Following on from our post about racial equality within the recruitment process last week, we thought it might be useful to clarify the differences between positive action and positive discrimination in this scenario. POSITIVE DISCRIMINATION This happens when an organisation recruits/promotes someone because they have one of the nine protected characteristics in the Equality Act, rather than because they are the best candidate. This is unlawful, subject to some limited exceptions and the key exception is disability. The Equality Act states that employers may treat candidates with a disability more favourably than non-disabled candidates and this will not amount to direct discrimination. POSITIVE ACTION This is voluntary and involves improving access for under-represented groups to help address inequalities in recruitment and promotion or across the workplace more widely. It involves taking proportionate steps to improve equality in the workplace by removing or reducing barriers faced by certain groups with shared protected characteristics to make selection processes more equitable. Ultimately the final decision about a candidate or promotion must be made on merit alone. But what should employers consider before taking positive action? ✔️Ensure there is under representation at the time of the action. ✔️Ensure action taken is fair and proportionate (e.g. could it be done another way?) ✔️Gather and review data to ensure the action being proposed is the right choice ✔️Be aware of managing the impact of any action on the existing workforce ✔️Improve the chances of success by promoting an inclusive culture first If your organisation requires support or guidance on anything mentioned above, our team are on hand to provide up to date legal and HR advice that’s right for your business. 30-minute consultation calls are completely free so contact us today to find out more. 📲 Ann-Marie Pugh 07899 936239 📲 Emma Neate 07834 413249 📲 Beth Hodgetts 07971 452295 #employmentlaw #raceequalityatwork #hrsupport #heretohelp
Agency 8 Staffing and Recruiting’s Post
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Employment Law Updates - from flexible work & WFH arrangements, to fixed term contracts, sexual harassment, workplace gender equality and authorized deductions. There have been various changes to employment law and PCBU obligations throughout the last quarter of 2023. To ensure your business is equipped, supported and compliant with these changes, contact us today! Email: [email protected] #ljcultureco #employmentlaw #compliance
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20 years+ Executive Leadership: Justice, Equity, Diversity, Inclusion, Anti-Racism, Accessibility in Govt, Health, Non-Profit, Education, and Art Sector. My post are my personal views.
Great news for ongoing work on Anti-Black racism and Anti-2SLGBTQ+ Discrimination. A welcomed news worth celebrating #employmentequity #antiracism #antiblackracism #antidiscrimination #workplaceequitydata #dataanalytics #employmentequityreport #reports #diversityandinclusion #equity #inclusion #belonging
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Sadly, despite many decades of activism toward workplace equality, workers continue to experience pay inequality in workplaces all over the globe. International Parity at Work Day is meant to bring attention to this continuing issue, as employers and governments work toward leveling the playing field and bringing about social change and fairness in the workplace. International Parity at Work Day is celebrated annually with the hope that it will continue to grow in scope and effectiveness as employers are challenged to provide a just and fair workplace for people of every colour, gender, religion and more, no matter where they are in the world. - - - 📄Submit your CV to us here: https://buff.ly/3CVdqnL 📨 Submit a vacancy to us here: https://buff.ly/2ZEHV3x Call our Soham Branch: 01353 880253 Call our St Neots Branch: 01480573387 #Parity #ParityAtWorkDay #ParityAtWorkDay2024 #Recruitment #RecruitmentAgency #Recruiting #JobSeekers
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Tomorrow (March 31) is Transgender Day of Visibility, a day that both celebrates trans and gender-diverse people and recognises their fight for respect worldwide. ✊🌏 Earlier this month, we are proud to have initiated bargaining for Your Union Agreement 2024, which included a claim seeking 30 paid days of Gender Affirmation Leave per annum for WA Public Sector Workers under the CPSU/CSA’s coverage, and access to 48 weeks of unpaid gender affirmation leave, which would also be accessible to casual employees. Enshrining Gender Affirmation Leave in the next Public Sector Civil Service Association Agreement will ensure it is available to tens of thousands of public sector workers, and is a crucial step in building better public sector workplaces for the transgender and gender-diverse community of WA. 𝗧𝗵𝗲 𝗳𝗶𝗴𝗵𝘁 𝗳𝗼𝗿 𝗲𝗾𝘂𝗮𝗹𝗶𝘁𝘆 𝗶𝘀 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝘂𝗻𝗶𝗼𝗻 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀, 𝗶𝘁’𝘀 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲’𝘀 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀. 𝗛𝗮𝗽𝗽𝘆 𝗧𝗗𝗢𝗩! ✊❤️ Visit our website to learn more about the conditions in Your Union Agreement 2024: https://lnkd.in/gyXcQG2 Not a member? Join Today! https://lnkd.in/gk8h7-ZA #TDOV #TDOV2024
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We cannot keep propping up systems that do not honour people. The issue of job classification is rooted in inequality. A man/woman who chooses to be the caregiver is regarded as non working spouse. The problem begins with the words non working. We have to do a reclassification and re-evaluation internally. Until we honour unpaid labour and compensate for it we will have inequalities. The formula is to honour each other and acknowledge that each person contributes. A system which allows for everyone to thrive without exploitation is ideal. I posit that the issue is about the narrative that has been spun. The person who leaves home to go to a corporate job and ‘provides’. And yet this system is rooted in evolutionary practices and women established agriculture while men wandered and hunted. Neither was more or less equal than the other it just was the nature of work. Wars and industrialization changed the narrative because during wars women did factory jobs and kept the economy going. After the wars the narrative had to change for biological and practical purposes. People needed to repopulate and thus women stayed home again. It really is about honouring and upholding each other. It’s about decent work and an end to human slavery. Everyone is entitled to cover their basic needs in a way that upholds one’s dignity. Let’s put people first.
Informal employment. Unpaid domestic work. Motherhood penalty. Restrictive gender roles. Discriminatory hiring practices. Sexist promoting decisions. The patriarchy. The gender pay gap is rooted in systemic inequalities. It's high time for #EqualPay! Are you with us?
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To incite change, our children need to be taught that they are equal. Planting this new idea in young minds is challenged by cultural and/or religious customs and traditions; even by women because the can’t break this routine, or are afraid to do so in fear of being shun by family or society. For equal pay to happen we need to educate the new generation both men and women: 👉 to make equality the norm. 👉 to empower women to be bolder, take risks in their careers, and demand higher salaries. 👉 to empower women to stand up and take ownership of the ideas they just shared in a meeting. 👉 to inspire and encourage women to work hard to reach their career goals, in addition to achieving their personal objectives. 👉 to inform women to teach their sons that since they are part of the household they need to contribute. 👉 to inform women that they should not favor sons over daughters, both need to be taught how to survive in this unpredictable world. 👉 to inform women they should not prepare their daughters to find a man to be dependent on, but to find a partner they could rely on. 👉 to inform women to teach their girls that they need to be financially independent so that they are strong when life hits them hard. 👉 to inform men that it’s OK to opt for a work/life balance and choose to work 4 days a week to have a daddy and son/ daughter day. 👉 to inform men that household chores should be shared. 👉 to encourage governments to make sure that there is daycare and after school facilities available for free, so that mothers don’t have to hand in more than half of their pay checks. 👉 to encourage governments to establish initiatives that support women (with or without children) in dire financial situations, so that they are not dependent on an ex-spouse or family. Of course there are more, please share in the comments so that we all learn. Thank you UN Women for the reminder, keep up the good work because we are not there yet. 💐
Informal employment. Unpaid domestic work. Motherhood penalty. Restrictive gender roles. Discriminatory hiring practices. Sexist promoting decisions. The patriarchy. The gender pay gap is rooted in systemic inequalities. It's high time for #EqualPay! Are you with us?
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I'm thrilled and proud to see the work that I led on in Government examining ethnic penalties in the labour market will now be implemented as part of the new Government's New Deal for Working People. It's taken years but better late than never! The publication of ethnicity and disability pay gaps will be made mandatory for employers with more than 250 staff, to mirror gender pay gap reporting, after years of inaction from the previous government. We've seen how gender pay gap reporting has driven companies to improve equality in the workplace - it's only fair and just that this is extended to ethnic minority and disabled employees. #equality #newdeal #employmentinclusion #Labour #equalityofopportunity #government #sirkeirstarmer
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Did you know that in the UK, companies which have 250+ employees must report their GPG data? And did you know that YOU can view this data, empowering YOU to take actions and make more informed decisions about whether a company's record / approach to eradicating their GPG makes them a worthy one to support / use / collaborate with. It's really easy, just visit the UK Gov GPG website and search the organisation by name: https://lnkd.in/guQZ7NVF #endthegenderpaygap #gpg #equalpay
Informal employment. Unpaid domestic work. Motherhood penalty. Restrictive gender roles. Discriminatory hiring practices. Sexist promoting decisions. The patriarchy. The gender pay gap is rooted in systemic inequalities. It's high time for #EqualPay! Are you with us?
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