Professional Documents
Culture Documents
Dr Robert Perrett
r.perrett@bradford.ac.uk
Lecture Structure
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5. 6.
It is about protecting groups of staff (e.g. gender, race, disability, sexual orientation, religion or belief) It is about legal compliance
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Sex Discrimination Act 1975 Race Relations Act 1976, R R [Amendment] Act 2000
CRIMINAL LAW Criminal Justice Act and Public Order Act 1994
EQUALITY LEGISLATION
All equality legislation prohibits discrimination:
Sex Marital status Pregnancy Gender reassignment Race Colour Nationality Ethnic origin Age
Disability Religion and political opinion (in NI only) Religion(UK) Trade union membership and non-membership Carrying out a role as a recognised trade union representative
It is about everyone
2.
It is about recognising, valuing and harnessing the differences that exist in ourselves and our customers
It is about promoting processes, practices, decision making and behaviours that oppose inequality, prejudice and unethical behaviour Not just about numbers and protection form the law it gives real benefits to the organisation proactive
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4.
Externally initiated Legally driven Quantitative focus Problem focused Reactive Race, gender, disability
Internally initiated Business-needs driven Qualitative focus Opportunity focused Proactive All differences
Source: Adapted from Ford (1996) Partnership is the Secret to Success People Management, February 8 February, p34-36.
There has been an increasing disillusionment. 30 year history and is not seen as achieving the desired outcomes. Employers have resisted Equal Opportunities legislation precisely because it has been IMPOSED UPON THEM.
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In less than ten years time, only one in three of the British workforce will be a white man under the age of 45. We will have more women workers now almost half of the workforce and set to rise further. We will have more older workers, more workers from different ethnic and faith groups. More people working part of the week or part of the year. I know that this growing diversity of our workforce can make life tough for managers [But] its an opportunity to create organisations that are more successful and business that is more profitable [and] equipped to meet the challenges of a global economy.
Protection from equal value cases Responsive to market pressure and skill shortages Fairness, equity and consistence - Becoming an employer of choice Positive company image, used as a selling point to customers, clients and investors
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Often organisations impose external standards on their suppliers, using their purchasing power to force change i.e. body shop
Can lead to a better understanding of the customer. Flexible workforce
6. 7.
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Workforce representation of the local community Attract ethnic investors New business ideas from a diverse workforce Fully utlilise skills and harnessing the talents and of the population Reducing recruitment and training costs can be attained through accommodation of workers request for flexible working Better decision making, improved teamwork, greater creativity, better customer service skills and improved quality of output Building effective global relationships
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To what extent do they actually impact on the bottom line EO and diversity policies expensive and hard to quantify benefits Under-resourced and criticised as limiting management decisions White males can feel vilified Male masculinity and womens work and pay What happens when demographic trends alter the other Could the business case actually encourage discrimination Managing diversity has little or no benefit at lower levels
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On the ground of her sex he treats her less favourably than he treats or would treat a man (Direct), or He applies to her a requirement or condition which he applies or would apply equally to a man but (Indirect) (i) which is such that the proportion of women who can comply with it is considerably smaller than the proportion of men who can comply with it, and (ii) which he cannot show to be justifiable irrespective of the sex of the person to whom it is applied, and (iii) which is to her detriment because she cannot comply with it.
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Historically: a womans place is in the home. The man as the breadwinner. Self perpetuating, now women expected to take menial, lower paid work. Women may even expect to be paid less!
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Massive shift of women into employment. Growth of womens rights movements change in the climate of discrimination.
The gap between mens pay and womens pay has shrunk considerably but here is still along way to go.
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Considerable growth but vertical and horizontal segregation Female salaries low particularly full time UK 1 of largest gender pay gaps in Europe
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Human capital theory Women are less skilled, they have a lack of Human Capital because of discrimination Crowding theory
Patriarchal and family wage theory Social system ruled by men generally according to their seniority. Labour market segregation theory
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Article 119 1957 Treaty of Rome 1970 Equal Pay Act came into force in 1975
Similar work Too narrowly defined Legislation did not make job evaluation compulsory
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The European Court ruled that the UK had failed to properly implement the directive in 1982 and so the 1983 Equal Pay [Amendment] Act was introduced and came into effect in 1984.
Women were entitled to the same pay as men where work is of equal value, no longer subject to being in the same kind of employment This can be done without requiring a job evaluation by the employer Case claims can be made across employers within an umbrella organisation
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11. Govt. introduce tax credits for training individuals to move to higher paid jobs. 12.Govt. fund tax credits to fund training of women who would be unemployed or on low pay. 13.Convene group of experts (Task Force) to to investigate labour market causes of organisation of pay differential between part and full time pay. 14.Govt. monitor tax, national insurance and rules of pensions and review implications in trms of gender and pay differences.
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Dr Robert Perrett
r.perrett@bradford.ac.uk
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