I would recommend this course to any organisation who needs to train their entire workforce in a cost-effective way.
Harry Begley, Corporate Employee Development– North Ayrshire Council
Are you ready for the new Equality Act 2010?
The Equality Bill has completed its passage through Parliament and receives Royal Assent shortly
The new equality legislation presents us with a broad canvas which contains a significant challenge to old traditions, stereotypes and cultures. It demands a more open and transparent approach, a brave new culture which actively celebrates difference.
Our equality and diversity associate, Dianna Yach of Ionann Consultants (pictured) sums up the implications of the new Act for our clients.
"Under the new Act", it will no longer be sufficient to say we have trained our staff and issued an equality and diversity policy. Regulators will now be asking where are the reviews and the audits which reflect where your organisation is with regards to issues such as age and other "protected characteristics" such as disability, gender, gender identity, race, religion or belief or none and sexual orientation, marriage and civil partnership.
Organisations with comprehensive outcome-focused equality and diversity strategies, which routinely carry out equality impact assessments of their day to day activities and which have strong reporting and monitoring processes are more likely to be able to evidence good practice under the new order.
Most importantly, the new legislation will demand:
Refreshed committed leadership on equality and diversity by providing inclusive and accessible services by a diverse workforce for increasingly diverse service users and clients.
That equality and diversity is woven into all aspects of your business and you know where you are and where you want to be in relation to risk management, business plans, services, procurement, HR and community involvement. Robust monitoring and review of recruitment, selection, appraisals, training and development, promotion and staff leavers will help to evidence your progress on equality and diversity in practice.
That your organisation supports community based events to tackle disadvantage and inequality as a socially responsible business.
That your organisation has an Equality and Diversity Action Plan with clear accountabilities for delivery (e.g. clear accountability for delivery of action plan, led by the Board); carrying out equality impact assessments and getting these signed off at a senior level will also give you evidence you have considered equality implications of policies, practices and services.
That your organisation grows its people rather than leaving them to languish or be driven out by the culture.
That you are an employer that strives to reflect diversity at all levels of the organisation e.g. fair, objective and transparent recruitment and selection processes, appraisals, access to staff training and development opportunities, progression and promotion opportunities
That public bodies have paid "due regard" to the need to eliminate unlawful discrimination, advance equality of opportunity, foster good relations and disabled people have been involved early on in decision making. Private organisations bidding for contracts with public bodies will also need to demonstrate good equality and diversity practice.
