Equality

1
Equality Diversity

• Role
• Definition leading to Action and Results
• Strands of Diversity
• Legal Context Equality Schemes
• Raising Awareness Quiz / Crossword Puzzle
• Video re Disability discussion point
• Questions
• Your Views Count
• Feedback on this session

2
Equality Diversity

• Choice of background
• To demonstrate the principle of competing on a
  level playing field, where ability counts.

Different starting point, same distance, common
goal, finish together.
3
Equality Diversity

• Equality Diversity Officer
• Main Role Support staff students
• Work with
• Quality Team
• Curriculum Teams EDIMs / Targets
• Marketing
• Human Resources Development
• First point of contact for discrimination
  incidents

4
Purpose of this session

• Without definition there is no understanding.
• Without understanding there is no respect
• Without commitment there is no action.
• And without action there can be no result.

5
Equality

• Equality of opportunity freedom from
  discrimination
• Equality of treatment eliminating barriers
• Equality of outcome impact assessments

• Should be apparent in all aspects of our work
  recruitment, promotions, training development,
  pay, job evaluation, supportive college culture
  etc

6
Diversity

• The concept of diversity encompasses
• acceptance and respect
• understanding that each individual is unique,
• and recognising our individual differences. 
• These can be in terms of
• race, ethnicity, gender, sexual orientation,
• socio-economic status, age, physical abilities,
• religious beliefs, political beliefs, or other
  ideologies. 
• "Diversity is not about how we differ. Diversity
  is about embracing one another's uniqueness."
• Lets not forget "Variety is the spice of life."

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Concept of Diversity
8
Strands of Diversity

• Race
• Gender
• Sexual Orientation
• Disability
• Religion / Belief
• Age

• Reasons
• Legal
• Business Case
• Leadership aspect Role Model
• Ethical
• Government Funding Council requirements

9
Similarity v Diversity

• Similarity and diversity
• are like two sides of the same coin.
• They are both necessary features
• if the coin is to be of value.
• Moreover, the more tightly bound they are,
• the greater the value of the currency.
• Pulling them apart simply devalues the coin.
• Interpersonal similarity increases the ease of
  communication in relationships. Individuals who
  share group memberships also share common verbal
  and non-verbal communication patterns,
  perceptions and assumptions.
• Uniformity holds the organisation tighter, but
  sufficient diversity is needed to stop it from
  dying. Difference adds value. For any system to
  survive it needs sufficient difference within it
  to cope with environmental change amongst many
  other things.

10
Need for legislation?

• According to peoples perception
• some will be unable to accept that
• any discrimination takes place,
• supporting the argument that
• those who think there is a level playing field
  usually have box seats.

11
Equality - Race Relations

• Race Relations (Amendment) Act 2000

• Implications
• Positive steps to redress imbalances of
  opportunity
• Mentoring for underperformers
• Challenge underachievers culture

• Duty
• Eliminate unlawful discrimination
• Promote equality of opportunity
• Promote good relations between men women

12
Race - Terminology

• This poem challenges the word coloured.
• When I was born, I was black.
• When I grew up, I am black.
• When I am sick, I am black.
• When I go out in the sun, I am black.
• When I am cold, I am black.
• When I die, I am black.
• But you -
• When you are born, you are pink.
• When you grow up, you are white.
• When you are sick, you are green.
• When you go out in the sun, you get red.
• When you are cold, you get blue.
• When you die, you get purple.
• And you have the nerve to call me coloured!!

13
Equality - Gender

• Sex Discrimination Act (1975)
• Equal Pay Act (1975)
• Gender Recognition Act (1975)
• Equality Act (2006)

• Implications
• Maternity paternity rights
• Issues that affect carers
• Equal pay
• Needs of transsexual staff

• Duty
• Eliminate unlawful discrimination
• Promote equality of opportunity
• Promote good relations between men women

14
Equality - Sexual Orientation

• Employment Equality (Sexual Orientation)
  Regulations (2004)

Implications Raise staff awareness Be inclusive
15
Equality - Disability

• Disability Discrimination Act (2005)
• Disability Discrimination Act Amendment
  Regulations (2003)

• Implications
• Reasonable adjustments
• Dyslexia
• Physical access
• Involve disabled in Disability Equality Scheme
  Plans
• Contact with external agencies

• Duty
• Eliminate unlawful discrimination
• Promote equality of opportunity
• Eliminate disability-related harassment
• Encourage participation by disabled people in
  public life
• Promote positive attitudes towards disabled people

16
Disability

• The Act defines disability as "a physical or
  mental impairment, (e.g. inability to cross a
  road safely, to turn taps or knobs), which has a
  substantial and long-term adverse effect on a
  person's ability to carry out normal day-to-day
  activities."
• E.g. mobility, manual dexterity, physical
  co-ordination, continence, ability to lift, carry
  or move ordinary objects, speech, hearing or
  eyesight, memory or ability to concentrate, learn
  or understand, being able to recognise physical
  danger.
• Other conditions include severe disfigurements
  (e.g. artificial aids), progressive conditions
  (e.g. HIV infection, cancer. multiple sclerosis
  and muscular dystrophy), and generic
  pre-dispositions.
• People who have a disability, and those who have
  had a disability, but no longer have one, are
  covered by the Act.

17
People with Disabilities
Medical model
Social model
18
Equality Religion Belief

• Employment Equality (Religion Belief)
  Regulations (2003)
• Equality Act (2006)
• Racial Religious Hatred Bill (2005)

• Implications
• Multi-faith People interaction conflict
• Dress code
• Facilities for a Prayer room

• Responsibility
• Ensure there is no discrimination
• Ensure discrimination (direct, indirect,
  harassment
• victimisation) is prohibited
• Prevent discrimination in the provision of goods
  services

19
Equality - Age

• Employment Equality (Age) Regulations (2006)
• Non-statutory Code of Practice on Age
  Diversity in Employment voluntary code

• Implications
• Protects people of all ages
• Raise staff awareness
• Recruitment

• Responsibility
• Ensure there is no discrimination unless
  differential
• treatment fulfils a legitimate aim -
  appropriate necessary
• Ensure discrimination (direct, indirect,
  harassment
• victimisation) is prohibited, including
  comments or
• jokes about a persons age, which may cause
  offence

20
Overview

• Importance of addressing equality issues
• Achieve genuine inclusion
• by utilising talents abilities from all groups
  of the society leading to enhanced college
• performance effectiveness, innovation
• successful change management.
• Education will be the basis of students future,
• a key to their success,
• so equal access to these services is paramount.

21
College Culture Perception

• Corporate culture is a kind of tree.
• Its roots are assumptions
• about the College and about the world.
• Its branches, leaves and seeds are behaviour.
• One cannot change the leaves
• without changing the roots.
• Perception affects our behaviour
• and decision making.

All eyes see a different world. All minds live
in a different world...
22
Conclusion

• Importance of our behaviour
• The slightest word has an echo
• far beyond what a person can hear.
• The smallest deed casts a shadow
• broader than a person can see