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What ?
Equality/Diversity Impact Assessment
A series of steps you take that enable you to
assess what you are doing so that you can do
it more effectively and set in place a plan to
achieve a range of equality outcomes
Diversity factors protected
Gender Marital Status Family Status Age Disability Sexual Orientation Race Religion Membership of the Traveller community
Other Diversity Factors
Background / class
Education
Interests
Skills - communication, conflict management,
leadership
Aim
People maximise their potential and
contribution to the organisation
Reveal and remove hidden barriers
Develop clear plan of action
Why?
Business case - not getting the best staff, not harnessing the full range of capacities
of all employees, not getting all customers, perception of the
organisation
Legislative case - Legal requirements, individual case taken
Social justice case Want to promote equality and manage diversity effectively so that all
are included in all aspects of society
Equality promoted and diversity managed
taking account of different employees’ identities,
experiences, situations, interests and ambitions
organisational culture that welcomes understands and
values diversity
Positive action
Procedures and skill to deal effectively with any
discrimination claims
Understand diversity of customers
How - ApproachHow - Approach
4 C’s - 4 C’s -
CollaborationCollaboration
Communication Communication
Consultation Consultation
Competence Building Competence Building
ExampleHAPPY HOTELS
Profile
1. Management One general manager
Four supervisors
There are 120 staff - 65% female and 35% male
People from seven nationalities work in the hotel
Happy Hotels
Equality infrastructure Staff do not have a representative forum, some are
members of a trade union
No Equality Plan / Diversity Plan
No equality training
Staff handbook which is used for staff in the whole
group
Induction training does not address equality and
diversity management issues
Exercise
Who are the key stakeholders?
How would you include them in the process?
How can you set up a process that gets “buy in”
from the company?
How long do you anticipate the process should
take?
What challenges do you anticipate?
How can you address these?
What is likely to go well?
Equality Team
Exercise Happy Hotel Discuss in pairs
Who should be a member of the team
What are the terms of reference for the team
Indicators
Build equality team awareness and agreement
Discuss what WE mean by equality and diversity
Discuss what WE think about equality and diversity
management in our organisation
Discuss what we will measure
Discuss how we will measure
Collaboration
Essential in an organisational context
Get all involved - people, levels, areas
Get all perspectives - issues, concerns, fears,
hopes
Generate cooperation- see outcomes for all
Lay basis for future collaboration
Collaboration Actions
Initial Meetings - with mangers, supervisors, staff groups to ascertain Their hopes and fears Their langauge re equality The best method of consultation The best methods of communication
Develop Equality Team Involve all people, levels and areas Discuss what is to be assessed
Communication
All informed of all stages
Improve participation in consultation processes
Raise expectations
Generate understanding
Increase ownership
Communication Actions
Send articles for newsletters, notice boards, staff
pay packets
Send information for discussion at staff / team
meetings
Attend open meetings and provide information on
process
Inform all at different stages of process - start-up,
consultation, outcomes
Consultation
What do we need to know Work / Life Profile
Equal Opportunities
Dignity at work
Training and Development
Demographics
Work / Life profile
Read / know contents Employee handbook Policies Further initiatives, e.g. caring responsibilities,
employment of people with disabilities, customers
Do you work full/part time Do you job share Do you do shift work Location?
Equal Opportunities - Perceptions
Opinion - strongly agree to strongly disagree XX Equal opportunities employer
XX fair recruitment procedures
Equal access to training
My supervisor respects me
Employees in various grounds respected by colleagues
XX attracts a diverse range of applicants
Promotion procedures transparent
Age is an important criteria for promotion in XX
Managers are good at promoting equality and managing diversity
Dignity at Work
Have you read / Do you know contents dignity at work policy Anti-bullying and harassment policies Equality policies
Have you experienced / someone complained Harassment, discrimination What happened Were you happy with outcome
Training and Development
How long have you worked with XX Have you read training and development
policy Have you participated in training Have you participated in equality training What level of education / technical skill have
you achieved Have you applied for promotion What were the outcomes
Consultation Actions
Design survey
Test questionnaire
Send questionnaire to all
Allow sufficient time for return
Provide analysis for equality team
Conduct Focus Groups re key questions
Competence Building Actions
Train equality team
Train / coach managers / supervisors -
EIA
Brief contact persons
Brief leaders
Assessment
Organisational culture - annual reports, strategy
docs etc..
Human resource information/data
Policies - equality, training, working conditions
Assessments
Procedures
Recruitment, selection and promotion processes
Processes - XX number of
Recruitment, selection and promotion processes
Reporting
Draft presented to the Organisation
Informal brief to the Key Persons
Formal Presentation to the Steering Group
Agree approach for the Action Planning
Stage
Action Plan
Key priorities
Timescales and milestones
Build capacity (note integrate into managers
performance assessment)
Initiatives and actions
Monitoring
Review
Outcomes Summary
Equality Team - infrastructure involved and committed to act
Awareness campaign - improved knowledge
Building Understanding - clearer aims, roles, impact of MY
actions
Information gathering - more up-to-date data, re-gather
Assessment - clear steps, links to business aims
Reporting - regular, monitor progress
Action Plan - awareness, commitment, promotion of best
practice