The Equality Bill has completed its passage through Parliament and receives Royal Assent in the next few days.
The new equality legislation presents us with a broad canvas which contains a significant challenge to old traditions, stereotypes and cultures. It demands a more open and transparent approach, a brave new culture which actively celebrates difference.
In this guest blog, BDP Media Group’s equality and diversity affiliate, Dianna Yach of Ioannan Consultants, sums up the implications of the new Act for businesses and organisations.
“Under the new Act, it will no longer be sufficient to say we have trained our staff and issued an equality and diversity policy. Regulators will now be asking where are the reviews and the audits which reflect where your organisation is with regards to issues such as age and other “protected characteristics” such as disability, gender, gender identity, race, religion or belief or none and sexual orientation, marriage and civil partnership.
Organisations with comprehensive outcome-focused equality and diversity strategies, which routinely carry out equality impact assessments of their day to day activities and which have strong reporting and monitoring processes are more likely to be able to evidence good practice under the new order.
Most importantly, the new legislation will demand:
Refreshed committed leadership on equality and diversity by providing inclusive and accessible services by a diverse workforce for increasingly diverse service users and clients.
That equality and diversity is woven into all aspects of your business and you know where you are and where you want to be in relation to risk management, business plans, services, procurement, HR and community involvement. Robust monitoring and review of recruitment, selection, appraisals, training and development, promotion and staff leavers will help to evidence your progress on equality and diversity in practice.
That your organisation supports community based events to tackle disadvantage and inequality as a socially responsible business.
That your organisation has an Equality and Diversity Action Plan with clear accountabilities for delivery (e.g. clear accountability for delivery of action plan, led by the Board); carrying out equality impact assessments and getting these signed off at a senior level will also give you evidence you have considered equality implications of policies, practices and services.
That your organisation grows its people rather than leaving them to languish or be driven out by the culture.
That you are an employer that strives to reflect diversity at all levels of the organisation e.g. fair, objective and transparent recruitment and selection processes, appraisals, access to staff training and development opportunities, progression and promotion opportunities.
That public bodies have paid “due regard” to the need to eliminate unlawful discrimination, advance equality of opportunity, foster good relations and disabled people have been involved early on in decision making. Private organisations bidding for contracts with public bodies will also need to demonstrate good equality and diversity practice.”
Dianna Yach is co-founder of Ionann Management Consultants Ltd which was established in 1998. Ionann is a specialist management consultancy working in partnership with clients to achieve excellence in Equality, Diversity and Human Rights.
Dianna is currently working with our workplace training arm, Skill Boosters, to update all of our equality and diversity assets ahead of the new Equality Act. To find out how you can upgrade your assets, email skillboosters@bdpmedia.com.
