Equality Act What does it mean for LSE?

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Equality Act What does it mean for LSE?"

Transcription

1 Equality Act 2010 What does it mean for LSE?

2 Table of contents Introduction Overview of the Equality Act The Protected Characteristics: Key areas to consider Age Disability (new definition and changes) Gender reassignment (new definition) Marriage and Civil Partnership (no change) Pregnancy and maternity (changes for education providers) Race (no change) Religion and Belief (no change) Sex/Gender (no change) Sexual orientation (no change) Discrimination, harassment and victimisation - Definitions Direct discrimination Indirect discrimination Harassment and victimisation Some important changes for Human Resources to know about Positive action Pre-employment health related questions Direct Discrimination and Equal Pay Pay and benefits Secrecy Employment tribunal recommendations Some important changes for The Academic Registrar s Division, academic staff and all other related education providers to be aware of General protection Duty to make reasonable adjustments Pregnancy and maternity Financial support Service Providers What you need to be aware of Contractors The School s Responsibility and what employers need to be aware of Appendix 1: Protected characteristics Appendix 2: Carers Appendix 3: Employer Justified Retirement Age (EJRA)

3 Introduction Equality Act 2010 streamlines and harmonises previously existing equality legislation and also introduces some changes to strengthen the law against discrimination. The provisions of the Equality Act 2010 have direct implications for higher education institutions (HEIs), especially in the areas of student admissions, recruitment and employment and the provision of services. This document is intended to provide guidance about the Equality Act 2010 principally to managers, but also to others who may find the document, or parts of it, relevant. The reader may wish to use this document as a reference tool, extracting relevant sections for any queries or issues should they arise. Matters relating to employment, education and service provision have therefore been highlighted throughout the guide, for ease of reference. Overview of the Equality Act 2010 The Protected Characteristics: Key areas to consider Under the new Equality Act 2010, employees, students and service users are protected from being treated less favourably because they have a protected characteristic. The Act sets out nine protected characteristics as the grounds upon which discrimination is unlawful. The protected characteristics highlighted under the Act are: Age Disability Gender reassignment Marriage and civil partnership Pregnancy and maternity Race Religion or belief - 2 -

4 Sex (Gender) Sexual orientation Protected characteristics have replaced and expanded on what were previously known as equality strands. For definitions of the protected characteristics, please refer to Appendix 1. The following table, extracted from the ACAS guidance The Equality Act What s new for employers ( provides a useful illustration of the key changes and new provisions

5 Age In terms of employment, age is the only protected characteristic that allows an employer to justify direct or indirect discrimination. An employer may be able to justify (in)direct discrimination if they can show that their actions were a proportionate means of achieving a legitimate aim. (see page 6) Retirement - The Default Retirement Age (DRA) is being phased out beginning 6 April It will be completely removed by October In addition, as of 6 April 2011 short notices of retirement are no longer permitted. From October 2011 onwards workers shall retire voluntarily unless the employer sets an objectively justifiable retirement age (Employer Justified Retirement Age or EJRA). For more information on EJRA, please refer to Appendix 3. Disability (new definition and changes) List of capacities The Act has removed the list of capacities specified under the Disability Discrimination Act This implies that an individual is no longer required to demonstrate that, where an impairment adversely affects his or her ability to carry out a normal day-to-day activity, that activity involves one of a specified list of capacities. Extended definition of disability The definition of disability has been extended to also include people who have had a disability in the past. Duty to make reasonable adjustments Under previous legislation (Disability Discrimination Act), the duty to make reasonable adjustments applied only when it was impossible or unreasonably difficult for a disabled person to work, study or use a service. The condition of impossibility or unreasonable difficulty has been replaced by substantial disadvantage. The School - 4 -

6 has a duty to make reasonable adjustments for disabled people to pre-empt any substantial disadvantage in employment, study or provision of services. The duty to make reasonable adjustments is an anticipatory duty. In the case where disability discrimination is alleged against the School, the onus would be on the School to demonstrate that reasonable adjustments had been made. Discrimination arising from disability The Act introduces a new protection from discrimination arising from disability. It is discriminatory to treat a disabled person less favourably because of something related to their disability. It is only justifiable if an employer, education or service provider can demonstrate that such treatment is a proportionate means of achieving a legitimate aim. Gender reassignment (new definition) Gender reassignment is defined as the process of transitioning from one gender to another. Gender reassignment was previously covered in part by the Sex Discrimination Act. For the first time, full coverage has been given to this now protected group under the Equality Act The definition of gender reassignment has been extended to cover people who have proposed, started or completed a process to change their sex but are not necessarily under medical supervision. Marriage and Civil Partnership (no change) As with previous legislation, employees and students who are married or in a civil partnership are protected under the Act. Pregnancy and maternity (changes for education providers) There is no change in respect of employment. Provisions under the new Act that relate to the workplace reflect similar provisions in previous sex discrimination legislation

7 In addition, it is unlawful to consider an employee s period of absence due to a pregnancy - related illness when making a decision about her employment. For education and service providers, protection has been expanded to women outside of the workplace from discrimination that arises as a result of pregnancy and maternity. This protection includes students and prospective students. Also, for the first time, breastfeeding is now an explicit protection for non-workers (including students) within a period of 26 weeks from when the woman has given birth. 1 Race (no change) Religion and Belief (no change) The Act encompasses any religion, and also protects those who do not follow a certain religion or have no religion at all. Belief refers to any religious or philosophical belief or lack of such belief. Sex/Gender (no change) Both men and women are protected under the Act. Those who are undergoing or proposing gender reassignment are also covered. (see Gender Reassignment) Sexual orientation (no change) Lesbian, gay, bisexual and heterosexual people are protected under the Act. 1 After the 26 weeks period, breastfeeding may be protected by sex discrimination provisions

8 Discrimination, harassment and victimisation - Definitions The Act has made changes to the previously existing definition of discrimination to encapsulate a more comprehensive understanding of discrimination and harassment - Direct discrimination Direct discrimination occurs when you treat a student or employee less favourably than you treat (or would treat) another student or employee because of a protected characteristic. It is not possible to justify direct discrimination, so it is always unlawful. (except in cases of single sex institutions that only admit applicants of one gender and in certain limited cases relating to religion and belief, e.g. where there it is a genuine occupation requirement for a job). Under the new Act, direct discrimination includes discrimination by association and discrimination by perception which implies that a person may not necessarily have a protected characteristic himself/herself in order to claim discrimination on the basis of a protected characteristic. 2 In other words, discrimination arising because of a protected characteristic is also unlawful. Associative discrimination whereby a person is treated less favourably because of his/her association with someone who has a protected characteristic Perceptive discrimination whereby a person is treated less favourably because he/she is mistakenly believed to have one of the protected characteristics Indirect discrimination Indirect discrimination occurs when a policy, practice or provision is neutral on the face of it but its impact particularly disadvantages people with a protected characteristic, unless it can be justified as a proportionate means of achieving a legitimate aim (the Objective Justification Defence ). 2 Associative and Perceptive discrimination do not apply to the protected characteristics of marriage and civil partnership and pregnancy and maternity

9 Indirect discrimination has, for the first time, been extended to cover the protected characteristic of disability and gender reassignment. It does not, however, cover pregnancy and maternity. Harassment and victimisation Harassment on the basis of age, disability, gender reassignment, race, religion or belief, sex and sexual orientation is unlawful. It does not apply to pregnancy and maternity and marriage and civil partnership. Complaints of harassment can be made regardless of whether or not the harassment was intentional. For the first time, employees can be held personally liable for harassing other employees. Third party harassment The Act makes the employer liable for harassment of an employee based on any protected characteristic where a third party (someone who is not an employee of the employer) harasses the employee in the course of their employment and the employer fails to take reasonably practical steps to prevent the harassment. However, this only applies if the employer knows that the employee has been harassed on at least two previous occasions. Victimisation can be alleged when a person is treated less favourably because he/she has asserted his/her legal right and/or helped someone else to do so

10 Some important changes for Human Resources to know about Positive action Taking positive action in certain circumstances is not unlawful. Such measures will arise when an employer makes special provisions to alleviate disadvantage connected to a characteristic or there is evidence of under-representation or participation of any particular protected group. There is no requirement for any of the positive action measures on employers; positive action is entirely voluntary. ( See ACAS guidance on the Equality Act for examples of positive action - General positive action measures came into force on 1 October 2010 and largely replicate the previous legislation provisions. Positive action provisions relating to recruitment and promotion came into force on 6 April It is in positive action provisions relating to recruitment and promotion that the Equality Act 2010 has made changes. Positive action measures in recruitment and promotion under previous legislation were limited to providing training and encouragement. For the first time, positive action can be actually used as part of the recruitment and promotion processes. However, the circumstances under which positive action can be used in recruitment and promotion are limited. The following are the conditions that need to be fulfilled - The employer must reasonably think that people with a protected characteristic are disadvantage or under-represented in the workforce The positive action taken should be a proportionate way of redressing that particular disadvantage or under-representation - 9 -

11 A candidate with an under-represented or disadvantaged group can be chosen over another candidate only if the two candidate are of equal merit, i.e. the selection assessment on a range of criteria rates them as equally capable of doing the job. Note: It is not lawful to have a policy of treating job applicants who share protected characteristics more favourably as a matter of course in recruitment and promotion. Pre-employment health related questions The Act limits the circumstances under which employers can ask health related questions. It is now unlawful to ask health related questions before short listing candidates for a job or before making a job offer. This includes inquiring about the health of the applicant (directly or indirectly) on job application forms and during job interviews. However, employers can still ask health questions For monitoring purposes To determine a candidate s capability to carry out a function that is intrinsic to the job For the purpose of making relevant provisions (reasonable adjustments) for the candidate to appear for the interview If having a specific impairment is a genuine occupational requirement To take positive action measures to assist disabled people Note: The data obtained for monitoring purposes or to make relevant provisions for the candidate should be kept confidential and not be used for the purpose of short listing or selecting candidates for the job. Once a person has been offered a job, the prospective employer is allowed to ask appropriate health-related questions

12 Direct Discrimination and Equal Pay The Equality Act allows a claimant to make a claim on the grounds of direct discrimination, even in cases where there is no actual person comparator. For example, where an employee can show that they would have received a better salary from their employer if they were of the opposite sex, may have a claim even if the a direct comparator is only fictitious. A claim of this nature would be made under sex discrimination. Pay and benefits Secrecy Under the Equality Act 2010, pay secrecy clauses or gagging orders have been made unenforceable. It is now unlawful to prevent employers from disclosing and/or discussing their pay. Employees are permitted to discuss their pay with anyone, including: Colleagues, former colleagues, or (for example) a trade union representative provided this is to establish whether or to what extent there is a connection between pay and having (or not having) a protected characteristic. An employee is also allowed to try and obtain pay information from a colleague, or former colleague, with this aim. These are known as relevant pay disclosures. Discussions are not limited to equal pay between women and men. They can relate to any of the protected characteristics defined under the Act. Employers are prohibited from disciplining employees who have had such discussions. This would likely amount to victimisation

13 Employers can, however, stipulate that their employees keep pay rates confidential from some people/organisations outside the workplace. These might include a competitor organisation. Employment tribunal recommendations The Act allows a tribunal to recommend that an organisation take steps to eliminate or lessen the impact of discrimination on its employees and the claimant. (This power does not apply in equal pay cases). Some important changes for The Academic Registrar s Division, academic staff and all other related education providers to be aware of General protection Former, current and prospective students are protected from discrimination, harassment and victimisation by the Equality Act The protection extended to former, current and prospective students largely reflects previous legislation. It prohibits discrimination, harassment and victimisation of students in deciding on and making offers of admission, in provision of education and services and in conferment of qualifications. Duty to make reasonable adjustments Under previous legislation (Disability Discrimination Act), duty to make reasonable adjustments applied to employment only (see above); however, it has now been extended to cover education and provision of services. The School s obligations to students cover services, facilities and benefits, both educational and non-educational in nature. (e.g. teaching methods, assistive learning technologies, the Estate, accommodation etc.) Therefore, the School now has a duty to make reasonable adjustments for disabled students and applicants to pre-empt any substantial disadvantage they are likely to face

14 In addition, exclusion of students is prohibited under the Act. It may be considered unlawful to introduce any procedures, practices or make any decisions which exclude a group of students in accordance with the protected characteristics. Discriminating against students by subjecting them to some form of detriment is also unlawful. Detriment is not defined in the Act but can be interpreted broadly as a disadvantage of some kind. Pregnancy and maternity The protected characteristic of pregnancy and maternity (including breastfeeding) has been, for the first time, extended to students and applicants. A student or applicant who is pregnant or has given birth within the last 26 weeks is now explicitly protected from unfavourable treatment. Financial support Earlier, charities were allowed to benefit a particular group provided that the requirement to do so was set out in a charitable instrument. But the new Act imposes an additional requirement that the restriction is a proportionate means of achieving a legitimate aim. A particular group may also be benefited for the purpose of preventing or compensating for a disadvantage linked to a protected characteristic. Therefore, the terms on which scholarships are offered to students may need to be revised. Service Providers What you need to be aware of The provisions of the Act, as they relate to discrimination, harassment and victimisation, also apply to the School in its capacity of providing goods, facilities or services to members of the public. (For definition of discrimination and harassment, see above). There are some exceptions, when people s protected characteristics may be relevant to the goods, facilities or services. These are: Services provided for people with a particular protected characteristic

15 Separate services for men and women or single-sex services. Where health and safety considerations apply to pregnant women. Services provided to people with a particular protected characteristic Generally, it is lawful to provide a service in a way which makes it only accessible to people with a shared protected characteristic (e.g. people of a particular religion or a particular ethnic group), providing it is shown that it is reasonably believed that it would not be practicable to provide the service to those who fall outside of this group. It is also lawful to target advertising or marketing at a group with particular protected characteristics, as long as the service offered is inclusive to all (unless one of the exceptions applies). It is not unlawful to provide separate services for men and women where providing a combined service would not be as effective. (e.g. a rest area for mothers, giving them the option to breastfeed). It is also possible to provide separate services for men and women in different ways or to a different level where: a combined service would not be as effective, and it would not be reasonably practicable to provide the service except in alternative ways or to an alternative level. In each case, it will be necessary to be able to objectively justify this. A business which is providing separate services or single-sex services must not exclude a transsexual person from the services appropriate to the sex in which the transsexual person presents (as opposed to the physical sex they were born with) unless it can objectively justify this, taking into account the needs and wishes of all service users involved

16 Health and safety for pregnant women You can refuse to provide a service to a pregnant woman, or set conditions on the service, because you reasonably believe that providing the service in the usual way would create a risk to the woman s health or safety, and you would do the same thing in relation to a person with a different physical condition. Contractors The School s Responsibility and what employers need to be aware of If the School procures contractors to provide services or carry out public functions on its behalf, the School is legally responsible for acts of discrimination, harassment and victimisation carried out by those contractors and their employees in the course of their employment. As long as: The contractor was acting in the course of their employment i.e. while they were doing their job, or The contractor was acting within the general scope of the School s authority i.e. while they were carrying out the School s instructions. However, the School will not be held legally responsible if it can show that: It took all reasonable steps to stop an employee acting unlawfully e.g. had written terms and conditions in their contract of employment which set out the School s policy on discrimination and harassment, provided their agent with equality training; The contractor acted outside the scope of the School s authority. Also, as is the case with employees, a contractor may be personally responsible for their own acts of discrimination, harassment or victimisation carried out during their employment or while acting with your authority. This applies where either:

17 o The School is also liable as their employer or principal, or The School would be responsible but can evidence that: o It took all reasonable steps to prevent the contractor from discriminating against, harassing or victimising someone, or The contractor acted outside the scope of the School s authority

18 Appendix 1: Protected characteristics The following are the definitions of protected characteristics as provided by the Equality and Human Rights Commission Age Where this is referred to, it refers to a person belonging to a particular age (e.g. 32 year olds) or range of ages (e.g year olds). Disability A person has a disability if s/he has a physical or mental impairment which has a substantial and long-term adverse effect on that person's ability to carry out normal dayto-day activities. Gender reassignment The process of transitioning from one gender to another. Marriage and civil partnership Marriage is defined as a 'union between a man and a woman'. Same-sex couples can have their relationships legally recognised as 'civil partnerships'. Civil partners must be treated the same as married couples on a wide range of legal matters. Pregnancy and maternity Pregnancy is the condition of being pregnant or expecting a baby. Maternity refers to the period after the birth, and is linked to maternity leave in the employment context. In the non-work context, protection against maternity discrimination is for 26 weeks after giving birth, and this includes treating a woman unfavourably because she is breastfeeding

19 Race Refers to the protected characteristic of Race. It refers to a group of people defined by their race, colour, and nationality (including citizenship) ethnic or national origins. Religion and belief Religion has the meaning usually given to it but belief includes religious and philosophical beliefs including lack of belief (e.g. Atheism). Generally, a belief should affect your life choices or the way you live for it to be included in the definition. Sex A man or a woman. Sexual orientation Whether a person's sexual attraction is towards their own sex, the opposite sex or to both sexes Online source:

20 Appendix 2: Carers The following have a statutory right to request flexible work who have or expect to have parental responsibility of a child aged under 17 (from April 2011 a child aged under 18) who have or expect to have parental responsibility of a disabled child under 18 who receives Disability Living Allowance (DLA) who are the parent/guardian/special guardian/foster parent/private foster carer or as the holder of a residence order or the spouse, partner or civil partner of one of these and are applying to care for the child who are a carer who cares, or expects to be caring, for an adult who is a spouse, partner, civil partner or relative; or who although not related to you, lives at the same address as you For more on the right to flexible working, please consult DirectGov (

21 Appendix 3: Employer Justified Retirement Age (EJRA) ACAS guide to Working without the Default Retirement Age Even without the DRA, it may still be possible to retire an employee lawfully at a set age provided that the retirement age can be objectively justified, which means that it is a proportionate response to a legitimate aim. We refer to this in our guidance as Employer Justified Retirement Age (EJRA). The justification of a set retirement age will be particularly important in the event that such a policy is challenged in an employment tribunal. Case-law around EJRA will develop once the DRA has been abolished. Currently EJRAs tend to be used in exceptional circumstances in which an employer has a retirement age under 65. For example, posts in the emergency services which require a significant level of physical fitness or other occupations requiring exceptional mental and/or physical fitness such as air traffic controllers. Alternatively, they have been used where the working relationship in question is not covered by the DRA regulations, for example, by partners in a law firm (partners are not covered by the DRA). Employers who wish to use an EJRA need to consider the matter carefully. They will need to ensure that the retirement age meets a legitimate aim, for instance workforce planning (the need for business to recruit, retain and provide promotion opportunities and effectively manage succession) or the health and safety of individual employees, their colleagues and the general public. As well as establishing a legitimate aim an employer will also need to demonstrate that the compulsory retirement age is a proportionate means of achieving that aim. The test of objective justification is not an easy one to pass and it will be necessary to provide evidence if challenged; assertions alone will not be enough. When looking to establish an EJRA it can be helpful to first set out the reason why you wish to do so clearly on paper. Then ask yourself whether you have good evidence to support this reason and then finally consider if there is an alternative, less or non-discriminatory way

22 of achieving the same result. Throughout, you should always remember that you need to show objective justification not subjective justification. Having established an EJRA employers should also follow a fair procedure in retiring people at the compulsory retirement age. You should give the employee adequate notice of impending retirement and, if circumstances permit, consider any request by an employee to stay beyond the compulsory retirement age as an exception to the general policy although it would be important in such circumstances to ensure consistency of treatment as between employees who might request to stay on. Online source -

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

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 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

Information Sheet The Equality Act 2010

Information Sheet The Equality Act 2010 2 St. James' Court Friar Gate Derby DE1 1BT Information Sheet The Equality Act 2010 > TEL 01332 372 337 > FAX 01332 290 310 > EMAIL enquiries@voicetheunion.org.uk > WEB www.voicetheunion.org.uk Introduction

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

EQUAL OPPORTUNITIES POLICY AND PROCEDURE

EQUAL OPPORTUNITIES POLICY AND PROCEDURE EQUAL OPPORTUNITIES POLICY AND PROCEDURE State whether the document is: Trust wide Business Group Local APPROVAL COMMITTEE VALIDATION COMMITTEE (if Policy) DATE OF: APPROVAL State Document Type: Policy

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

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

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

GUIDANCE NOTE. Discrimination Law. March 2013

GUIDANCE NOTE. Discrimination Law. March 2013 GUIDANCE NOTE Discrimination Law March 2013 Equality Act 2010 In October 2010 the separate threads of UK Discrimination Law were consolidated in the Equality Act 2010 (except for equal pay which is still

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, 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

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, 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

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

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

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

(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

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

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

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 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

The Equality Act 2010 a summary guide

The Equality Act 2010 a summary guide The Equality Act 2010 a summary guide The Equality Act 2010 a summary guide This factsheet is part of our Your rights range. You will find it useful if you are a person with hearing loss and want to find

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

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

DISABILITY. Summary of the law on

DISABILITY. Summary of the law on Summary of the law on DISABILITY DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the age discrimination provisions of the Equality Act 2010. These apply

More information

Equality Act 2010: Summary Guidance on Employment

Equality Act 2010: Summary Guidance on Employment GUIDANCE FOR BUSINESS Equality Act 2010: Summary Guidance on Employment Equality and Human Rights Commission www.equalityhumanrights.com Table of contents Introduction... 5 The legal status of this guidance...

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

September 2010. A Quick Guide to: The Equality Act 2010

September 2010. A Quick Guide to: The Equality Act 2010 September 2010 A Quick Guide to: The Equality Act 2010 Introduction The law relating to unlawful discrimination in Great Britain has evolved over the last 40 years. Until October 2010, it was to be found

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

EQUALITY ACT 2010: WHAT DO I NEED TO KNOW? A SUMMARY GUIDE FOR VOLUNTARY AND COMMUNITY SECTOR SERVICE PROVIDERS

EQUALITY ACT 2010: WHAT DO I NEED TO KNOW? A SUMMARY GUIDE FOR VOLUNTARY AND COMMUNITY SECTOR SERVICE PROVIDERS EQUALITY ACT 2010: WHAT DO I NEED TO KNOW? A SUMMARY GUIDE FOR VOLUNTARY AND COMMUNITY SECTOR SERVICE PROVIDERS www.edf.org.uk Foreword The Equality Act 2010 replaces the existing antidiscrimination laws

More information

The Equality Act What s new for employers?

The Equality Act What s new for employers? The Equality Act What s new for employers? Acas can help with your employment relations Every year Acas helps employers and employees from thousands of workplaces. That means we keep right up to date with

More information

EQUAL OPPORTUNITIES POLICY STATEMENT AND CODE OF PRACTICE

EQUAL OPPORTUNITIES POLICY STATEMENT AND CODE OF PRACTICE EQUAL OPPORTUNITIES POLICY STATEMENT AND CODE OF PRACTICE GELDER GROUP EQUAL OPPORTUNITIES POLICY AND CODE OF PRACTICE 1. INTRODUCTION The Gelder Group is committed to a comprehensive policy of equal opportunities

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

The Equality Act 2010 a summary guide

The Equality Act 2010 a summary guide Factsheet Your rights The Equality Act 2010 a summary guide You ll find this factsheet useful if you want an outline of how the Equality Act 2010 protects people who are deaf or have a hearing loss from

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

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

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

2.1 The policy applies to all sportscotland employees including contractors and agency workers.

2.1 The policy applies to all sportscotland employees including contractors and agency workers. NON-PROTECTED sportscotland Human Resources Toolkit Equality & Diversity in Employment 1.1 sportscotland is committed to promoting equality and diversity in employment. sportscotland recognises the unique

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

AGE DISCRIMINATION. Summary of the law on

AGE DISCRIMINATION. Summary of the law on Summary of the law on AGE DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the age discrimination provisions of the Equality Act 2010. These apply in

More information

www.wrexham.gov.uk / www.wrecsam.gov.uk

www.wrexham.gov.uk / www.wrecsam.gov.uk www.wrexham.gov.uk / www.wrecsam.gov.uk This document is available on request in a variety of accessible formats for example large print or Braille. Feedback We welcome your feedback on this document.

More information

Contents. Preface to Second Edition List of Abbreviations Table of Cases Table of Legislation

Contents. Preface to Second Edition List of Abbreviations Table of Cases Table of Legislation Contents Preface to Second Edition List of Abbreviations Table of Cases Table of Legislation v vii xv xxi 1 The Aims of Equality Law 1 The Equality Act 2010 1 The Act since 2010 6 A History of Bits and

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

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

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

The Equality Act 2010 A Guide. September 2012.

The Equality Act 2010 A Guide. September 2012. The Equality Act 2010 A Guide September 2012. What is the Equality Act? The Equality Act is a piece of legislation that protects us all from unfair treatment because of a physical or other specific characteristic

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

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

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

What equality law means for you as an employer: pay and benefits.

What equality law means for you as an employer: pay and benefits. 3. What equality law means for you as an employer: pay and benefits. Equality Act 2010 Guidance for employers. Vol. 3 of 7. July 2011 Contents Introduction... 1 Other guides and alternative formats...

More information

Equality Act 2010: Summary guidance on employment

Equality Act 2010: Summary guidance on employment Equality Act 2010: Summary guidance on employment Contents Introduction 4 The legal status of this guidance 5 Who is protected by the Equality Act? 5 What is meant by discrimination? 5 Exceptions 8 Age

More information

Equal Pay Statement and Information 2015

Equal Pay Statement and Information 2015 Equal Pay Statement and Information 2015 Contents 1. Introduction... 2 2. Commitment... 4 3. Purpose... 8 4. Approach... 10 5. Equal Pay Information... 12 6. Occupational Segregation... 14 7. Equal Pay

More information

RACE DISCRIMINATION. Summary of the law on

RACE DISCRIMINATION. Summary of the law on Summary of the law on RACE DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the race discrimination provisions of the Equality Act 2010. These apply

More information

Protected Characteristics under the Equality Act 2010. codify the many pieces of primary and secondary legislation relating to

Protected Characteristics under the Equality Act 2010. codify the many pieces of primary and secondary legislation relating to Protected Characteristics under the Equality Act 2010 Background The Equality Act 2010 came into force on 4 th October 2010. The Act sought to codify the many pieces of primary and secondary legislation

More information

Employment law solicitors

Employment law solicitors Employment law solicitors At Millbank solicitors we are dedicated to providing prompt and practical employment advice to both employers and employees. Our expert lawyers appreciate and understand the ever

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 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

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

Valuing Diversity, Promoting Equality, Equal Opportunity and Inclusion

Valuing Diversity, Promoting Equality, Equal Opportunity and Inclusion Safeguarding and Welfare Requirement: Equal Opportunities. Providers must have and implement a policy and procedure to promote equality of opportunity for children in their care, including support for

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

Your rights to equality at work: training, development, promotion and transfer.

Your rights to equality at work: training, development, promotion and transfer. 4. Your rights to equality at work: training, development, promotion and transfer. Equality Act 2010 Guidance for employees. Vol. 4 of 6. July 2011 Contents Introduction... 1 Other guides and alternative

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

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

3.2 GTCC is committed to promoting EEO for women, members of racial minorities and people with disability.

3.2 GTCC is committed to promoting EEO for women, members of racial minorities and people with disability. Policy Anti-Discrimination and Equal Employment Opportunity 1 Background Greater Taree City Council s (GTCC) general obligations in regard to anti-discrimination and equal employment opportunity (EEO)

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

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

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

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

RECRUITMENT ADVERTISING A GOOD PRACTICE GUIDE FOR EMPLOYERS FOR PROMOTING EQUALITY OF OPPORTUNITY

RECRUITMENT ADVERTISING A GOOD PRACTICE GUIDE FOR EMPLOYERS FOR PROMOTING EQUALITY OF OPPORTUNITY RECRUITMENT ADVERTISING A GOOD PRACTICE GUIDE FOR EMPLOYERS FOR PROMOTING EQUALITY OF OPPORTUNITY THE EQUALITY COMMISSION FOR NORTHERN IRELAND The Equality Commission has responsibility for enforcing

More information

Equality Act 2010 Code of Practice. Employment Statutory Code of Practice

Equality Act 2010 Code of Practice. Employment Statutory Code of Practice Equality Act 2010 Code of Practice 3 Employment Statutory Code of Practice Equality Act 2010 Code of Practice Employment Statutory Code of Practice Equality Act 2010 Statutory Code of Practice Employment

More information

What equality law means for you as a student in further or higher education

What equality law means for you as a student in further or higher education What equality law means for you as a student in further or higher education Equality Act 2010 Guidance for students Contents Introduction... 3 Section 1: Introduction... 4 Section 2: Key concepts... 9

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

A GUIDE TO SCREENING AND SELECTION IN EMPLOYMENT. www.chrc-ccdp.ca

A GUIDE TO SCREENING AND SELECTION IN EMPLOYMENT. www.chrc-ccdp.ca A GUIDE TO SCREENING AND SELECTION IN EMPLOYMENT www.chrc-ccdp.ca March 2007 HOW TO REACH THE CANADIAN HUMAN RIGHTS COMMISSION If you need more information or would like to order other publications, please

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

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

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

From Hiring to Firing

From Hiring to Firing From Hiring to Firing A Basic Guide to the Australian Employment Law Life Cycle HIRING For many employers, the key to having a productive and high-performing workforce is recruiting the right people. It

More information

Business Skills Apprenticeship Frameworks

Business Skills Apprenticeship Frameworks Business Skills Apprenticeship Frameworks Employee Rights and Responsibilities Workbook February 2014 Business & Administration Human Resource Management Business Innovation and Growth Marketing Campaigning

More information

A short guide for employers, working parents and carers. The right to apply for flexible working

A short guide for employers, working parents and carers. The right to apply for flexible working A short guide for employers, working parents and carers The right to apply for flexible working Acas can help with your employment relations needs Every year Acas helps employers and employees from thousands

More information

Unfair Dismissals. Termination of Employment Series. Unfair Dismissals

Unfair Dismissals. Termination of Employment Series. Unfair Dismissals Unfair Dismissals Termination of Employment Series Unfair Dismissals The best protection from unfair treatment in the workplace is to become a union member as unionised employments tend to have better,

More information

ERA seminar 16-17 September 2013. EU Gender Equality Law: The Burden of Proof in sex discrimination cases

ERA seminar 16-17 September 2013. EU Gender Equality Law: The Burden of Proof in sex discrimination cases ERA seminar 16-17 September 2013 EU Gender Equality Law: The Burden of Proof in sex discrimination cases Else Leona McClimans Lawyer, mcclimans@advokatfroland.no Law firm Frøland & Co, Lillestrøm, Introduction

More information

Equal marriage What the government says

Equal marriage What the government says Equal marriage What the government says Easy Read Document Important This is a big booklet, but you may not want to read all of it. Look at the list of contents on pages 3, 4 and 5. It shows what is in

More information

Model Policy. Disability Leave. matters

Model Policy. Disability Leave. matters Model Policy Disability Leave matters Introduction Decades after the enactment of the 1995 Disability Discrimination Act and years after the Equality Act 2010 came into law, ignorance of the law pertaining

More information

There have been many changes to employment law and regulations over the years. A key area is the freedom or lack of freedom to dismiss an employee.

There have been many changes to employment law and regulations over the years. A key area is the freedom or lack of freedom to dismiss an employee. Dismissal Procedures There have been many changes to employment law and regulations over the years. A key area is the freedom or lack of freedom to dismiss an employee. An employee s employment can be

More information

WOMEN S JOBS, MEN S JOBS. Think Business, Think Equality

WOMEN S JOBS, MEN S JOBS. Think Business, Think Equality WOMEN S JOBS, MEN S JOBS Think Business, Think Equality CONTENTS INTRODUCTION 2 WOMEN S WORK 3 RECRUITMENT 5 TRAINING AND SKILLS 10 WOMEN S JOBS, MEN S JOBS CHECKLIST 17 GLOSSARY 19 1 INTRODUCTION This

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

Job Application form

Job Application form Job Application form Post Applied for: Closing Date: form Job Reference: form Please complete this form in black ink. Applications received after the closing date will not normally be considered. THE INFORMATION

More information

Discrimination: What to do if it happens

Discrimination: What to do if it happens Discrimination: What to do if it happens Acas promoting employment relations and HR excellence August 2015 About Acas What we do Acas provides information, advice, training, conciliation and other services

More information

Appropriate Questions to ask in an Interview i

Appropriate Questions to ask in an Interview i Appropriate Questions to ask in an Interview i Interviews At the interview stage of the employment process, the employer may expand the scope of job-related questions to determine the applicant's qualifications

More information

Introduction. Pre-employment inquiries: You can respect human rights in hiring. What you can do What you can ask

Introduction. Pre-employment inquiries: You can respect human rights in hiring. What you can do What you can ask Introduction Pre-employment inquiries: You can respect human rights in hiring What you can do What you can ask Guidelines for employers on pre-employment inquiries and The Human Rights Code (Manitoba)

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

Employment Discussion Scenarios

Employment Discussion Scenarios Employment Discussion Scenarios Scenario 1 - Airline Employee Jeff works for an airline. One of the perks of the job is a discount card for travel on any of the company s flights. Jeff s married colleagues

More information

GUIDE TO EMPLOYMENT LAW IN GUERNSEY

GUIDE TO EMPLOYMENT LAW IN GUERNSEY GUIDE TO EMPLOYMENT LAW IN GUERNSEY CONTENTS PREFACE 1 1. Written Statement of Terms and Conditions 2 2. Written Statement of Pay and Deductions 3 3. Written Statement of Reasons for a Dismissal 3 4. Minimum

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

MANAGEMENT PLAN. Equal Employment Opportunity & Workforce Diversity

MANAGEMENT PLAN. Equal Employment Opportunity & Workforce Diversity MANAGEMENT PLAN Equal Employment Opportunity & Workforce Diversity Final Version: 1.0 Identifier CCS 5.1.7 Policy Section: HR Management Date Adopted: 8 November 2012 Review Date: November 2015 Author:

More information

SUBJECT ACCESS REQUEST PROCEDURE

SUBJECT ACCESS REQUEST PROCEDURE SUBJECT ACCESS REQUEST PROCEDURE Document History Document Reference: Document Purpose: IG31 This procedure sets out the responsibility for staff when receiving requests for information provided under

More information

QUESTIONS TO ASK AND NOT TO ASK DURING THE INTERVIEW

QUESTIONS TO ASK AND NOT TO ASK DURING THE INTERVIEW QUESTIONS TO ASK AND NOT TO ASK DURING THE INTERVIEW Please review the following information and questions to help you to develop the appropriate interview questions. ADDRESS Applicant's address and length

More information

What equality law means for you as an employer: when you recruit someone to work for you.

What equality law means for you as an employer: when you recruit someone to work for you. 1. What equality law means for you as an employer: when you recruit someone to work for you. Equality Act 2010 Guidance for employers. Vol. 1 of 7. July 2011 Contents Introduction... 1 Other guides and

More information

Your rights to equality at work: working hours, flexible working and time off.

Your rights to equality at work: working hours, flexible working and time off. 2. Your rights to equality at work: working hours, flexible working and time off. Equality Act 2010 Guidance for employees. Vol. 2 of 6. July 2011 Contents Introduction... 5 Other guides and alternative

More information