While there is no strict legal obligation to put one`s position on discrimination in the workplace in writing, there are a number of reasons why every employer should have a written and robust equality policy. These include: The Rocket Lawyer template allows you to assign a person responsible for the day-to-day and overall responsibility for the policy. If an employee does not comply with the Equality Directive, they may be subject to disciplinary action. Failure to comply with the policy may result in the immediate termination of that person. This applies to all employees, including those in management positions. Equal opportunities in the workplace can apply to all possible scenarios throughout the employment relationship, from recruitment to dismissal. This could include, for example, not applying a last-in, first-out policy when selecting for dismissal, as this may indirectly lead to discrimination against women, who tend to be shorter than men. With a written equal opportunity workplace policy, you can help ensure that all employees are treated fairly and in accordance with the law. Below, we look at the importance of implementing an equal opportunities policy and what it should include, as well as what the Act says about employers` obligations in relation to equality and diversity in the workplace. Davidson Morris` recruitment consultants work with organizations to develop and draft equality policies. Working closely with our colleagues in employment law, we offer holistic advice on current best practices to promote and maintain equal opportunities while complying with the strict requirements of gender equality legislation. Contact us for advice for your organization. Effective November 21, 2009.
This law makes it illegal to discriminate against employees or applicants on the basis of genetic information. Genetic information includes information about an individual`s genetic testing and the genetic testing of a person`s family members, as well as information about the diseases, disorders or condition of an individual`s family members (i.e., an individual`s family history). The Act also prohibits retaliation against a person for complaining of discrimination, instituting a lawsuit for discrimination, or participating in an investigation or prosecution of discrimination in the workplace. Public sector employers, including local authorities, schools, the civil service, the police and the NHS, have a specific legal duty of equality that applies in the performance of their public duties. This obligation does not apply to private companies that do not perform public tasks. Demonstrate a commitment to equal opportunities and diversity in the workplace with a clear and fair equality policy. A responsible employer wants employees to know that their decisions about hiring, hiring, promoting and firing are based solely on the merits of the employees and the needs of the employer. This equality and diversity policy covers all forms of unlawful discrimination, harassment and victimisation in the workplace. It also includes sections on training, disability accommodation, monitoring, complaints and sanctions. In addition, Section 302 of the No Fear Act requires the CDC to publish summary government-wide statistical data on hearings requested under 29 C.F.R. Part 1614 and appeals filed with the EEOC. The specific data that must be disclosed is described in Section 302(a) of the Act and 29 CFR 1614.706.
This data is also available below. The publication of equal employment opportunity data on public government websites is intended to assist Congress, federal agencies, and the public in assessing whether and to what extent agencies are fulfilling their equal opportunity responsibilities. The conditions of the policy must be realistic and not too restrictive. This means that you and your management team must be prepared to apply all the rules and procedures put in place to deal with discriminatory behaviour reported under the policy, and these should not unnecessarily restrict how you can run your business. It is strongly recommended to train staff in equal opportunities, but it is not a legal obligation. Managers responsible for hiring or handling complaints and disciplinary matters are most likely to be subject to allegations of discrimination and should therefore be trained in equal opportunity.