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Your communication should ensure that:

  • all employees understand what constitutes to avoiding harassment, bullying, victimisation.
  • Training for  Equality and Diversity takes place consistently within the organisation
  • All policies, procedures and practices reflect and encourage diversity within the organisation.
stopwatch
  • Is the criteria clear, fair, consistent and avoids direct or indirect discrimination?
  • Job roles in a new structure reflect the skills and attributes required of the future.
  • Access to voluntary redundancy and associated payments is available to employees in materially similar circumstances on equal terms.
  • Criteria for voluntary redundancy are fair, appropriate, helps retains skills and talent within the organisation.

Prepare For Action

Take a few minutes to consider if your organisation considers and takes appropriate proactive actions to ensure equality and diversity embraces your organisation. Can you confidently agree that your organisation is able to:

  • Prepare and agree the strategy, plans and goals
  • Ensure there is a relevant Business case for action
  • Establish management commitment
  • Establish resources and a management structure
  • Ensure equality diversity in recruitment and selection
  • Ensure equality diversity in training, development, promotion, appraisal and pay
  • Ensure equality diversity in work design and employee support
  • Ensure equality in redeployment and redundancy
  • Develop equality diversity behaviours, cultures and accountability
  • Communicate commitment and progress

By taking part in Opportunity Now's Benchmarking Survey you will have the opportunity to use the survey as a merans to carry out an internal gender equality and diversity healthcheck within your organisation. For further information on benchmarking please contact Opportunity Now

Let's get started....are your procedures and practices in good shape?

Are you sure you know what you are looking for?

Do you have.......

  • Clearly written, fair and equitable job descriptions in place?
  • Selection criteria that reflects the job requirements and at the right level?
  • Criteria that reflects the skills, abilities, behaviour, qualifications required to perform the job?
  • Crieria that is checked to ensure unlawful direct or indirect discrimination does not occur?
  • Vacancies open to all people, publicised both internally and externally?
  • Job adverts that exclude unfair discriminatory language i.e those of a specific gender, age, race, or working patterns?
  • Key criteria used in job adverts that reflect the requirements in the person specification?

Does your organisation.........

  • Ensure all potential job applicants receive the same information both for internal and external applicants?
  • Produce information that does not discriminate on the basis of gender, age, race, disability ?
  • Request information from applicants for monitoring purposes including how the information supplied will / will not be used?
  • Acknowledge receipt of all applications?
  • Consistently apply the same process to all applications?
  • Use rating systems with clear guidance that does not discriminate either directly or indirectly?
  • Ensure there is validity in the use of selection tests?
  • Ensure decisions are based on multiple sources of information?
  • Ensure gender, race, age, disability monitoring is undertaken at all stages of the process?
  • Ensure all interviewers have received training?
  • Check that shortlisting is applied fairly involving more than one person?

Performance Assessment

Performance Assessment
Performance Assessment

Are ALL your employees formally appraised at regular intervals including one-to-one review meetings?

Does the culture of your organisation encourage open two way constructive feedback inclusive to all across the business?

Development plans are created to address skills / knowledge for ALL people?

 

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Job evaluation takes place to ensure equal pay is applied.

Criteria for pay and reward avoid direct or in-direct discrimination

Criteria for pay increases are clear and communicated consistently.

People on part-time or job share contracts receive pay and rewards pro rata to full-time staff.

Flexible benefits packages are made available.

blue sky thinking

Line Managers should treat all employees fairly and equally in terms of provision of development opportunities and training.

Checklist for action.....

  •  All employees have a development plan
  • All employees have equal access to training
  • Training content contains appropriate language, a range of techniques and pictorial information should represent a mix of people.
  • Access to development opportunities reflects the basis of job-related individual need.