Workplace Equality Turning Policy into Practice

1. Workplace EqualityTurning Policy into Practice Frances McAndrew25th November 2010

2. Overview • Why • The consultation process • Some experiences • Big barriers • Possible solutions • The recommendations • Any questions McAndrew Management

3. Why • Far-reaching workplace equality rights enshrined in legislation • Equality Act 2010 • A wealth of guidance and toolkits • 80,000 tribunal discrimination cases in 2009 • Global recession • Changing political landscape • Cuts in public spending McAndrew Management

4. TheConsultation Process • 4 expert regional round tables • Employers, employees, employer organisations, trade unions, user-led organisations, advocacy groups, social housing providers, skills councils, equality consultants, citizen’s advice, national, regional and local public sector organisations • Wider research • Report (insights not step-by-step guide) • Funded by the European Commission McAndrew Management

5. Some Experiences • Employers held back by fear, lack of expertise, time and money • Employees know how they want to be treated but are unsure of their rights • Workplace cultures and formal or informal rules can be as discriminatory as people • Employees held back by fear and lack of support • Advisory bodies and unions need time and a mandate McAndrew Management

6. Wider Research on Experiences • The diversity paradox • Two thirds of UK employees with SMEs • Most SMEs don’t get equality advice, some go to their existing networks • They want advice tailored to their industry • Tackling deeply rooted prejudices and stereotypes underpinning informal workplace cultures is essential McAndrew Management

7. Big Barriers • Middle managers’ competencies • Employees fear, cynicism and apathy • The overwhelming desire to recruit for ‘fit’ • Equality is a HR thing, CSR thing, an initiative • Discriminatory attitudes, prejudices and stereotypes • Lack of consequences of non-compliance • Lack of useful, relevant and specific; • Hard and soft evidence • Tailored solutions • Business case • Metrics McAndrew Management

8. Wider Research on Barriers • Company size is a key determinant of whether equality policies are adopted and converted • General barriers: discriminatory attitudes and behaviours, leadership commitment, lack of information and expertise • SME barriers:significant levels of employment of family members, low levels of personnel, time and financial resources, high levels of economic insecurity, and no formal HR McAndrew Management

9. Possible Solutions • Trustworthy tailored advice • Appropriate baseline evidence • Customised action plans • Meaningful metrics • Bespoke business case • Equality competencies • Knowledge and influence • Beyond the workplace McAndrew Management

10. Recommendations for Public Bodies • Increase availability, accessibility&relevance of equality guidance • Build capacity of third sector to respond to the employers’ specific needs • Harness public sector buying powers to influence the private sector • ‘Name and shame’ persistently non-compliant employers • Develop managers’ equality competencies McAndrew Management

11. Recommendations for Third Party Organisations • Develop understanding of business sectors to provide tailored equality guidance • Work in partnership to offer employers and employees a ‘no wrong door’ service • Offer additional direct support to the victims of discrimination McAndrew Management

12. Recommendations for Employers • Create clear picture of diversity strengths and weaknesses and unique workplace culture • Build customised equality action plans with metrics • Develop their own unique bespoke business case • Improve their diversity management competencies • Grant union officials dedicated time to help them promote workplace equality rights • Work proactively with the education providers to challenge stereotypes and occupational segregation. McAndrew Management

13. Recommendations for Employees • Invest time in learning about their equality rights • Take up any opportunity to influence workplace equality practices • Seek specialist support when experiencing direct discrimination, prejudice, harassment or victimisation McAndrew Management

14. Conclusion • Gaps often exist between policy rhetoric&reality • Many complex reasons for the equality gap • Bridging gap requires investment of time & energy to acquire new knowledge&skills. • This investment will reap rewards and equip us to weather the ongoing economic storm McAndrew Management

15. Any Questions? McAndrew Management

16. Frances McAndrewMcAndrew Management Frances@mcandrewmanagement.co.uk 07795 421928 McAndrew Management