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1 first impressio Job umber: Proof umber: #05 desigers Date received from cliet: Date retured to cliet: Desiger/Producer: DL

2 A Equal Opportuities/Diversity Policy & Strategy Objectives for the Health Service February 2004

3 Cotets Strategy 2 Cotext 2 Critical Success Factors 6 Positive Beefits 6 A Equal Opportuities/ Diversity Policy Statemet for the Health Service 7 Objectives 8 Recruitmet ad Selectio 8 Traiig ad Work Experiece 9 Promotio ad Re-gradig 9 Coditios of Employmet 9 Role of Maagers 10 Digity at Work 10 Positive Actio 10 Implemetatio 11 Moitorig/Periodic Review 11 1

4 Strategy To esure equal opportuities ad to accommodate diversity i the workplace. All persos regardless of marital status, family status, race, religio, age, disability, sexual orietatio, geder ad membership of the Traveller commuity will be provided with equality of access to employmet i our service ad also ecouraged ad assisted to achieve their full potetial. All staff will be eabled to work i a eviromet which is harassmet free ad fully respectful of their digity. This equality/diversity strategy is therefore cocered that all health service employmet policies ad practices are cosistet with esurig this objective. Cotext There are a umber of forces which have reiforced the dyamic for the strategic developmet ad implemetatio of equal opportuities/diversity buildig o work already completed/uderway. These iclude: The Employmet Equality Act, 1998 Equal Status Act, 2000 Commitmets uder social partership The 2002 Health Strategy (Quality ad Fairess: A Health System for you) ad future health ad social policy Icreasig diversity both i society geerally ad i the workplace Work/Life Balace 2

5 Employmet Equality Act, 1998 The Employmet Equality Act, 1998 is desiged to promote equality of opportuity i employmet betwee employed persos by makig discrimiatio ad harassmet i employmet ulawful o the followig grouds: Marital Status Family Status Race Religio Age Disability Sexual Orietatio Geder Membership of the Traveller Commuity The Employmet Equality Act, 1998 allows positive actio i relatio to certai groups, i.e. geder, membership of the Traveller commuity, people over the age of 50 ad people with disabilities. Equal Status Act, 2000 The Equal Status Act 2000, aims to promote equality ad prohibit discrimiatio ad harassmet ad related behaviour i coectio with the provisio of goods ad services, property ad other opportuities to which the public geerally or a sectio of the public has access, o similar grouds as those cotaied i the Employmet Equality Act,

6 Commitmets Uder Social Partership Sustaiig Progress the social partership agreemet , reached betwee the Govermet ad the social parters states that: The public service is strogly committed to equality of opportuity i its employmet practices ad will cotiue to build o the sigificat progress which has bee made i regard to policies o equality ad diversity i order to promote equal opportuity i all aspects of civil ad public service employmet 1 The 2002 Health Strategy ad Future Health ad Social Policy The 2002 Health Strategy Quality ad Fairess: A Health System for you, specifically commits the health service to equal opportuities as follows: Devise ad implemet best practice employmet policies ad procedures To establish the health service as a employer of choice, health employers will be asked to: Establish a policy for maagig diversity i the workplace. I lie with the Employmet Equality Act, 1998 ad the Equal Status Act, 2000, this policy should challege prejudice at all levels ad provide practical support to eable everybody, regardless of geder, marital or family status, race, religio, age, disability, sexual orietatio or membership of the Traveller commuity to work i the health system. Such a policy will icorporate: Policy, procedures, audit ad traiig programmes Awareess-raisig traiig programmes i relatio to diversity, equality, bullyig ad harassmet A mechaism for moitorig equality i relatio to recruitmet, selectio ad career developmet Departmet of the Taoiseach. Sustaiig Progress Social Partership Agreemet ; Statioery Office, February 2003, pg Departmet of Health & Childre. Quality ad Fairess A Health System for you; Statioery Office, Dubli; 2001, page 122

7 Uder Article 108 of the Health Strategy the Actio Pla for People Maagemet (APPM) has bee developed, which seeks to esure that the health service has the right people, with the right competecies, i the right umbers, orgaised ad maaged i the right way, to deliver the goals ad objectives of the Health Strategy. The APPM outlies activities to esure equality ad value diversity i the health service which icludes; Prepare a Equal Opportuities/Accommodatig Diversity Strategy ad Actio Pla Develop tools which will assist lie maagers i the equal opportuities/diversity aspect of their people maagemet role Fialise ad roll-out Equality/Diversity guidelies ad Digity at Work policy Maistream Equality/Diversity traiig i the health services Diversity Both Irish society ad workplaces geerally are becomig icreasigly diverse, due to a umber of factors such as higher participatio of wome i the work; icreasig umbers of o-atioal workers; chagig age profile of the workforce; etc. Accommodatig diversity ackowledges differeces ad the differet eeds that employees have, depedig o whether they are youger or older, male or female, have a disability, have family resposibilities, are of differet ethic backgrouds, etc. A positive, ope ad accommodatig workplace geerates a atmosphere which fosters high morale for a diverse rage of employees ad maximises their opportuity to reach their potetial ad cotribute to high quality service delivery. Work/Life Balace There are beefits to be achieved i eablig staff at every level i the orgaisatio to combie employmet, family life ad life s choices. Employees lives iclude work, family, persoal resposibilities or choices ad other commitmets at differet stages. Attedace arragemets should ackowledge ad facilitate such choices where practicable, i the cotext of operatioal eeds. 5

8 Critical Success Factors Equal opportuities/diversity must be a itegral part of health ad social services maagemet ad be edorsed by the Chief Executive Officer. Factors that will be critical to the successful implemetatio of a equal opportuities/diversity strategy i the health service iclude: Seior maagemet commitmet Demostratio ad promotio of a equality culture Lie maagemet resposibility Improved awareess through effective commuicatios ad active promotio of equal opportuities/diversity Equality/diversity traiig Staff ad trade uio commitmet Positive Beefits Positive beefits to be achieved from the implemetatio of a equal opportuities/ diversity strategy i the workplace iclude: Attractig cadidates from the widest possible pool of potetial applicats Retetio of employees i whom the orgaisatio has ivested Better itegratio of all groups ito the workplace More effective ad efficiet use of the skills, talets ad capabilities available to a orgaisatio A work eviromet that is flexible ad resposive to chage Icreased staff motivatio ad commitmet Improved quality of workig life A workplace which is respectful of the digity of all A more positive reputatio for a orgaisatio as a employer 6

9 A Equal Opportuities/ Diversity Policy Statemet for the Health Service Health service employers commit themselves to the followig policy statemet: As a equal opportuity employer, we treat all of our employees ad potetial employees equally, irrespective of geder, marital status, family status, sexual orietatio, religio, age, disability, race or membership of the Traveller commuity, i terms of recruitmet ad selectio, pay, coditios, traiig, work experiece ad opportuities for career progressio. Seior Maagemet Commitmet Seior maagemet is committed to the active implemetatio of this equal opportuities/diversity strategy. This commitmet icludes securig ad providig fiacial ad other resources. Maagemet Resposibility Maagers will be traied to eable them take resposibility for the equal opportuities/diversity aspect of their people maagemet role. They will have resposibility for esurig equal opportuities/diversity i the workplace ad promotig a equal opportuities/diversity culture. The Huma Resource Policies Equal opportuities/diversity will be itegral to all HR policies ad traiig withi the orgaisatio. Equal opportuities/diversity developmets ad iitiatives will be commuicated to all staff. 7

10 Objectives The purpose of the equal opportuity/diversity policy is to create a workplace which provides for equal opportuities for all staff ad potetial staff ad where their digity is protected ad respected at all times. This will require the developmet of practices ad procedures which ecompass the followig aspects of employmet: Recruitmet ad selectio Traiig ad work experiece Promotio ad re-gradig Coditios of employmet Role of maagers Digity at work Positive actio Recruitmet & Selectio The objective is to target the widest possible pool of potetial applicats ad to esure that all cadidates have equality of access to health service positios. Recruitmet methods, documetatio ad all associated publicity material will cotai othig of a discrimiatory ature ad will ecourage applicatios from all potetial cadidates. Selectio will be o merit ad those who are successful shall demostrate their suitability for appoitmet accordig to predetermied job-related selectio criteria which will be cosistetly applied throughout the recruitmet process. Equality of opportuity will also iclude accommodatig where possible the special eeds of idividuals to facilitate their participatio i the recruitmet ad selectio process. All aspects of the recruitmet ad selectio process (job descriptio ad perso specificatio; advertisig; applicatio forms/shortlistig; iterviewig; pre-employmet medical assessmet) will be based o the priciple of assessig the skills, qualities ad attributes of applicats agaist those which have bee determied to be required for effective performace of the job without regard to ay of the ie grouds. 8

11 Traiig ad Work Experiece All employees will be afforded the same opportuities to develop full ad rewardig careers. They will therefore be provided with every opportuity to acquire the rage of traiig, skills ad experiece ecessary for their career developmet. Career opportuities are ehaced by gaiig a broad rage of experiece i a variety of sectios or job postigs withi the orgaisatio. All employees will be made aware of, ecouraged ad facilitated to maximise their experiece i the orgaisatio s diverse activities. Where practicable, traiig ad work experiece will be provided i a maer which will facilitate equality of access for all staff ad employees will be selected for traiig or work experiece without regard to ay of the ie grouds. No member of staff will be deied access to traiig or work experiece because of ay of the ie grouds. Promotio or Re-gradig All categories of staff will be ecouraged to prepare, pla ad cosider themselves for promotio. All eligible employees will be made aware of promotioal opportuities ad ecouraged to compete. Coditios goverig access to promotio competitios will ot discrimiate, directly or idirectly, o ay of the ie grouds. Uecessary barriers to promotio will be removed ad employees facilitated to compete by all meas possible. Competitios will be coducted i a maer which does ot discrimiate o ay of the ie grouds. Promotio ad regradig will be decided o objective criteria relevat to the objectives of the job ad will ot be iflueced by ay of the ie grouds. Coditios of Employmet All employees will be offered the same terms of employmet; the same workig coditios; ad the same treatmet, icludig treatmet i relatio to overtime, shiftwork, discipliary measures, etc. Iductio will be used as a opportuity to discuss with ew employees ay special eeds that they may have arisig from oe of the ie groud ad to explore how these eeds may be accommodated. Where practicable, measures will be take to accommodate special eeds arisig from a employee s disability, race, family status or ay other characteristic covered by the ie grouds. For example, requests for flexible workig hours/atypical attedace regimes will be accommodated where practicable. 9

12 Role of Maagers All maagers will be traied ad equipped to carry out the equal opportuities/ diversity aspects of their people maagemet role. All staff have a importat role to play i esurig equality of opportuity throughout the orgaisatio. Maagers have particular resposibility to egeder respect for differece ad to accommodate diversity where appropriate. Maagers ad supervisors will be provided with appropriate iitial traiig followed by additioal traiig at regular itervals. The traiig will iclude awareess of equality priciples, legislatio ad case law, the maagers role i implemetig the equality/diversity policy ad attitudial ad behavioural issues. Digity at Work All employees will be treated with digity ad respect ad provided with a safe workig eviromet which is free from all forms of bullyig ad harassmet. The importace of the digity ad respect of all staff members at work will be promoted throughout the work place. The Digity at Work Policy will be actively promulgated ad implemeted. Maagers, trade uio represetatives will be traied i the operatio of the policy. All employees have a obligatio to prevet ad elimiate harassmet. Positive Actio The orgaisatio will take all practical measures to facilitate the itegratio of the followig categories ito employmet: Geder Persos over the age of 50 years Persos with a disability Membership of the Traveller commuity 10

13 Implemetatio The elemets of this Equal Opportuity/Diversity Policy are elaborated i the Guide to Equal Opportuities/Accommodatig Diversity a documet produced by the HSEA which aims to provide guidace to maagers to assist them to meet their obligatios uder the equality legislatio ad also to give some practical examples of how to put the equal opportuities policy ito actio. The provisios of this Guide ad other appropriate actios will be further idetified as part of a equality actio pla o foot of this policy. The developmet ad implemetatio of these actios will be carried out o a ogoig basis ad will be dyamic to the extet that realisatio of all of the objectives of the Equal Opportuity/Diversity Policy is ogoig. Moitorig/Periodic Review Progress i the areas of equal opportuities/diversity will be gauged through the cotiuous moitorig of the implemetatio of the equal opportuities/diversity strategy. 11

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