| Responses | Date | Author |
Hi Karon, just a few ideas below:
Perhaps identifying the demographic make-up of your workforce analysing data by age, gender, ethnic group, religion or belief, sexual orientation and disability, will help you to identify any underrepresented groups
Do policies exist that set out the importance of treating others with dignity
and respect, and what discrimination and harassment are, and the consequences of
unacceptable behaviour will be Are line managers clear about these policies?
Do potential suppliers need to provide evidence in their tenders that they take
equality and human rights seriously?
How do you accommodate staff and customers of different religions and belief, such as making time/space available to pray. Awareness of the compliance needs during a range of religious ceremonies/holidays. Raised awareness of the potential impact of fasting on individuals and the team
Are your recruitment and selection procedures fair, do they impact adversely on particular groups? What do the trends tell you? . The same applies to internal promotion and development opportunities. By collecting and analysing this information regularly, you will be in a much better position to pick up early warnings of unfair approaches to recruitment and succession.
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| 19/02/2015 | Previous |