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Equality & Diversity and Inclusion Improvement Awareness

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Equality & Diversity and Inclusion Improvement Awareness Sukhi Bains, Equality & Diversity Officer Based at: Human Resources University of St Andrews, – PowerPoint PPT presentation

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Title: Equality & Diversity and Inclusion Improvement Awareness


1
Equality Diversity and Inclusion Improvement
Awareness
  • Sukhi Bains, Equality Diversity Officer
  • Based at
  • Human Resources
  • University of St Andrews,
  • The Old Burgh School, Abbey Walk St Andrews,
    Fife, KY16 9LB
  • Tel 01334 461649 Fax 01334 462570 Mobile / Text
    07837 539154
  • E-mail sb104_at_st-andrews.ac.uk

2
Why have awareness of equalities?
  • Equality Diversity awareness is mandatory in
    order to build and promote good relations between
    people of all backgrounds
  • Higher education institutions are bound by Legal
    Duties which demands that University staff in all
    Schools and Units to become aware. The Duty also
    includes monitoring equality coordinating
    initiatives to promote inclusiveness and
    ultimately being responsible to manage employees
    within the Equality Duties
  • The position of the University will be enhanced
    knowing that that its workforce is modern and up
    to date with legislation awareness
  • Employees can be involved in recording Good
    Practice of improvements made in Equality
    Diversity in their daily work

3
  • Employee awareness in equalities occurs when
    employees are conscious of how their personal
    reactions to people who are different themselves
    could result in positive or negative impacts.
  • It is vital to understand that what we say or
    how we act, even as a joke, could result in a
    negative working, studying and researching
    relationships, and could create barriers to
    achieving a productive environment, in addition
    to the legal consequences.
  • For example, employees do not have to be of that
    perceived equality group to prove harassment has
    occurred, or to bring a complaint to an
    employment tribunal.
  • The University is working to ensure its
    environments are
  • Non- intimidating
  • Non-hostile
  • Non-degrading
  • Non-humiliating
  • Non-offensive environment

4
What are Equality Groups or Strands?
5
Equalities Legislation that matters to Employees
and Students at the University
  • Present University Equality Schemes
  • 1. Disability
  • 2. Gender
  • 3. Race
  • Single Equality Act (April 2010) / Single
    Equality Duty (April 2011)
  • Extends the present duties for Equality Schemes
    to cover
  • age
  • carers
  • gender reassignment
  • pregnancy and maternity
  • religion or belief
  • sexual orientation
  • The University will be creating a new Single
    Equality Strategy Scheme once the Single
    Equality Duty comes into force.

6
  • Age
  • Employment Equality (Age) Regulation 2006      
  •   
  • Disability
  • Disability Discrimination Act (DDA) 1995 
  • Disability Discrimination Amendment Act 2005
  • Special Educational Needs and Disability (SENDA)
    Act 2001
  • European Union
  • EU Anti-discrimination Directives 2000
  • EU Anti-discrimination Bill 2008 (EU
    Anti-discrimination Directive 2012)
  • European Convention on Human Rights (incorporated
    into Human Rights Act)
  • Gender
  • Equal Pay Act 1970 (Amended)
  • Employment Equality (Sex Discrimination)
    Regulations 2005
  • Equality Act (Gender) 2006
  • Employment Equality (Religion or Belief)
    Regulation 2003
  • Gender Recognition Act 2004

7
  • Human Rights
  • Human Rights Act 1998
  • Race
  • Race Relations Act 1976
  • Race Relations Amendment Act 2000
  • Race Relations Act 1976 (Amendment) Regulation
    2003 
  • Racial and Religious Hatred Act 2006
  • Religion or Belief
  • Equality in Employment Regulations (Religion or
    Belief) 2003
  • Racial and Religious Hatred Act 2006
  • Equality Act (Religion or Belief) 2006
  • Sexual Orientation
  • Civil Partnerships Act 2004
  • Employment Equality (Sexual Orientation)
    Regulation 2003
  • Equality Act (Sexual Orientation) Regulations
    2007

8
  • Social Inclusion
  • Carers (Equal Opportunities) Act 2004
  • Employment Relations Act 1999
  • Work and Families Act 2006
  • Social Inclusion - Strategies aimed at addressing
    inequalities
  • part-time and temporary workers
  • people with caring responsibilities
  • minority ethnic women
  • people on welfare benefits, especially incapacity
    benefits as a result of mental health problems
  • people over the age of 50
  • migrants, especially from EU accession countries
    and/or with English language needs
  • offenders and ex-offenders
  • young people not in employment, education or
    training (NEET)
  • adults with literacy levels at or below entry
    level 2

9
The Waterline of Diverse Visibility
  • In groups using the large paper provided, please
    write onto the iceberg which of the following
    equality
  • Age
  • Belief
  • Culture
  • Ethnicity
  • Gender
  • Language
  • Learning difficulty
  • Nationality
  • Physical ability
  • Race
  • Sexual Orientation
  • Social Background
  • Values

10
The Waterline of Diverse Visibility
common answers but can be both in areas too!
Age
Gender
Race
Religion
Physical ability
Visible
The waterline
Invisible
Ethnicity
Social Background
Language
Nationality
Belief
Learning difficulty
Culture
Sexual Orientation
Values
Iceberg
11
  • Close your eyes for a few minutes

12
  • Can you hear me?

13
  • One size does not fit all
  • as everyone is different
  • and everyone is equal

14
What is an Equality Impact Assessment (EIA)?
  • EIAs are methods of self assessment or auditing
    which results in a detailed indicator on the
    Universitys performance in line with up to date
    equality legislation.
  • In 2002 the UK Government introduced a legal
    requirement to conduct Race Equality Impact
    Assessments. This Duty was extended to become
    practiced within the Disability and Gender
    Equality Schemes.
  • In 2007 it became a legal requirement that
    universities must conduct EIAs on all policies
    procedures and operations of the University.
  • Conducting Equality Impact Assessments could
  • Reduce differential impact across equality
    strands
  • Ensure promotion of equality of opportunity
    between different groups Ensure promotion of good
    relations between people of different equality
    groups
  • Ensure encouragement of participation by
    different groups in University service delivery
    and decision making

15
Added Business Value to the University by
embedding Equalities
16
  • University legislative requirements
  • Consults with different ethnic minority groups
    as part of the Race Relations (Amendment) Act.
  • Consults with and involves disabled people as
    part of the Disability Discrimination Act.
  • Consultation with men and women is a requirement
    under the Gender Equality Duty.
  • Duty to publish details and outcomes from
    consultation with equality groups.
  • Engaging with staff and students can also raise
    confidence in the institutions commitment to
    tackling inequality.
  • The University is taking a pragmatic approach in
    involving and engaging equality agencies as the
    EIA must have relevance to them.
  • Schools and Units conducting robust EIAs is an
    essential part of meeting its legal duties.
  • Involvement Engagement

17
Celebrating and Embracing Diversity
  • The University has a Duty to elevate positive
    awareness of different communities to help erode
    barriers through building understanding.
    Resulting in the University recognising the
    following
  • University Disability Awareness Weeks
  • February, LGBT History Month
  • March 8th, International Women's Day
  • May 16th, International Day Against Homophobia
    (IDAHO) Trans-phobia
  • October, BAME (Black, Asian Minority Ethnic)
    History Month (celebrated in February in North
    America and October in Europe) incorporating the
    diversity of the traditional Black History
    Month with cultural and religious events such as
    Eid and Diwalli
  • December 3rd, International Day of Persons with
    Disabilities
  • Formally observed by the European Union United
    Nations

18
Equality Organisations which the University are
working with
  • Dyslexia Scotland
  • Epilepsy Scotland
  • Equality Challenge Unit for Higher Education
  • Equality Human Rights Commission Scotland
  • European Union Equalities departments and units
  • Fife Community Safety Partnership
  • Fife Disability Network
  • Fife Employability Network
  • Fife LGBT Scotland Community Forum
  • Fife Sensory Impairment Centre
  • Fife Society for the Blind
  • F/HEI Equality Network
  • LGBT Youth Scotland
  • Job Centre Plus - Disability Social Inclusion
  • Peer Support Fife
  • Quality Assurance Agency for Higher Education
  • Scottish Inter-Faith Council
  • (including Places of Worships of local popular
    and minority faiths)
  • United Nations Equalities departments and units

19
Equality Networks which the University have
Active Membership
  • Epilepsy Scotland - Member of the Universities
    Network
  • Equality Challenge Unit for Higher Education -
    Member of the Consultation Network
  • Fife Community Safety Partnership - Membership
  • Fife Disability Network - Membership
  • Fife Employability Network - Membership
  • Fife LGBT Scotland Community Forum Membership
  • F/HEI Equality Network (aligned with the Scottish
    Funding Council)
  • - Membership of Scotland and East Scotland
    collaboration networks
  • Job Centre Plus - Positive about Disabled People
    Two Ticks initiative
  • Scottish Inter-Faith Council - Membership and
    Chaplaincy Membership

20
  • The University works with the Scottish
    Inter-Faith Council for
  • Information on faiths and religions, Multi-Faith
    Events Calendar, and Places of Worship near the
    University can be found on the University
    Chaplaincy website http//www.st-andrews.ac.uk/ch
    aplaincy/
  • Bahai Faith
  • Brahma Kumaris
  • Buddhism
  • Christianity
  • Hinduism
  • Islam
  • Jehovah Witnesses
  • Judaism
  • Mormons
  • Paganism
  • Sikhism
  • Zoroastrians/Parsis

21
  • Multi Questions exercise

22
  • The University commissioned disabledgo.com to
    provide an inside and outside visual illustration
    from a disability point of view of the
    University. The website is useful to become
    familiar with buildings
  • Parliament Hall, University of St Andrews, South
    Street, St Andrews, KY16 9JU
  • There is a hearing assistance system with a fixed
    loop
  • Staff are trained to use the hearing assistance
    system
  • This venue does not play background music
  • The lighting levels are adjustable
  • Motorised scooters are allowed in public parts of
    the venue
  • Click onto the following link to view University
    building accessibility
  • http//www.disabledgo.com/en/org-results/universit
    y-of-st-andrews/uni-view-all-venues

23
  • Definitions
  • Equality
  • Replaces the meaning of Equal Opportunities.
  • Equality protects people from being discriminated
    against through organisations complying with
    anti-discrimination legislation.
  • Diversity
  • Diversity is about respecting peoples visible and
    non-visible individual differences.
  • Valuing and reaping the benefits of a varied
    workforce makes the best of peoples talents
    whatever their backgrounds.
  • Inclusion
  • Social Inclusion is a positive phrase covering a
    range of policies aimed at promoting equality of
    opportunity, maintaining Social Cohesion,
    building Social Capital and minimising social
    exclusion.

24
Further information and handouts
  • 1. Appropriate Language Use handout
  • 2. Equality Strand Legislation Table handout
  • 3. Directory of Opportunities for Disabled
    People in Fife booklet (optional)
  • 4. Religious Calendar dates http//www.st-andrews
    .ac.uk/chaplaincy/
  • 5. List of Places of Worship http//www.st-andrew
    s.ac.uk/chaplaincy/
  • 6. Childcare organisations handout (optional)
  • 7. Reporting Hate Crime leaflet (optional)
  • Staff welcome to the University Equality
    Diversity Service
  • Signposting staff to appropriate external
    equality services Staff
  • Discuss personal ED issues
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