This newsletter is provided with the compliments of SkyBlue, all details are for information purposes only, please consult with your own company procedures and line managers on any points of issue
Previous Issues
March 2011
1) Home working ‘is helping to improve workplace diversity’
2) Improved equality is important for a better workforce
3) Government U-Turn on Equality Duties may reduce need for Diversity Specialists
4) Consultation launched On Age Equality Exemptions
5) The 10 things companies must do to ensure gender equality
6) ‘Diversity helps organisations to stay in tune with their customers’
7) Female career progress dampened by headhunters
8) Government launches major reform of equalities commission
9) Employers in the dark over Agency Workers Regulations
10) Equality commission to face 'major surgery'.
Home working ‘is helping to improve workplace diversity’
Companies that implement home working practices are likely to be able to benefit from a more diverse workforce. This is the view of Maggie Berry, managing director for information portal Women in Technology, who states that the advent of remote access technology has made working from home "easier than ever before". She observed that this is making it easier for women and those with family responsibilities to become involved in sectors such as IT, as it allows them to take advantage of flexible or part-time working arrangements. Ms Berry said these benefits should be extended to staff members of both genders to help them avoid having to choose between their families and careers.
Improved equality is important for a better workforce
Equality is “at the heart of the coalition government” and vital to building a modern economy, home secretary Theresa May told employers today. “Now, more than ever, we need to make sure we are using the talents and the skills of every person in this country,” said May, who is also minister for women and equalities. “So equality is not an optional extra that we should only care about when money is plentiful – it’s central to our task of building an economy fit for the 21st century.” May said that one in five lesbian, gay and bisexual (LGB) employees had experienced bullying from their work colleagues because of their sexual orientation.
Government U-Turn on Equality Duties may reduce need for Diversity Specialists
In a surprise announcement Theresa May Minister for Equalities and Women has commissioned a policy review on the specific equality duties that were due to come into force on April 6th. Of note fundamental changes have been proposed to draft legislation published on January 12th 2011. The policy review proposals suggest organisations with more than 150 staff may no longer be required to publish data demonstrating • Engagement they have undertaken when determining their policies; • Engagement they have undertaken when determining their equality objectives; • Equality analysis they have undertaken in reaching their policy decisions; and Information they considered when undertaking such analysis. Many equality practitioners are left questioning how policy decisions can be fair let alone inclusive without the need for transparent engagement. If these changes are approved this would potentially see a dramatic drop in public sector bodies conducting equality impact assessments, and monitoring of how diverse workforces or service users are. Much of the work historically to meet the considerations has been performed by Equality and Diversity Managers, or Consultants. The Telegraph estimates the cost of the compliance reaches a figure of around 29.8 Million, potentially a huge saving for a Coalition Government tasked with reducing the deficit. At the same time many diversity practitioners contracted or employed in this field may say their roles disappear.
Consultation launched On Age Equality Exemptions
With new Single Equality Duties set to kick in from April 2012, the government has launched a consultation on how exemptions may apply in practise on age as a protected characteristic. Older people are entitled certain concessions such as cheaper car insurance, it was feared certain age related concessions may have become illegal. Holidays aimed at under 25 may become a thing of the past for example. Age discrimination in the workplace has been illegal since 2006. The decision to extend this ban to the provision of goods and services follows the announcement earlier this year that the government plans to phase out the default retirement age, which can be used to force people to retire at 65 even if they don’t want to. Speaking about the proposals Lynne Featherstone, Minister for Equalities said it was important to have certain exemptions such as free bus passes for the elderly, whilst banning all forms of age discrimination. “It’s high time we put an end to outdated stereotypes based on age and recognised the valuable contributions that people of all ages can make to our society and economy. When older people are turned away from the market place through unfair treatment, the economy misses out on increased business and revenue.
The 10 things companies must do to ensure gender equality
Financial News's fourth annual Women in Finance survey, published this week, showed that while momentum is building in the fight against gender imbalance in the workplace, familiar obstacles remain. Here's a 10-point to-do list for companies looking to redress inequality and encourage women in the workplace. 1) Demonstrate you are measuring performance consistently Sixty one percent of women think they are working harder than male counterparts in order to be viewed at the same level of achievement by managers. Make sure that is not the case. Measure performance, address problems, then demonstrate to your female employees that your organisation has overcome these issues. An anonymous respondent said: "I have risen pretty close to the top, but have had to remind my male managers of my existence at every major promotional opportunity as my candidacy genuinely did not occur to them until I suggested it, at which point I was enthusiastically supported. In contrast, early in my career, I had female managers and there was never an issue with being seen .”
‘Diversity helps organisations to stay in tune with their customers’
A CONFERENCE in Cardiff today will examine the issue of a lack of female executives in Welsh businesses. The event, organised by the Equality and Human Rights Commission (EHRC) and CBI Wales, will be chaired by Lord Mervyn Davies of Abersoch, who recently published a Government-commissioned report into the obstacles preventing women from reaching senior positions in business. The former trade minister said UK-listed companies in the FTSE 100 should have a minimum of 25% female board member representation by 2015. Companies should set targets for 2013 and 2015 to ensure that more talented and gifted women can get into the top jobs in companies across the UK, said his report. Lord Davies also called on chairmen to announce these goals in the next six months and chief executives to review the percentage of women they aim to have on their executive committees.
Female career progress dampened by headhunters
Last month, Lord Davies recommended that FTSE 100 companies should aim to have at least 25 per cent female board member representation by 2015 after submitting his findings to the government. It also stated that FTSE 350 companies should set their own gender balance targets, with the hope that they will achieve a higher percentage than 25 per cent over the coming years. However, progression towards a fair representation of women at senior boardroom level could be slower than previously thought after a survey found that more than six in ten executive headhunters disagree with Lord Davies' report.
Government launches major reform of equalities commission
The Government will fine the Equality and Human Rights Commission (EHRC) if it fails to show that it has spent taxpayers' money wisely, under reforms proposed today. Launching a consultation into the commission's future, home secretary and minister for women and equality Theresa May said that the EHRC had struggled to deliver across its remit since it was created in 2007. "We want the EHRC to become a valued and respected national institution, championing effective implementation of equality and human rights laws and holding government and others to account for their performance, while delivering maximum value for money for taxpayers," said May.
Employers in the dark over Agency Workers Regulations
The vast majority of UK employers are unprepared for the Agency Workers Regulations (AWR) that come into effect later this year, new research finds. The report - "Shifting Sands" - from recruitment company Randstad, shows that only 7% of employers have conducted an impact assessment while 37% are completely unfamiliar with the regulations. The AWR are based around equalisation of pay and rights between agency workers and permanent workers and will come into force on 1 October 2011. Their objective is to ensure that agency workers receive the right to the same basic working and employment conditions as those in the equivalent permanent job recruited directly by their host organisation.
Equality commission to face 'major surgery'.
The Equality and Human Rights Commission is expected to face a demand for "major surgery" when the Home Office publishes a consultation paper on its future. The commission, chaired by Trevor Phillips, survived October's "bonfire of the quangos" but ministers are expected to say today that they want its activities to be restricted to its core functions and the management of its finances to be sharply improved. It is expected to be stripped of responsibilities such as promoting social cohesion. The consultation is due to last only three months, with swift action to follow. The EHRC took over from the Commission for Racial Equality, the Equal Opportunities Commission and the Disability Rights Commission in 2007 to promote and enforce equality and anti-discrimination laws in England, Scotland and Wales. Phillips told MPs this month that the commission had been considering "radical reform" over the past 12 months. The 630-strong staff has already been cut to 417 and is likely to be cut to between 200 and 250 over the next 18 months.
