids:
PEOPLE WITH -Changes in responsibilities or methods of performing essential duties.
All employees, students and staff need to be aware of the Universities or -Technical training, supports and equipment used by the person needing the accommodation – specialized computer software or hardware, environmental controls (remote control doors),..
companies Equal Opportunity Policy which states that all employees, students
DISABILITIES ?Workplace policy and practice modifications: ?Human support:
(Companies, universities, public and staff shall comply with l egislation on equal opportunity and that the -Making changes or exceptions to what may be standard policy or practice – changes may include flexible hours, working at home or barrier-free -Personal services provided at the direction of the person needing the accommodation – attendants, job coaches, sign language and oral interpreters,…
computer systems.
administration,..) Universities and companies will take all reasonable steps to ensure that they are ?Building modifications:
able to study and work in an environment free from discrimination and -Permanent structural changes or additions, which improve access for people with disabilities – modified signs or visual emergency alarms.
harassment . Equal Opportunity Acts ,Sex Discrimination Acts,Workplace Relations Acts, Equal Opportunity for Women in the Workplace Acts ,the Race Relation Acts, the Rehabilitation of
Offenders Acts, the Protection of Children Acts, the Human Rights Acts,The Anti-Harassment Acts, the Disability Discrimination Act, the Disabled Persons (Employment) Acts,
The Equal Pay Act, Employment Equality (Religion or belief) regulations, Employment Equality (Sexual orientation) regulations,
Many organizations avoid discrimination in the areas of RECRUITMENT; STAFF TRAINING AND DISABILITY AWARENESS, CAREER DEVELOPMENT, THE WORKING
ENVIRONMENT, RETENTION, MEDICAL RETIREMENT; REDUNDANCY; DAY TO DAY WORKING LIFE.
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THE EQUAL OPPORTUNITY POLICIES USED TO BE DEVELOPED WITHIN THE FRAMEWORK OF EXISTING LEGISLATION
EDUCATIONAL Policy
Student equity
and equal
Objectives
Study and Workplace Culture
INSTITUTIONS Nowadays, the Universities 1. To provide a diverse, flexible and creative study and work environment
Education
· Ensure that teaching and learning activities including cross-cultural content value diversity and encompass a variety of learning styles. · Ensure that individuals have the right to express their ideas, theories, and opinions while respecting the rights of others without fear of discrimination, harassment or bullying.
· Ensure that relations in the student and staff are respectful of diversity and free of behaviour of a racist, sexist or otherwise prejudicial or demeaning kind. Members of the educational
2. To provide structures and policies to create a culture for the Universities, colleges that are cosmopolitan and diverse, resulting in an attractive, vibrant and intellectually · Provide professional development and learning opportunities for all staff to enable them to operate effectively in a diverse university context.
recognise, respect and value the stimulating campus environments. · Encourage and develop an understanding, valuing and informed respect for diversity amongst students and staff. institutuions should be sensitive to the needs of students and staff from other cultures, particularly those whose first language is not the local lenguage.
DIVERSITY opportunity in diversity of their students and staff. 3. To promote an environment where the linguistic and cultural and other skills and talents of all students and staff contribute to the goals of the Universities, colleges and other
educational instituions
· Recognise and harness the linguistic, cultural talents and life experiences of students and staff.
· Ensure that all spoken and written language is free from stereotyping or bias and inclusive in valuing diversity.
· Make reasonable provisions for the cultural and religious needs of students and staff.
-Where appropiate, approve access to flexible arrangement.
education
POLICIES
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MANAGING RECRUITMENT AND SELECTION LEARNING & DEVELOPMENT WORK & LIFE BALANCE DIGNITY IN THE WORPLACE DISABLED EMPLOYEES MONITORING
DIVERSITY every stage of the RECRUITMENT & SELECTION process IS
The companies are committed to the development of a competent
The companies recognise the importance to staff of balancing work with The companies aim to create a working environment that releases the full
The companies recognise their responsibility towards Human Resources responsibles use to maintain records of
carried out fairly and openly and underpinned by the principle of workforce and aims to offer a wide variety of relevant and accessible disabled employees and seeks to eliminate unjustified the age, race, gender, marital status, and disability of job
potential of employees and encourages their creativity and productivity.
POLICY equality of opportunity
vocational and academic learning and development opportunities.
personal commitments discrimination on the grounds of disability by: applicants and existing employee.
COMPANIES The companies are committed to ensure that their
people policies operate well in practice.
These include developing skills, undertaking qualifications or pursuing career or ?Recognising the wealth of talent and skill Accordingly the operation of policies could be
Every effort must be made to attract applications from all sections of
personal development activities. Opportunities take account of learning and The organizations believe that employees have the right to be treated with
society and to ensure fair treatment throughout the recruitment possessed by disabled people. monitored through:
The organizations accept that staff may occasionally require additional flexibility and respect and to work in a harmonious and supportive environment free from any
process. This will include:
development needs at different stages of working life, individual ?Interviewing all disabled job applicants who meet • Yearly staff satisfaction surveys
support during times of short or longer-term changes or difficulties in personal form of BULLYING or HARASSMENT based on individual difference.
circumstances and preferred learning styles. the minimum selection criteria for a job vacancy and • Monitoring complaints and grievances
? Checking that job and candidate specifications are relevant and non- circumstances. Bullying or harassment is any behaviour deliberate or otherwise that isolates
Managers should focus on the development needs of individuals . consider them on their abilities. Any patterns of under representation (for example,
are committed to valuing and promoting discriminatory. The companies recognise that in order to achieve excellence and flexibility, they should individuals because of their differences; it may make individuals feel
For example, priority should not be given to training a man in preference to a ?Identifying and providing any 'reasonable where one gender or race appears to have a
? Ensuring that the wording and images used in job adverts reflect adopt flexible working practices so as to optimise staff contribution and retain skills and unwelcome, offended, uneasy or even threatened.
Diversity in all areas of: and appeal to all sections of society.
woman, and it should not be assumed that family commitments of either men or
expertise. The following arrangements are therefore available to staff, subject to the
adjustments' to working arrangements or the working consistently reduced chance of promotion) should be
It must be companies intention to create a climate free from bullying and environment necessary for the effective performance
women will limit their career ambitions. fully investigated in conjunction with Human
? Using advertising media that reach all sections of society. needs of the service: harassment, and in which all employees feel confident to raise concerns of this
They work towards an All training materials should be checked to ensure that the language and images of their job. Resources, and, if possible, any discriminatory
? Communicating the policy to recruitment and employment agencies. • Flexible Working including: kind and have them dealt with quickly, sensitively and effectively.
environment that is based used in them reflect the diversity of our employees and customers. ?Making every effort to retain employees who practices identified and eliminated.
? Short-listing only those people whose skills and qualifications most - part-time working; - Procedures exist for dealing with complaints of harassment and every
on meritocracy and Every effort will be made to accommodate the specific needs of disabled become disabled whilst in the employment of the
closely match the candidate specification - flexi-time; complaint will be dealt with promptly, sensitively and with due regard to
inclusiveness, where all employee. A range of training options, such as open learning, computer-based companies
? recruitment ? Asking fair and consistent questions at interview. - job sharing. confidentiality.
employees can develop their training and regional seminars, will be offered to ensure that all employee have ?Taking action to ensure that key employees develop
? employment, ? Keeping records of the recruitment and selection process, including • Special Paid/Unpaid Leave including: - Managers have a particular duty to ensure that their own behaviour is beyond
full potential, irrespective of equal access to training irrespective of location or hours of work. the awareness of disability needed to make these
interviews. - maternity leave; reproach at all times and that harassment does not occur in work areas for
? training and their race, gender, marital It is the responsibility of Line Managers to apply objective criteria in selecting staff commitments work.
? Monitoring recruitment and selection to ensure equality of - paternity leave; which they are responsible.
? promotion status, age, disability, for learning and development activities and ensure the fair allocation of ?Reviewing each year these commitments, what has
opportunity throughout the process and, if necessary, taking steps to - adoption leave; -They must be responsive and supportive to any member of staff who complains
religious belief, political opportunities. been achieved.
eliminate any discriminatory practices. - carers’ leave; about any form of harassment, providing full and clear advice on who to contact
opinion, or sexual orientation. It is essential that all employees have equal access to learning and ?improve on them and letting employees know about
- urgent domestic distress leave; and the procedure to be adopted.
development opportunities, irrespective of any individual difference. progress.
- compassionate leave; -They also have a responsibility to ensure that there is no further harassment or
- statutory parental leave; victimisation after a complaint has been raised or resolved.
- statutory time-off for dependents;
- unpaid leave;
- unpaid career breaks.
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Recruitment and Selection
Equal Procedure
Sexual Orientation Policy
Opportunities
TO SUM UP, THE DIVERSITY EXPERTS IDENTIFY Fixed Term Working Policy
it covers heterosexuals, lesbians, gay men and bisexuals.The companies value
Disciplinary Policy Family Friendly Policy Grievance Procedure Harassment Policy Pay Policy Race Equality Policy Religion and Belief Policy Special Leave Policy Flexi Scheme
all its staff equally, regardless of their sexual orientation. They aim to create Staff Development and
an environment in which all staff, whatever their sexuality, feel equally welcome and
ORGANIZATIONAL POLICIES , THAT
(Including Maternity, Paternity, Adoption, Parental Leave,
Fixed-term workers have the same minimum
Companies believes in the necessity of providing An effective pay policy is an important aspect of a The companies are committed to promoting equality valued, and in which discriminatory behaviour is not tolerated.