Equal Pay Statement and Information 2015

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Equal Pay Statement and Information 2015"

Transcription

1 Equal Pay Statement and Information 2015

2 Contents 1. Introduction Commitment Purpose Approach Equal Pay Information Occupational Segregation Equal Pay Statement Looking Forward Appendix A: Equal Pay Information Appendix B: Staff Grading Structure Appendix C: Occupational Segregation Appendix D: The Equality Act

3 1. Introduction 1

4 1. Introduction To meet the requirements of the Equality Act 2010, this report will detail how the College has revised its existing equal pay statement after conducting an equal pay analysis based on staff data as of 1 st April The College is one of Scotland s major education providers. Approximately 50% of our students are from Glasgow, while the rest mainly originate from other areas across Scotland, as well as the rest of the UK and overseas. The College offers education and training opportunities ranging from foundation courses through to Higher National Diplomas, as well as a number of Degree courses with our higher education partners. Courses are delivered across the following curriculum areas: Building, Engineering & Energy. Education & Society. Business. Leisure & Lifestyle. Creative Industries. Nautical Studies. The College also provides services for local businesses and employers that include professional and bespoke training courses. These external commercial courses are delivered by City Enterprises. More specialised support is also available through our specialist centres, such as the Centre for Paralegal Education and the Centre for Supply Chain Leadership. The College employs over 1,000 staff across 11 locations in the city centre, at riverside, and to the east of the city. Construction of the new campus buildings at the city centre and riverside locations begins in 2013, for completion by

5 2. Commitment 3

6 2. Commitment College Values Equality, Diversity & Inclusiveness is one of 6 core College values: The Individual. Equality, Diversity & Inclusiveness. Integrity, Honesty and Transparency. Excellence & Achievement. Partnership. Innovation & Enterprise. College Behaviours Through student and staff engagement, behaviours were identified which support the College values and promote a positive culture. These agreed behaviours are being communicated through a variety of approaches, including the Our Behaviours booklet, communication materials and workshop awareness raising sessions. Such approaches will help promote and reinforce the behaviours to ensure they become embedded within the College culture. College Strategic Aims Equality, diversity and inclusiveness are addressed within the following strategic aims: 1.2. Work with students as co-creators of their own learning that is accessible, supportive, and representative of all Provide access and progression opportunities for all Respond to the diverse and evolving needs of all students by providing effective systems of support and guidance Embed the College s commitment to equality, diversity, inclusiveness, tolerance, and respect for the individual. 4

7 Access and Inclusion The College will encourage access and inclusion, and thus widen participation, by recognising, prioritising and meeting the needs of individuals and groups which comprise the communities the College serves. Some key enablers of access and inclusion include: Curriculum Design. Marketing and Communications. Community Engagement. Student Recruitment and Selection. Student Funding. Student Services. Student Learning Support. HR Recruitment and Selection. Diversity & Equalities Policy and Mainstreaming Vision The College s Diversity & Equalities (D&E) Policy details the aims, scope and responsibilities for D&E. As stated, the College s Equalities Mainstreaming Vision is: To nurture an environment in which the diversity and equality of students and staff from all backgrounds is routinely anticipated, expertly accommodated and positively celebrated. Diversity & Equalities Statement We will positively promote equality, diversity and human rights for all. In doing so, the College will: Foster good relations based on dignity and respect; Advance equality of opportunity for individuals; and Eliminate harassment, victimisation and discrimination. 5

8 6

9 3. Purpose 7

10 3. Purpose The College welcomes the opportunity to report its progress, over the past year, in meeting the requirements of the specific duties under the Equality Act 2010, through its strategy, operations and culture. For a summary of the general and specific equality duties of the Equality Act 2010, please refer to Appendix D. The purpose of this report is to outline progress in meeting the following specific duties: Publish gender pay gap information in relation to the percentage difference among staff between men s average hourly pay and women s average hourly pay. The College has used this opportunity to review and enhance its statement on equal pay in relation to men and women, specifying occupational segregation. The duties to gather staff data and report progress in mainstreaming the equality duty will be reported in the separate Equality Mainstreaming Report The duty to report progress in achieving the College s equality outcomes will also be reported separately. Equality statutory reports, together with completed equality impact assessments, are available from the Diversity & Equalities section of the College s website, accessed directly from the home page. 8

11 4. Approach 9

12 4. Approach Following the implementation of job evaluation in January 2013, an equal pay analysis was undertaken in order to enable the College to monitor the pay gap that exists between men and women and, in doing so, comply with its obligations in accordance with the Equality Act 2010 specific duties in Scotland. The College held meetings with Close the Gap to ensure that any activity was aligned with the Equality Act 2010 and, through building this relationship, the guidance received has been used to inform the College during this process. Feedback was provided by Close the Gap on the College s Equal Pay Policy and Statement and provision of horizontal and vertical segregation data. In the interests of transparency, the analysis included all roles as at 1 st April The analysis was conducted by gathering information from the College HR database, where all person specific data is held. This information was then collated and manipulated to populate the tables contained within the appendices of this document. The data was then analysed to produce the additional narrative. The data provided is accurate as of 1 st April

13 5. Equal Pay Information 11

14 5. Equal Pay Information Appendix A details the equal pay formula and information summary. Please refer to Appendix B, detailing the staff grade structure. Prior to conducting job-evaluation, the Gender Pay Gap for the City of Glasgow College was 13%. During the previous equal pay analysis, conducted in 2013, the mean average hourly rate was The differential between male employees and female employees was 2.09; versus This resulted in a Gender Pay Gap of 12.8%. The mean average hourly rate is The differential between male and female employees is 2.18; compared to This did however exclude the top two staff within the College, both of whom are men. Following the Equal Pay analysis in 2013, the College has since undergone a restructuring exercise. This resulted in a reduction in the number of managers within the College, with 31 staff accepting voluntary severance packages. In addition, some staff transferred to new pay grades following the end of their salary protection. The current Gender Pay Gap for the City of Glasgow College is 13.98%. The mean average hourly rate is The differential between male and female employees is 2.45; compared to In the interests of transparency, this figure is inclusive of the two most senior members of staff within the College. By including the top two most senior College staff in the analysis allows the College to externally benchmark itself with other Scottish colleges and other public authorities in other sectors. 12

15 6. Occupational Segregation 13

16 6. Occupational Segregation The current split of male to female overall within the College is 535 to 661. The distribution of male to female varies across Teaching Staff and Support Staff within the College. Refer to Appendix C which details horizontal and vertical segregation for support staff, followed by academic staff. Refer to Tables 4-18 in Appendix C, detailing horizontal and vertical segregation for support staff. Within the support cohort overall there is a significant variance in the distribution of male to female staff, 195 to 320, there are also significant variances within certain departments, e.g. in Finance Directorate, with 14 male to 55 female; People & Culture Directorate, with 3 male to 20 female; and Infrastructure, with 78 male to 91 female staff. In January, 2013, to better support the gender equality agenda, the College completed a full review of all support roles and the salary and grading structure through conducting a Job Evaluation exercise. This ensures that going forward staff will receive equal pay for work of equal value. Between January 2013 and December 2015, the College has been aligning salaries for staff whose post has been down-graded and were currently paid above the rate for the job. Any salary protection will be reduced/removed after that date and this will further align salaries and lessen the Gender Pay Gap. Refer to Tables in Appendix C for a detailed presentation of horizontal and vertical segregation for teaching staff. Within the teaching cohort overall there is almost an equal distribution of male to female staff, 340 to 341. However within certain Faculties there are significant variances, e.g. Nautical Studies, 49 male to 3 female staff; Building, Engineering & Energy, 75 male to 7 female staff; and Business, 57 male to 84 female staff. It must be noted however that within relevant industries this differential would also be present as historically Hairdressing and Beauty would be predominantly staffed by females and Building and Construction would historically be staffed by males. In order to reduce occupational segregation and the Gender Pay Gap, the College will ensure that the relevant policies and processes are consistently applied and that all staff involved in recruitment and selection have been appropriately trained and are aware of the implications of conscious and unconscious bias. 14

17 7. Equal Pay Statement 15

18 7. Equal Pay Statement Introduction It is the City of Glasgow College s policy to provide equality to all, irrespective of the following protected characteristics: age, disability, gender reassignment, marriage and civil partnership status, pregnancy and maternity, race (including colour, nationality, ethnic or national origins), religion or belief, sex (formerly gender) and sexual orientation. The College s Diversity & Equalities Policy sets out the College s overall aims, within a Diversity & Equalities Statement: We will positively promote equality, diversity and human rights for all. In doing so, the College will: Foster good relations based on dignity and respect; Advance equality of opportunity for individuals; and Eliminate harassment, victimisation and discrimination. Equal Pay Statement City of Glasgow College is committed to the principles of equality in employment and believes that staff should receive equal pay for the same or broadly similar work, or work rated as equivalent and for work of equal value, regardless of their age, disability, ethnicity or race, gender reassignment, marital or civil partnership status, pregnancy, political beliefs, religion or belief, sex or sexual orientation. City of Glasgow College understands that the right to equal pay between women and men is a legal right under both domestic and European Law. In addition, the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012 require the College to taking the following steps: Publish any sex (gender) pay gap information, initially as at April 2013, and regularly updating this (no later than on a biannual basis). 16

19 Publish a statement on equal pay between men and women to include the protected characteristics of race and disability in the second and subsequent statements from 2017 onwards. It is good practice and reflects the College value of Equality, Diversity & Inclusiveness that pay is awarded fairly and equitably. The College recognises that horizontal and vertical segregation currently exists and will ensure that the College policies and processes are consistently applied to reduce Organisational Segregation and the Gender Pay Gap. In order to achieve equal pay for employees doing the same or broadly similar work, work rated as equivalent, or work of equal value, it should operate pay systems which are transparent, based on objective criteria and free from unlawful bias. Statement Objectives and Actions Our objectives, in line with the Public Sector Equality Duty of the Equality Act 2010, are to: Eliminate unfair, unjust or unlawful practices and other discrimination that impact on pay equality. Advance equality of opportunity and the principles of equal pay throughout the workforce. Foster good relations between people sharing different protected characteristics in the implementation of equal pay. We will: Inform employees as to how pay practices work and how their own pay is determined. Provide training and guidance for managers and for those involved in making decisions about pay and benefits and grading decisions. Examine our existing and future pay practices for all our employees, including part-time workers, those on fixed term contracts or contracts of unspecified duration, and those on pregnancy, maternity or other authorised leave. 17

20 Undertake regular monitoring of the impact of our Recruitment and Selection practices in line with the requirements of the Equality Act Terms and Conditions of employment will be consistently applied for all new employees of the College. Ensure that all staff who are involved in selection interviews undergo training which explicitly highlights the College s duties under the Equality Act 2010, as well as the effects of conscious and unconscious bias. Conduct a bi-annual analysis of pay data, based upon mean (average) data, within the equal pay review, with results presented as a Gender Pay Gap Percentage. Compare the College pay gap with the other Colleges within the Glasgow Region as well as the remainder of Scotland. In addition, the Further-Education sector will be benchmarked against other public authority sectors. Key Commitments The College has concluded an analysis of pay data (April 2015) following its recently implemented Job Evaluation Programme and previous equal pay analysis (Jan 2013). The Gender Pay Gap is 14% (13.98%). Contributing to the Gender Pay Gap are: Continued higher proportion of staff in senior positions which are occupied by men. Historical differences in Terms and Conditions of Employment following the merger of the three Colleges into City of Glasgow College. Large percentile of staff with long service that have progressed through the grades. In mitigation, the College has concluded their Job Evaluation process and recognises that Horizontal and Vertical segregation currently exists. In order to reduce the Gender Pay Gap the College will consistently apply the relevant policies and procedures to reduce both Organisational Segregation and the Gender Pay Gap. 18

21 The College will also, in addition to making readily available the College s Equal Pay Statement: Maintain a systematic job evaluation scheme which incorporates the principles of equal pay. Conduct an Equal Pay Review to ensure any service related entitlements can be justified on the grounds of rewarding loyalty, maintaining motivation and reward for higher levels of skills and experience e.g. salary, annual leave, occupational sick pay, etc. As part of the Equal Pay Review, ensure that pay and organisational structures identify and target barriers which may result in horizontal and vertical occupational segregation. Conduct a detailed examination into the distribution of vertical and horizontal segregation which exists across College faculties and directorates and use this information to inform workforce planning, staff training and College policy. Improve workforce planning and use analysis to target staff development opportunities considering the barriers to progression. Review staff benefits ensuring men and women have equitable access to these, e.g. pension, occupational sick pay, employee counselling etc., as part of the Equal Pay Review. Regularly monitor and review results of relevant analyses bi-annually, in partnership with Trade Union and Staff Representatives. Respond promptly to grievances or complaints on equal pay. Responsibilities Board of Management As the governing body of the College, the Board and its Sub Committees, specifically the Students, Staffing, and Equalities Committee are responsible for ensuring that the College complies with its statutory obligations in terms of equal pay. The Board will regularly consider equalities matters including equality monitoring and annual achievement of Equality outcomes. 19

22 The Principal Will be responsible for ensuring that the College commitment to diversity and equalities including equal pay is implemented; that training and guidance is provided for those making decisions regarding remuneration and that the equal pay policy statement is communicated to internal and external parties. Executive Director People & Culture Will be responsible for: Ensuring that pay, benefits and reward systems are kept under regular review and that statistical analysis is undertaken on an annual basis. Advising on the authorising of job specifications, post profiles and appropriate salary levels to ensure that equal pay issues are given appropriate consideration. Provide Recruitment and Selection awareness, and focused training for all relevant managers, to ensure all staff are aware of the equal pay policy and statement. Communicating the policy statement, via internal communication platforms, to ensure all staff are aware of the wider equality related issues. Ensuring that key information on equal pay statistics is published in accordance with the College s statutory duties. All Senior Staff, Managers & Supervisors Will be responsible for: Implementing the policy statement. Following any relevant procedures relating to equal pay and, where appropriate, seeking appropriate advice and guidance. Ensuring that employees know and understand their responsibilities regarding equal pay and, where appropriate and necessary, receive support and training in carrying these out to ensure the College achieves the legal requirements under the Equality Act

23 Complaints and Grievances An employee concerned about discriminatory action in relation to equal pay should in the first instance use the College Grievance Procedure in order to achieve internal resolution. Monitoring The Executive Director People & Culture will monitor and review this policy, consulting with employee and trade union representatives as appropriate, on changes being required due to changes in line with legislation or best practice. 21

24 22

25 8. Looking Forward 23

26 8. Looking Forward The report identified a Gender Pay Gap of 14% (13.98%) and examined vertical and horizontal occupational segregation between men and women. This information informed and supported the development of the College s Equal Pay Statement, including objectives and actions. Through the responsibilities of key staff groups, the College is committed to communicating and delivering these objectives and actions. The College will again publish Gender Pay Gap information by April This will allow any additional revisions to be identified and made. Finally, the College will extend the equal pay statement and analysis of occupational segregation to cover disability, race and gender by April This document is available in alternative formats upon request. For more information, please call /1587, or contact 24

27 Appendices 25

28 Appendix A: Equal Pay Information Table 1: Proportion of Staff by Male and Female at 1 st April 2015 Staff Number Percentage Female % Male % Total 1, % Table 2: Hourly Pay and Rate by Gender for all staff role at 1 st April 2015 Staff Averages Total Hourly Average Mean Average 19, Female Average (A) 9, Male Average (B) 9, * Percentage Pay Gap Calculation (A / B) X 100 = Total 100 Total = Pay Gap Percentage Pay Gap Calculation (15.08/17.53) X 100 = = 13.98% 26

29 Appendix B: Staff Grading Structure Table 3: Staff Grading Structure Grade Minimum Salary Maximum Salary Minimum Point Bar Point Maximum Point 10 55,000 65,000 - N/A ,820 47, N/A ,449 41, N/A ,232 36, N/A ,903 31, N/A ,219 28, N/A ,157 24, N/A ,159 21, ,907 18, ,140 16,

30 Appendix C: Occupational Segregation Support Staff Table 4: Overall Support Staff Staff Grades Male Female Total Principal 100% (1) 0% (0) 100% (1) Depute Principal 100% (1) 0% (0) 100% (1) Vice Principals 0% (0) 100% (1) 100% (1) Directors 46.2% (6) 53.8% (7) 100% (13) Heads of Service 50.0% (10) 50.0% (10) 100% (20) Grade % (2) 33.3% (1) 100% (3) Grade % (8) 61.9% (16) 100% (24) Grade % (12) 53.8% (14) 100% (26) Grade % (20) 55.6% (25) 100% (45) Grade % (19) 62.7% (32) 100% (51) Grade % (9) 25.0% (3) 100% (12) Grade 3 Bar 45.5% (20) 54.5% (24) 100% (44) Grade % (10) 81.1% (43) 100% (53) Grade 2 Bar 25.4% (18) 74.6% (53) 100% (71) Grade % (20) 20.0% (5) 100% (25) Grade 1 Bar 31.2% (39) 68.8% (86) 100% (125) College Total 37.86% (195) 62.14% (320) 100% (515) 28

31 Table 5: The Principal and Executive Leadership Team Staff Grades Male Female Total Principal Depute Principal Vice Principals Total

32 Table 6: Business Faculty Support Staff Staff Grades Male Female Total Director Grade Grade Grade Grade Grade Grade Grade 3 Bar Grade Grade 2 Bar Grade Grade 1 Bar Faculty Total

33 Table 7: Building, Engineering & Energy Faculty Support Staff Staff Grades Male Female Total Director Grade Grade Grade Grade Grade Grade Grade 3 Bar Grade Grade 2 Bar Grade Grade 1 Bar Faculty Total

34 Table 8: Creative Industries Faculty Support Staff Staff Grades Male Female Total Director Grade Grade Grade Grade Grade Grade Grade 3 Bar Grade Grade 2 Bar Grade Grade 1 Bar Faculty Total

35 Table 9: Education & Society Faculty Support Staff Staff Grades Male Female Total Director Grade Grade Grade Grade Grade Grade Grade 3 Bar Grade Grade 2 Bar Grade Grade 1 Bar Faculty Total

36 Table 10: Leisure & Lifestlye Faculty Support Staff Staff Grades Male Female Total Director Grade Grade Grade Grade Grade Grade Grade 3 Bar Grade Grade 2 Bar Grade Grade 1 Bar Faculty Total

37 Table 11: Nautical Studies Faculty Support Staff Staff Grades Male Female Total Director Grade Grade Grade Grade Grade Grade Grade 3 Bar Grade Grade 2 Bar Grade Grade 1 Bar Faculty Total

38 Table 12: Finance Directorate Support Staff Staff Grades Male Female Total Director Heads of Service Grade Grade Grade Grade Grade Grade Grade 3 Bar Grade Grade 2 Bar Grade Grade 1 Bar Directorate Total

39 Table 13: People & Culture Directorate Support Staff Staff Grades Male Female Total Director Heads of Service Grade Grade Grade Grade Grade Grade Grade 3 Bar Grade Grade 2 Bar Grade Grade 1 Bar Directorate Total

40 Table 14: Corporate Development Directorate Support Staff* Staff Grades Male Female Total Director Heads of Service Grade Grade Grade Grade Grade Grade Grade 3 Bar Grade Grade 2 Bar Grade Grade 1 Bar Directorate Total *This table includes SWAP West Staff 38

41 Table 15: New Campus & Student Development Support Staff Staff Grades Male Female Total Director Heads of Service Grade Grade Grade Grade Grade Grade Grade 3 Bar Grade Grade 2 Bar Grade Grade 1 Bar Directorate Total

42 Table 16: Infrastructure Directorate Support Staff Staff Grades Male Female Total Director Heads of Service Grade Grade Grade Grade Grade Grade Grade 3 Bar Grade Grade 2 Bar Grade Grade 1 Bar Directorate Total

43 Table 17: Performance Staff Grades Male Female Total Directors Heads of Service Grade Grade Grade Grade Grade Grade Grade 3 Bar Grade Grade 2 Bar Grade Grade 1 Bar Directorate Total

44 Table 18: Exectutive Office & College Secretary Staff Grades Male Female Total Directors Heads of Service Grade Grade Grade Grade Grade Grade Grade 3 Bar Grade Grade 2 Bar Grade Grade 1 Bar Directorate Total

45 Teaching Staff Table 19: Overall Teaching Staff Staff Grades Male Female Total Curriculum Head 53.2% (25) 46.8% (22 ) 100% (47) Senior Lecturer 63.8% (37) 36.2% (21) 100% (58) Lecturer 48.1% (272) 51.9% (293) 100% (565) Faculty Total 49.9% (334) 50.1% (336) 100% (670) 43

46 Table 20: Business Faculty Teaching Staff Staff Grades Male Female Total Curriculum Head 33.3% (3) 66.7% (6) 100% (9) Senior Lecturer 81.8% (9) 18.2% (2 ) 100% (11) Lecturer 37.2% (45) 62.8% (76 ) 100% (121) Faculty Total 40.4% (57) 59.6% (84) 100% (141) 44

47 Table 21: Building, Engineering & Energy Faculty Teaching Staff Staff Grades Male Female Total Curriculum Head 100% (5) 0% (0) 100% (5) Senior Lecturer 88.9% (8) 11.1% (1) 100% (9) Lecturer 91.2% (62) 8.8% (6) 100% (68) Faculty Total 91.5% (75) 8.5% (7 ) 100% (82) 45

48 Table 22: Creative Industries Faculty Teaching Staff Staff Grades Male Female Total Curriculum Head 71.4% (5) 28.6% (2) 100% (7) Senior Lecturer 77.8% (7) 22.2% (2) 100% (9) Lecturer 57.3% (59) 42.7% (44) 100% (103) Faculty Total 59.7% (71) 40.3% (48) 100% (119) 46

49 Table 23: Education & Society Faculty Teaching Staff Staff Grades Male Female Total Curriculum Head 28.6% (2) 71.4.% (5) 100% (7) Senior Lecturer 14.3% (1) 85.7% (6) 100% (7) Lecturer 27.0% (27) 73.0% (73) 100% (100) Faculty Total 26.3% (30) 73.7% (84) 100% (114) 47

50 Table 24: Leisure & Lifestyle Faculty Teaching Staff Staff Grades Male Female Total Curriculum Head 33.3% (4) 66.7% (8 ) 100% (12) Senior Lecturer 41.7% (5) 58.3% (7) 100% (12) Lecturer 33.0% (38) 67.0% (77) 100% (115) Faculty Total 33.8% (47) 66.2% (92) 100% (139) 48

51 Table 25: Nautical Studies Faculty Teaching Staff Staff Grades Male Female Total Curriculum Head 100% (5) 0% (0) 100% (5) Senior Lecturer 100% (6) 0% (0) 100% (6) Lecturer 92.7% (38) 7.3% (3) 100% (41) Faculty Total 94.2% (49) 5.8% (3) 100% (52) 49

52 Table 26: Student Development Teaching Staff Staff Grades Male Female Total Curriculum Head 0% (0) 0% (0) 100% (0) Senior Lecturer 25.0% (1) 75.0% (3) 100% (4) Lecturer 7.7% (1) 92.3% (12) 100% (13) Faculty Total 11.8% (2) 88.2% (15) 100% (17) 50

53 Table 27: Corporate Development Teaching Staff Staff Grades Male Female Total Curriculum Head 50% (1) 50% (1) 100% (2) Senior Lecturer 0% (0) 0% (0) 100% (0) Lecturer 50% (2) 50% (2) 100% (4) Directorate Total 50% (3) 50% (3) 100% (6) 51

54 Appendix D: The Equality Act 2010 The full Equality Act 2010 can be accessed through this link: Equality Act Introduction and Protected Characteristics The purpose of the Equality Act is to streamline, strengthen and harmonise 40 years of equalities legislation. The Act establishes 9 protected characteristics. These are: Age. Marriage & Civil Religion or Belief. Disability. Partnership. * Sex. Gender Pregnancy & Maternity. Sexual orientation. Reassignment. Race. Public Sector Equality Duty (General Duty) A public authority must, in the exercise of its functions, have due regard to the need to: a) Eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by the Act; * b) Advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it; c) Foster good relations between persons who share a relevant protected characteristic and persons who do not share it. * All protected characteristics (with the exception of marriage & civil partnership) are subject to the full duty. The duty also covers marriage & civil partnerships, with regard to section a) in employment. The public sector equality duty; can be accessed through this link: Equality Duty. Refer to Figure 1 below for further information: Figure 1. 52

55 Public Sector Specific Equality Duties (Scotland) The final regulations, which came into effect on 27th May 2012, can be accessed through this link: Specific Duties (Scotland). Duty to Report Progress on Mainstreaming the Equality Duty Publish a mainstreaming report on the progress made to make the general equality duty integral to the exercise of its functions so as to better perform the duty: o No later than 30th April 2013; and o Subsequently at intervals of no more than 2 years, beginning with the date on which it last published a report. Duty to Publish Equality Outcomes and Report Progress Prepare and publish a set of equality outcomes, which is considered to enable better performance of the general equality duty: o No later than 30th April 2013; and o Subsequently, at intervals of no more than 4 years, beginning with the date on which it last published a set of equality outcomes. In preparing a series of outcomes: o Take reasonable steps to involve persons who share a relevant protected characteristics/those who represent the interests of those persons; and o Consider relevant evidence relating to persons who share a relevant protected characteristic. Publish reasons if equality outcomes do not cover every relevant protected characteristic in relation to further the general equality duty. Publish a report on the progress made to achieve the published equality outcomes: o No later than 30th April 2015; and o Subsequently, at intervals of no more than 2 years, beginning with the date on which it last published a report. 53

56 Duty to Assess and Review Policies and Practices Assess the impact of applying a proposed new or revised policy or practice against the needs of the general equality duty. In making the assessment, consider relevant evidence relating to persons who share a relevant protected characteristic (including any received from those persons). In developing a policy or practice, take account of these results. Publish, within a reasonable period, the results of any assessment made. Make arrangements to review and revise any policy or practice to ensure that it complies with the general equality duty. Any consideration as to whether or not it is necessary to assess the impact of applying a proposed new or revised policy or practice is not to be treated as an assessment of its impact. Duty to Gather and use Employment Information Take steps to gather information on the number and relevant protected characteristics, in each year, of the: o Composition of the authority s employees; and o Recruitment, development and retention of employees. Use this information to better perform the general equality duty. Report progress within the mainstreaming report, including: o Annual breakdown of information gathered, which has not been previously published elsewhere; and o Details of the progress made in gathering and using that information to enable it to better perform the general equality duty. 54

57 Duty to Publish Gender Pay Gap Information Publish information on the percentage difference among staff between men s average hourly pay (excluding overtime) and women s average hourly pay (excluding overtime). Publish this information no later than 30th April 2013 and every second year thereafter. Duty to Publish Statements on Equal Pay, etc Publish a statement containing the required information no later than 30th April 2013 and every fourth year thereafter. The statement must specify the policy on equal pay among its employees between: o Women and men; o Persons who are disabled and persons who are not; and o Persons who fall into a minority racial group and persons who do not. The statement must specify occupational segregation among its employees in relation to the concentration of: o Women and men; o Persons who are disabled and persons who are not; and o Persons who fall into a minority racial group and persons who do not. The first statement (therefore no later than 30st April 2013) must contain information on women and men. The second statement (therefore no later than 30st April 2017) and subsequent statements must contain information on gender, disability and race. 55

58 Duty to Consider Award Criteria and Conditions in Public Procurement When relevant and proportionate to the subject matter of an agreement for goods, works, or services, institutions should have due regard to whether the award criteria of the agreement and the contract conditions relating to the performance of the agreement should include considerations relevant to its performance of the general equality duty. Duty to Publish in a Manner that is Accessible, etc. When producing the mainstreaming report, outcomes and subsequent progress, Gender Pay Gap information and equal pay statements, the authority must: o Publish in a manner that makes the information published accessible to the public; and o So far as practical, employ an existing means of public performance reporting. 56

59 Figure 1: The General Duty of the Equality Act 2010 Components A public authority must, in the exercise of its functions, have due regard to the need to: Due Regard Having due regard specifically involves taking steps to: a) Eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by the Act, i.e. to ensure fairness. b) Advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it, i.e. to advance opportunity. a) Remove or minimise disadvantages suffered by persons who share a relevant protected characteristic that are connected to that characteristic. b) Take steps to meet the needs of persons who share a relevant protected characteristic that are different from the needs of persons who do not share it. c) Encourage persons who share a relevant protected characteristic to participate in public life or in any other activity in which participation by such persons is disproportionately low. c) Foster good relations between persons who share a relevant protected characteristic and persons who do not share it, i.e. to foster respect. a) Tackle prejudice. b) Promote understanding. Due regard comprises two linked elements: proportionality and relevance. The weight that public authorities give to equality should be proportionate to how relevant a particular function is to equality. In short, the greater the relevance of a function to equality, the greater the regard that should be paid.

60

61

62

Summary of the Equality Act 2010

Summary of the Equality Act 2010 Equality Act 2010 1 Summary of the Equality Act 2010 The full Equality Act 2010 can be accessed through this link: Equality Act 2010. Introduction and Protected Characteristics The purpose of the Equality

More information

1. Executive Summary...1. 2. Introduction...2. 3. Commitment...2. 4. The Legal Context...3

1. Executive Summary...1. 2. Introduction...2. 3. Commitment...2. 4. The Legal Context...3 Mainstreaming Report and Equality Outcomes April 2013 to March 2017 Contents 1. Executive Summary...1 2. Introduction...2 3. Commitment...2 4. The Legal Context...3 5. An Overview of the Mainstreaming

More information

Procedure No. 1.41 Portland College Single Equality Scheme

Procedure No. 1.41 Portland College Single Equality Scheme Introduction Portland College recognises the requirements under current legislation to have due regard to the general equality duty. 1.0 Context 1.1 Portland College supports equality of opportunity, promotion

More information

Diversity and Equality Policy

Diversity and Equality Policy Diversity and Equality Policy For the attention of: All Staff Produced by: Director, Human Resources Approved by: SMT Date of publication: September 2013 Date of review: August 2015 Our Mission To provide

More information

Equality, Diversity and Inclusion Policy

Equality, Diversity and Inclusion Policy 1 Equality, Diversity and Inclusion Policy Owned By: Senior Management Issue Date: July 2015 This policy will be reviewed in six months 1 2 Equality, Diversity and Inclusion Policy Introduction ProCo NW

More information

Council meeting, 31 March 2011. Equality Act 2010. Executive summary and recommendations

Council meeting, 31 March 2011. Equality Act 2010. Executive summary and recommendations Council meeting, 31 March 2011 Equality Act 2010 Executive summary and recommendations Introduction 1. The Equality Act 2010 (the 2010 Act) will consolidate into a single Act a range of existing equalities-based

More information

EQUALITY AND DIVERSITY POLICY AND PROCEDURE

EQUALITY AND DIVERSITY POLICY AND PROCEDURE EQUALITY AND DIVERSITY POLICY AND PROCEDURE TABLE OF CONTENTS PAGE NUMBER : Corporate Statement 2 Forms of Discriminations 2 Harassment and Bullying 3 Policy Objectives 3 Policy Implementation 4 Commitment

More information

EVERYONE COUNTS STRATEGY

EVERYONE COUNTS STRATEGY EVERYONE COUNTS STRATEGY Introduction The aim of the Equality and Diversity Strategy is to ensure that Great Places Housing Group promotes equality, tackles discrimination, values diversity, and continues

More information

Liverpool Hope University. Equality and Diversity Policy. Date approved: 14.04.2011 Revised (statutory. 18.02.2012 changes)

Liverpool Hope University. Equality and Diversity Policy. Date approved: 14.04.2011 Revised (statutory. 18.02.2012 changes) Liverpool Hope University Equality and Diversity Policy Approved by: University Council Date approved: 14.04.2011 Revised (statutory 18.02.2012 changes) Consistent with its Mission, Liverpool Hope strives

More information

(g) the Employment Equality (Sexual Orientation) Regulations 2003,

(g) the Employment Equality (Sexual Orientation) Regulations 2003, Linked Law Solicitors Equality and Diversity Policy (based on the Law Society s model policy issued under Rules 3 and 4 of the Solicitors Anti- Discrimination Rules 2004 and amended in the light of the

More information

South Downs National Park Authority

South Downs National Park Authority Agenda item 8 Report RPC 09/13 Appendix 1 South Downs National Park Authority Equality & Diversity Policy Version 0.04 Review Date March 2016 Responsibility Human Resources Last updated 20 March 2013 Date

More information

BELMORES Criminal Defence & Road Traffic Solicitors EQUALITY AND DIVERSITY POLICY

BELMORES Criminal Defence & Road Traffic Solicitors EQUALITY AND DIVERSITY POLICY BELMORES Criminal Defence & Road Traffic Solicitors EQUALITY AND DIVERSITY POLICY As signatories to the Law Society s Diversity & Inclusion Charter Belmores is fully committed to the Charter and each of

More information

Equal Pay Statement. April 2015. Also available in large print (16pt) and electronic format. Ask Student Services for details. www.perth.uhi.ac.

Equal Pay Statement. April 2015. Also available in large print (16pt) and electronic format. Ask Student Services for details. www.perth.uhi.ac. Equal Pay Statement April 2015 Also available in large print (16pt) and electronic format. Ask Student Services for details. www.perth.uhi.ac.uk Perth College is a registered Scottish charity, number SC021209.

More information

Employee Monitoring Report

Employee Monitoring Report Annex A to Mainstreaming Report Scottish Natural Heritage Employee Monitoring Report Published: April 2013 Scottish Natural Heritage Great Glen House, Leachkin Road, Inverness IV3 8NW www.snh.gov.uk Table

More information

Measuring Up? Monitoring Public Authorities performance against the Scottish Specific Equality Duties June 2013

Measuring Up? Monitoring Public Authorities performance against the Scottish Specific Equality Duties June 2013 Measuring Up? Monitoring Public Authorities performance against the Scottish Specific Equality Duties June 2013 Measuring Up? Monitoring Public Authorities performance against the Scottish Specific Equality

More information

Equality Act 2010. (Briefing note updated March 2012 to reflect Specific Duties Regulations and the proposed Scottish Specific Duties)

Equality Act 2010. (Briefing note updated March 2012 to reflect Specific Duties Regulations and the proposed Scottish Specific Duties) Equality Act 2010 (Briefing note updated March 2012 to reflect Specific Duties Regulations and the proposed Scottish Specific Duties) 1. Introduction The Equality Act 2010 consolidates and streamlines

More information

THE EQUALITY ACT 2010

THE EQUALITY ACT 2010 APPENDIX 1 THE EQUALITY ACT 2010 The Equality Act was developed in order to harmonise the different equality duties and to extend it across the protected characteristics. It consists of a general equality

More information

POLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008. Contents. Introduction. Scope. Purpose.

POLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008. Contents. Introduction. Scope. Purpose. POLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008 Contents Introduction Scope Purpose Policy Equal Employment Opportunity Where does EEO apply? Recruitment and Selection

More information

EQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS)

EQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS) EQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS) JANUARY 2010 Michael W Halsall Anti-Discrimination Policy Introduction Michael W. Halsall Solicitors serves a diverse client base.

More information

OVERVIEW OF THE EQUALITY ACT 2010

OVERVIEW OF THE EQUALITY ACT 2010 OVERVIEW OF THE EQUALITY ACT 2010 1. Context A new Equality Act came into force on 1 October 2010. The Equality Act brings together over 116 separate pieces of legislation into one single Act. Combined,

More information

EQUAL OPPORTUNITIES & DIVERSITY POLICY

EQUAL OPPORTUNITIES & DIVERSITY POLICY 1. General dh Recruitment Hereford & Worcester embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will seek to develop a business culture that reflects

More information

Equality, Diversity & Inclusion (EDI) Policy Version 2.1

Equality, Diversity & Inclusion (EDI) Policy Version 2.1 Equality, Diversity & Inclusion (EDI) Policy Version 2.1 Original Author: Ariana Henderson Version 2.1 updated August 2013 Contents Confetti Institute of Creative Technologies... 2 Mission Statement...

More information

DERBY CITY COUNCIL S EQUALITY AND DIVERSITY POLICY

DERBY CITY COUNCIL S EQUALITY AND DIVERSITY POLICY Achieving equality and valuing diversity DERBY CITY COUNCIL S EQUALITY AND DIVERSITY POLICY November 2009 Translations and making the booklet accessible This policy booklet gives details of the Council

More information

Employment Rights and Responsibilities

Employment Rights and Responsibilities Employment Rights and Responsibilities As you work through this section, you will need to be clear about your own understanding of your occupation, the industry in which you work and the sector in which

More information

The Act protects people from discrimination on the basis of protected characteristics. The relevant characteristics are:

The Act protects people from discrimination on the basis of protected characteristics. The relevant characteristics are: Equality Act 2010 The Equality Act 2010 brings together, harmonises and in some respects extends the current equality law, by making it more consistent, clearer and easier to follow in order to make society

More information

Code of practice for employers Avoiding unlawful discrimination while preventing illegal working

Code of practice for employers Avoiding unlawful discrimination while preventing illegal working Code of practice for employers Avoiding unlawful discrimination while preventing illegal working [xx] April 2014 Presented to Parliament pursuant to section 23(1) of the Immigration, Asylum and Nationality

More information

EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL

EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL 1.1 Juice Resource Solutions Limited embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will

More information

Equality & Diversity Strategy

Equality & Diversity Strategy Equality & Diversity Strategy Last updated March 2014 1 Statement of commitment Ombudsman Services is committed to equality of opportunity and respect for diversity. As an equal opportunities employer,

More information

Equality and Diversity Policy. Deputy Director of HR Version Number: V.2.00 Date: 27/01/11

Equality and Diversity Policy. Deputy Director of HR Version Number: V.2.00 Date: 27/01/11 Equality and Diversity Policy Author: Deputy Director of HR Version Number: V.2.00 Date: 27/01/11 Approval and Authorisation Completion of the following signature blocks signifies the review and approval

More information

Equality and Human Rights Impact Assessment (EqHRIA) Standard Operating Procedure

Equality and Human Rights Impact Assessment (EqHRIA) Standard Operating Procedure Equality and Human Rights Impact Assessment (EqHRIA) Standard Operating Procedure Notice: This document has been made available through the Police Service of Scotland Freedom of Information Publication

More information

THE EQUALITY ACT 2010

THE EQUALITY ACT 2010 THE EQUALITY ACT 2010 October 1st 2010 saw many of the provisions attained within the Equality Act, which gained Royal Assent on the 8th April 2010, come into force. The following summary has been put

More information

Equality, Diversity and Inclusivity - Policy

Equality, Diversity and Inclusivity - Policy Equality, Diversity and Inclusivity - Policy 1. Purpose 1.1 The University of Kent is committed to the creation and support of a balanced, inclusive and diverse community which is open and accessible to

More information

NHS Business Services Authority HR Policies Career Breaks

NHS Business Services Authority HR Policies Career Breaks 1. POLICY STATEMENT 1.1 The Authority recognises that during an employee s working life there will be times when personal commitments take priority over work. Subsequently the Career Break Policy has been

More information

APPENDIX A EQUALITY AND DIVERSITY MANAGEMENT POLICY. Page 1 of 11

APPENDIX A EQUALITY AND DIVERSITY MANAGEMENT POLICY. Page 1 of 11 APPENDIX A EQUALITY AND DIVERSITY MANAGEMENT POLICY Page 1 of 11 Revision Date November 2014 Author Glen White, Corporate Services Officer Policy Owner Reason for Revision Training and Awareness Methods

More information

Consultation on the introduction of diversity succession planning for board appointments and the lowering of the 150 employees threshold for

Consultation on the introduction of diversity succession planning for board appointments and the lowering of the 150 employees threshold for Consultation on the introduction of diversity succession planning for board appointments and the lowering of the 150 employees threshold for publishing gender pay gap and equal pay statements etc. October

More information

APUC Supply Chain Sustainability Policy

APUC Supply Chain Sustainability Policy APUC Supply Chain Sustainability Policy Vision APUC aims to be a leader, on behalf of client institutions, in driving forward the sustainable procurement agenda (please see Appendix 1 for the commonly

More information

Equality, Diversity & Human Rights Strategy

Equality, Diversity & Human Rights Strategy Equality, Diversity & Human Rights Strategy 2015-2019 This document sets out the Surrey Police Equality, Diversity and Human Rights (EDHR) strategy. It will explain our legal duties, vision and priorities

More information

Swindon Borough Council Equality & Diversity Strategy. Agreed at Cabinet 14 th April 2010. Introduction

Swindon Borough Council Equality & Diversity Strategy. Agreed at Cabinet 14 th April 2010. Introduction Swindon Borough Council Equality & Diversity Strategy Agreed at Cabinet 14 th April 2010 Introduction Swindon Borough Council wishes to be recognised as a leading public authority in the way it promotes

More information

Bardsey Primary School Equality and Diversity Statement

Bardsey Primary School Equality and Diversity Statement Bardsey Primary School Equality and Diversity Statement Contents Page 1. Mission statement 2 2. Actions to support this statement 2 3. Consultation and involvement 3 4. Equal opportunities for staff 3

More information

BRISTOL CITY COUNCIL HUMAN RESOURCES COMMITTEE. Richard Billingham (Service Director: Human Resources)

BRISTOL CITY COUNCIL HUMAN RESOURCES COMMITTEE. Richard Billingham (Service Director: Human Resources) AGENDA ITEM NO. 9 BRISTOL CITY COUNCIL HUMAN RESOURCES COMMITTEE 17 th December 2015 Report of: Title: Ward: Richard Billingham (Service Director: Human Resources) Performance Management N/A Officer Presenting

More information

Royal Bournemouth & Christchurch Hospitals NHS Foundation Trust Meeting the Public Sector Equality Duties Summary Statement May 2015

Royal Bournemouth & Christchurch Hospitals NHS Foundation Trust Meeting the Public Sector Equality Duties Summary Statement May 2015 Royal Bournemouth & Christchurch Hospitals NHS Foundation Trust Meeting the Public Sector Equality Duties Summary Statement May 2015 1.0 Introduction 1.1 At RBCH, we recognise that equality means treating

More information

PROCUREMENT PROCEDURE

PROCUREMENT PROCEDURE PROCUREMENT PROCEDURE TITLE: Diversity in Procurement ISSUE: 1.0 REFERENCE: BTP/Procurement/Procedure/20 DATE: 11 July 2011 AUTHOR: Freddie Josland/Miranda Smith/ Laraine Jackett APPROVED BY: Tony Foster

More information

Towards Equality: Fairer Care, Support and Social Work Services in Scotland

Towards Equality: Fairer Care, Support and Social Work Services in Scotland Towards Equality: Fairer Care, Support and Social Work Services in Scotland Progressing the Public Sector Equality Duty 2011-2013 COMMS-0413-125 Contents Who we are and what we do 2 Our duties 2 Our corporate

More information

How to use the Equality Act 2010: A guide for voluntary and community organisations

How to use the Equality Act 2010: A guide for voluntary and community organisations How to use the Equality Act 2010: A guide for voluntary and community organisations The Equality Act 2010 updates, simplifies and strengthens Britain s equality laws. It introduces broadly similar provisions

More information

Teaching and Learning Together. Equal Opportunities Policy (see also Disability Non-Discrimination; EAL; Gifted and Talented; Racial Equality; SEN)

Teaching and Learning Together. Equal Opportunities Policy (see also Disability Non-Discrimination; EAL; Gifted and Talented; Racial Equality; SEN) Teaching and Learning Together Equal Opportunities Policy (see also Disability Non-Discrimination; EAL; Gifted and Talented; Racial Equality; SEN) 1 Introduction We are committed to inclusion and will

More information

Stage 1: Scope of the Equality Assessment

Stage 1: Scope of the Equality Assessment Stage 1: Scope of the Equality Assessment ** NB. It is important that your Equality Champion (See Corporate, Equality and Safeguarding on WySpace for a current list) is aware that the EA is being undertaken,

More information

Who can benefit from charities?

Who can benefit from charities? 1 of 8 A summary of how to avoid discrimination under the Equality Act 2010 when defining who can benefit from a charity A. About the Equality Act and the charities exemption A1. Introduction All charities

More information

OUR WORKPLACE DIVERSITY PROGRAM. Diversity is important to AFSA.

OUR WORKPLACE DIVERSITY PROGRAM. Diversity is important to AFSA. OUR WORKPLACE DIVERSITY PROGRAM Diversity is important to AFSA. 2014 2017 OUR WORKPLACE DIVERSITY PROGRAM PAGE 1 OF 9 What is diversity? The concept of diversity encompasses acceptance and respect. It

More information

EAST SURREY COLLEGE EQUALITY SCHEME

EAST SURREY COLLEGE EQUALITY SCHEME EAST SURREY COLLEGE EQUALITY SCHEME EQUALITY OUR COMMITMENT East Surrey College is committed to ensuring the fair treatment of all its staff, established and sessional, support and care workers, volunteers,

More information

PERTH & KINROSS COUNCIL. Equality & Diversity Member Officer Working Group. 18 September 2015. Equality and Diversity in Employment

PERTH & KINROSS COUNCIL. Equality & Diversity Member Officer Working Group. 18 September 2015. Equality and Diversity in Employment 6 G/15/241 PERTH & KINROSS COUNCIL Equality & Diversity Member Officer Working Group 18 September 2015 Equality and Diversity in Employment Section 1 Introduction 2 Page No. Section 2 Our Equality Duties

More information

PUBLIC SECTOR EQUALITY DUTY. Guidance for publishing information on gender and employment, equal pay, and occupational segregation

PUBLIC SECTOR EQUALITY DUTY. Guidance for publishing information on gender and employment, equal pay, and occupational segregation PUBLIC SECTOR EQUALITY DUTY Guidance for publishing information on gender and employment, equal pay, and occupational segregation FOREWORD The gender pay gap in Scotland currently sits at 11% for full-time

More information

Equality and Diversity Strategy

Equality and Diversity Strategy Equality and Diversity Strategy If you require this document in another format or language please contact: Telephone: 023 9282 2444 E-mail: enquiries@portsmouthccg.nhs.uk Write: NHS Portsmouth Clinical

More information

Equal Opportunity Policy

Equal Opportunity Policy Equal Opportunity Policy PURPOSE Anahita Residences & Villas Ltd is committed to becoming an equal opportunity employer and to ensuring that all employees, job applicants, customers and other people with

More information

Employment and Staffing Including vetting, contingency plans, training

Employment and Staffing Including vetting, contingency plans, training Safeguarding and Welfare Requirements: Suitable People. Providers must ensure that people looking after children are suitable to fulfil the requirements of their role. Employment and Staffing Including

More information

Your Application and Our Recruitment Process

Your Application and Our Recruitment Process Your Application and Our Recruitment Process Please read this guidance carefully before you complete the application. Orkney Islands Council s Equal Opportunities Policy means that we want to ensure that

More information

Annual Leave Policy. Document Owner East and North Herts Clinical Commissioning Group. 2 supercedes all previous Annual Leave Policies

Annual Leave Policy. Document Owner East and North Herts Clinical Commissioning Group. 2 supercedes all previous Annual Leave Policies Annual Leave Policy Document Owner Document Author East and North Herts Clinical Commissioning Group Anne Ephgrave Version Directorate Authorised By 2 supercedes all previous Annual Leave Policies Human

More information

EQUALITY ACT 2010 SUMMARY OF KEY CHANGES IN PLACE AND FURTHER CHANGES FROM APRIL 2011

EQUALITY ACT 2010 SUMMARY OF KEY CHANGES IN PLACE AND FURTHER CHANGES FROM APRIL 2011 EDC10D003 Title: Equality Act 2010 and Public Sector Equality Duty Author: Helen Murdoch - Equality and Diversity Manager Circulation: Equality and Diversity Committee 28 February 2011 Agenda: EDC10A001

More information

Workforce Diversity Plan 2009-2011

Workforce Diversity Plan 2009-2011 Workforce Diversity Plan 2009-2011 The Department of Education and Training (the department) is committed to diversity and inclusion in providing high quality education and training services to our students

More information

Equality, Diversity and Inclusion Handbook

Equality, Diversity and Inclusion Handbook HX.127.1 Equality, Diversity and Inclusion Handbook This publication is available in large print and easy read Welcome! At Calico, we are dedicated to promoting and celebrating the positive effect that

More information

Initial Equality Impact Assessment

Initial Equality Impact Assessment Initial Equality Impact Assessment Department Service Area Date 20/10/11 This Initial EqIA will help you to analyse equality in the context of your policy, practice or function. The assessment is a useful

More information

Equality with Human Rights Analysis Toolkit

Equality with Human Rights Analysis Toolkit Equality with Human Rights Analysis Toolkit The Equality Act 2010 and Human Rights Act 1998 require us to consider the impact of our policies and practices in respect of equality and human rights. We should

More information

Managing Diversity and Equal Opportunities

Managing Diversity and Equal Opportunities Managing Diversity and Equal Opportunities Purpose The primary responsibility for implementing and managing diversity and equality of opportunity in the workplace rests with line management. The role of

More information

COMMITTEE: HUMAN RESOURCES REF NO: HR/13/47 DATE: 12 MARCH 2014 ORGANISATIONAL CHANGE MANAGEMENT AND REDEPLOYMENT POLICY

COMMITTEE: HUMAN RESOURCES REF NO: HR/13/47 DATE: 12 MARCH 2014 ORGANISATIONAL CHANGE MANAGEMENT AND REDEPLOYMENT POLICY 10 COMMITTEE: HUMAN RESOURCES REF NO: HR/13/47 DATE: 12 MARCH 2014 SUBJECT: PORTFOLIO HOLDER: HEAD OF SERVICE: ORGANISATIONAL CHANGE MANAGEMENT AND REDEPLOYMENT POLICY CLLR MARTIN COOK DAVID FIELD Short

More information

Equality Impact Assessment Form

Equality Impact Assessment Form Equality Impact Assessment Form November 2014 Introduction The general equality duty that is set out in the Equality Act 2010 requires public authorities, in the exercise of their functions, to have due

More information

APPENDIX 1 - Relevance Assessment Template

APPENDIX 1 - Relevance Assessment Template APPENDI 1 - Relevance Assessment Template Directorate: Service: Function being assessed: Is this a proposed or existing function? Children & Families (C&F) Business Support Business Support Existing Function

More information

SEXUAL ORIENTATION. Summary of the law on

SEXUAL ORIENTATION. Summary of the law on Summary of the law on SEXUAL ORIENTATION DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the sexual orientation discrimination provisions of the Equality

More information

Equality Act 2010: Know Your Rights!

Equality Act 2010: Know Your Rights! Equality Act 2010: Know Your Rights! The Equality Act 2010 provides a new cross-cutting legislative framework to protect the rights of individuals and advance equality of opportunity for all; to update,

More information

HRODE Alyson Sargeant 01785 257888 ext 8103. Name of service/policy/strategy/guidance/project proposal

HRODE Alyson Sargeant 01785 257888 ext 8103. Name of service/policy/strategy/guidance/project proposal Directorate Name and contact details of the people involved EQUALITY AND HUMAN RIGHTS FULL IMPACT ASSESSMENT TEMPLATE HRODE Alyson Sargeant 01785 257888 ext 8103 Date started 3 rd June 2013 Date completed

More information

Acas can help with your employment relations needs

Acas can help with your employment relations needs Rights at Work discipline, grievances and dismissals equality and discrimination information and consultation parents at work pay time off trade unions and representation inform advise train work with

More information

National funding formula: equality analysis

National funding formula: equality analysis National funding formula: equality analysis March 2016 Contents The public sector equality duty 3 What we are proposing in this consultation package 4 Consideration of the protected characteristics identified

More information

How Wakefield Council is working to make sure everyone is treated fairly

How Wakefield Council is working to make sure everyone is treated fairly How Wakefield Council is working to make sure everyone is treated fairly As part of meeting the Public Sector Equality Duty, the Council is required to publish information on how it is working to treat

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy Agreed: November 2014 To be reviewed: November 2015 1 Contents Page 1. Scope and Purpose 3 1.1 Policy Statement 3 1.2 Principles 3 2. Accountability 4 3. Monitoring 7 4. Stakeholders

More information

Human Resources, Equalities and Health and Safety Panel. Authority. 6 & 21 June 2007. Gender Equality Scheme FEP 1036

Human Resources, Equalities and Health and Safety Panel. Authority. 6 & 21 June 2007. Gender Equality Scheme FEP 1036 MEETING Human Resources, Equalities and Health and Safety Panel AGENDA ITEM 20 Authority MEETING DATE 6 & 21 June 2007 DOCUMENT NUMBER FEP 1036 SUBJECT REPORT Gender Equality Scheme (24.5.07) by the Head

More information

Employment Law Guide

Employment Law Guide Employment Law Guide Settlement Agreements (Formally known as Compromise Agreements) See the separate guide. Unfair Dismissal Length of employment Employees can only bring a claim for ordinary unfair dismissal

More information

Restructure, Redeployment and Redundancy

Restructure, Redeployment and Redundancy Restructure, Redeployment and Redundancy Purpose and Scope From time to time the Lake District National Park Authority will need to reorganise its services and staffing to meet changes that arise in future

More information

Item 6 Council 18 June 2014

Item 6 Council 18 June 2014 Item 6 Council 18 June 2014 Report on the outcome of the consultation on the Annual Retention Fee Policy Purpose of paper To report on the outcome of the consultation on the Annual Retention Fee Policy.

More information

CARDIFF COUNCIL. Equality Impact Assessment Corporate Assessment Template

CARDIFF COUNCIL. Equality Impact Assessment Corporate Assessment Template Policy/Strategy/Project/Procedure/Service/Function Title: Proposed Council budget reductions to grant funding to the Third Sector Infrastructure Partners New Who is responsible for developing and implementing

More information

BU Bridging Fund Scheme

BU Bridging Fund Scheme Owner: J Northam, Head of RKE, RKEO Version number: 1.0 Date of approval: 6 May 2015 Approved [Title] by: Policy University Research and Knowledge Exchange Committee Effective date: 1 August 2015 Date

More information

EU Employment Law Euro Info Centre December 2006

EU Employment Law Euro Info Centre December 2006 EU Employment Law Euro Info Centre December 2006 CONTENTS EU Employment Law 2 1. Anti-discrimination 2 2 2 2. Equal treatment of men and women in the workplace 3 3 3 3. Fixed and part time work including

More information

The Netherlands: Gender discrimination in the field of employment

The Netherlands: Gender discrimination in the field of employment The Netherlands: Gender discrimination in the field of employment This document outlines legislation in Belgium that prohibits discrimination on the basis of race and national origin in the provision of

More information

University of Birmingham Race Equality Policy

University of Birmingham Race Equality Policy University of Birmingham Race Equality Policy 1. Purpose and Scope This document sets out the University of Birmingham s Race Equality Policy as required under the Race Relations Act 1976, as amended by

More information

Equal Opportunity, Discrimination and Harassment

Equal Opportunity, Discrimination and Harassment Equal Opportunity, Discrimination and Harassment Last updated: 22 November 2011 EQUAL OPPORTUNITY, DISCRIMINATION AND HARASSMENT TABLE OF CONTENTS CONTENTS PAGE OVERVIEW... 2 EQUAL OPPORTUNITY LEGISLATION...

More information

JOB SHARING POLICY AND PROCEDURE

JOB SHARING POLICY AND PROCEDURE JOB SHARING POLICY AND PROCEDURE INTRODUCTION 1. Carmarthenshire County Council is fully committed to equality of opportunity in employment. The aim of the Job Share Policy is to provide opportunities

More information

INITIAL EQUALITIES IMPACT ASSESSMENT FORM

INITIAL EQUALITIES IMPACT ASSESSMENT FORM IITIAL EQUALITIES IMPACT ASSESSMET FORM To be undertaken when adopting or reviewing policies/procedures or for savings proposals/ restructures and transformations. Equality Impact Assessments must be undertaken

More information

Appendix 1 EQUALITY IMPACT: SCREENING AND ASSESSMENT FORM

Appendix 1 EQUALITY IMPACT: SCREENING AND ASSESSMENT FORM Appendix 1 EQUALITY IMPACT: SCREENING AND ASSESSMENT FORM This form is to be used in conjunction with the Equality Impact Assessment Guidelines. Please refer to these before starting; if you require further

More information

Workplace Diversity Program 2006-2010

Workplace Diversity Program 2006-2010 Workplace Diversity Program 2006-2010 Version 1.0: November 2007 CASADOC 255 Copyright Australian Government 2007 This work is copyright. Apart from any use as permitted under the Copyright Act 1968, no

More information

POLICIES AND REGULATIONS Policy #54

POLICIES AND REGULATIONS Policy #54 POLICIES AND REGULATIONS Policy #54 EQUITY AND INCLUSIVE EDUCATION Statement The Peel District School Board is committed to providing and maintaining safe and healthy environments conducive to learning

More information

HUMAN RESOURCES EQUAL OPPORTUNITIES POLICY

HUMAN RESOURCES EQUAL OPPORTUNITIES POLICY HUMAN RESOURCES EQUAL OPPORTUNITIES POLIC Policy Manager EO PIN Group Policy Group WAG Forum Policy Established Last Updated September 2008 Policy Review Period/Expiry June 2013 This policy does / does

More information

Building Equality, Diversity and Inclusion into the NHS Board Selection Process for Non Executives and Independent Directors March 2012 Edition

Building Equality, Diversity and Inclusion into the NHS Board Selection Process for Non Executives and Independent Directors March 2012 Edition Building Equality, Diversity and Inclusion into the NHS Board Selection Process for Non Executives and Independent Directors March 2012 Edition The NHS Leadership Academy s purpose is to develop outstanding

More information

Business Administration SAMPLE. NCFE Level 2 Certificate in Business Administration Knowledge. Part A

Business Administration SAMPLE. NCFE Level 2 Certificate in Business Administration Knowledge. Part A NCFE Level 2 Certificate in Business Administration Knowledge Part A 1 These learning resources and assessment questions have been approved and endorsed by NCFE as meeting the requirements of the Level

More information

Accessibility. Call Hina Sheikh 01698 377816. E- Mail hina.sheikh@lanarskhire.scot.nhs.uk. Write to: Hina Sheikh

Accessibility. Call Hina Sheikh 01698 377816. E- Mail hina.sheikh@lanarskhire.scot.nhs.uk. Write to: Hina Sheikh Mainstreaming Equality Report 2013 1 Accessibility If you would like this document in a language or format of your choice including large print, audio etc contact NHS Lanarkshire or if you have any questions

More information

Huntingdonshire District Council Equality Impact Assessment

Huntingdonshire District Council Equality Impact Assessment Service area Date of assessment December 2010 Name of strategy/policy/function/service to be assessed Is this a new or existing strategy/policy/function/service? Name of manager responsible for strategy/policy/function/service

More information

Fit and Proper Person Policy

Fit and Proper Person Policy Fit and Proper Person Policy Document Status Approved Version: V2.0 DOCUMENT CHANGE HISTORY Initiated by Date Author HR HR Version Date Comments (i.e. viewed, or reviewed, amended approved by person or

More information

People & Organisational Development Strategy

People & Organisational Development Strategy 2013-2018 People & Organisational Development Strategy Delivering excellent research Delivering an excellent student experience Enhancing global reach and reputation 1. Introduction Glasgow 2020: A global

More information

University of London Race Equality and Diversity Policy and Action Plan

University of London Race Equality and Diversity Policy and Action Plan University of London Race Equality and Diversity Policy and Action Plan Note 1: Throughout this document, the Race Equality and Diversity Policy and Action Plan is referred to as the Policy and Plan or,

More information

People Strategy 2013/17

People Strategy 2013/17 D a t a L a b e l : P U B L I C West Lothian Council People Strategy 2013/17 Contents 1 Overview 2 2 Council Priorities 8 3 Strategy Outcomes 10 1 Engaging and motivating our employees 13 2 Recognised

More information

Equal Opportunities EQUAL OPPORTUNITIES ACT 2006. Act. No. 2006-37 Commencement (LN. 2007/018) 1.3.2007 Assent 14.12.2006. Relevant current provisions

Equal Opportunities EQUAL OPPORTUNITIES ACT 2006. Act. No. 2006-37 Commencement (LN. 2007/018) 1.3.2007 Assent 14.12.2006. Relevant current provisions Equal Opportunities 2006-37 EQUAL OPPORTUNITIES ACT 2006 Principal Act Act. No. 2006-37 Commencement (LN. 2007/018) 1.3.2007 Assent 14.12.2006 Amending enactments Relevant current provisions Commencement

More information

Time limiting contributory Employment and Support Allowance to one year for those in the work-related activity group

Time limiting contributory Employment and Support Allowance to one year for those in the work-related activity group Time limiting contributory Employment and Support Allowance to one year for those in the work-related activity group Equality impact assessment October 2011 Equality impact assessment for time limiting

More information

Colchester Borough Council. Equality Impact Assessment Form - An Analysis of the Effects on Equality. Section 1: Initial Equality Impact Assessment

Colchester Borough Council. Equality Impact Assessment Form - An Analysis of the Effects on Equality. Section 1: Initial Equality Impact Assessment Colchester Borough Council Equality Assessment Form - An Analysis of the Effects on Equality Section 1: Initial Equality Assessment Name of policy to be assessed: Internal Communications Strategy 2015

More information

Employment Law Glossary of key terms and abbreviations

Employment Law Glossary of key terms and abbreviations Employment Law Glossary of key terms and abbreviations ACAS ACAS stands for the Advisory, Conciliation and Arbitration Service a UK government funded independent body offering conciliation services to

More information