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Equal Opportunities & Diversity |
Equal Opportunities concerns the fair treatment of individuals ensuring everyone is treated equally in terms of the recruitment process and business practice, irrespective of: sex, marital status, sexual orientation, disability, race, nationality, ethnic origin, religion, belief, age, domestic circumstance or membership of a trade union.
Diversity goes much further than equal opportunities in that it accepts personalities, behaviours, work style, class and culture and recognises the contribution individual differences can make to the business' identity and success.
Is Equal Opportunity covered by legislation?
Not in its own name, but certainly there is a wealth of legislation that protects employees against many different types of discrimination:
Equal Pay Act 1970, Sex Discrimination Act 1975, Race Relations Act 1976 as amended 2000, Disability Discrimination Act 1995, Employment Equality (Sexual Orientation) & (Religion or Belief) Regulations 2003 and Employment Equality (Age) Regulations 2006. To name but a few!
If I don't have an Equal Opportunities policy am I liable to be fined?
No not at the moment, but if you were to face a Tribunal situation for discrimination the Tribunal would note that you didn't have one and that could be detrimental to your defence.
How do I implement an Equal Opportunities policy?
Carry out a review of current HR policies and procedures; identify gaps particularly in recruitment documentation and practice. Many businesses actively promote Equal Opportunities by encouraging people from disadvantaged groups to join the business.
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