ࡱ>  2ebjbjqq ܦee]1 8Q\Ady1AAA ]!P]A_A_A_A_A_A_ADF*_A!"!!_AAAFtAu&u&u&!AA9u&!]Au&u&'23A@s"2y9A0A2G"G(33JG)4P!!u&!!!!!_A_A$!!!A!!!!G!!!!!!!!! : Effective from October 2010 The Equality Act 2010 1. Policy Statement The Council is firmly committed to the principles of equality; diversity and inclusion in both employment and the delivery of services. It seeks to treat people with dignity and respect in an environment, free from discrimination. This means treating people fairly regardless of their race (colour; nationality; ethnic or national origin), religion or belief, gender or gender identity, sexuality, disability, age or because of their association with someone who has that characteristic. This policy provides detailed guidance on the Equality Act 2010. 2. Scope of policy This policy applies to all employees other than; school based staff; and uniformed fire officers. Staff within schools may be covered by this policy by specific acceptance of the governing body. 3. Legal Framework The Equality Act 2010 makes discrimination in all aspects of employment and provision of goods and services unlawful. This includes recruitment, training; terms and conditions, promotions, transfers and dismissals. It outlines a number protected characteristics which include: Age Disability Gender and Gender Identity Race Religion or Belief (or no Religion or Belief) Sexual Orientation Pregnancy and Maternity Marriage and Civil partnerships. The legislation also includes discrimination by association to someone who has a protected characteristic or by perception that they have that characteristic. Section 149 of the Act places a single equality duty on the Council to eliminate discrimination; harassment and victimisation; advance equality of opportunity and foster good relations between people who share a relevant protected characteristic and those who do not share it. This requires the Council to measure the impact of policies but also to consider how everyone can access public services designed to meet their needs through consultation and involvement. 4. Definitions Age includes people of a particular age group; same age group; a group of persons defined by reference to age, whether by reference to a particular age or to a range of ages. Disability - is a physical or mental impairment, which has a substantial and long-term adverse effect on an individuals ability to carry out normal day-to-day activities. Who has a disability; has had a disability. Gender - this covers men and women. Gender Identity - a person who is proposing to undergo, is undergoing or has undergone a process (or part of a process) for the purpose of reassigning their gender by changing physiological or other attributes of sex. That person does not have to be under medical supervision. Race - includes (colour; nationality; ethnic or national origins) Religion or Belief - is defined as being any religion, religious belief; similar philosophical belief or lack of religion or belief. A number of factors will be considered in deciding if something is a religion or belief that will include: collective worship a clear belief system and a profound belief affecting the way of life or view of the world. This extends beyond well known religions and faiths to include beliefs such as Paganism and Humanism and those without religious belief. Sexual Orientation - means a persons sexual orientation towards persons of the same sex, persons of the opposite sex, or persons of either sex. Harassment - is defined as unwanted and uninvited conduct or behaviour relating to a protected characteristic that has the purpose or effect of violating an employees dignity or creating an intimidating, hostile, degrading, humiliating or offensive working environment for the recipient(s). (Section 26 EQA 2010) Third Party Harassment - occurs where a third party harasses an employee in the course of their employment three or more times. It does not matter whether the third party is the same or a different person on each occasion. 5. Principles of policy In employment, the Equality Act 2010 makes it unlawful, because of a protected characteristic to: discriminate directly against anyone - that is, to treat them less favourably than others because of that protected characteristic unless it can be objectively justified. discriminate directly against anyone - that is, to treat them less favourably than others because of the perception or their association with someone with a protected characteristics unless it can be objectively justified discriminate against or treat a disabled person less favourably because of something connected with their disability and this less favourable treatment cannot be justified. discriminate indirectly against anyone - that is, to apply a criterion, provision or practice (PCP) which disadvantages someone covered by that protected characteristic unless it can be objectively justified subject someone to harassment or fail to protect them from third party harassment. victimise someone because they have made or intend to make a complaint or give evidence in relation to a complaint of discrimination or harassment (Section 27 EQA 2010) instruct someone to discriminate on behalf of the Council or to discriminate against someone after the working relationship has ended. 6. Harassment, Bullying and Victimisation Harassment Harassment includes unwanted and uninvited conduct or behaviour relating to a protected characteristic that has the purpose or effect of violating an employees dignity or creating an intimidating, hostile, degrading, humiliating or offensive working environment for the recipient(s). (Section 26 EQA 2010). It takes many forms, such as bullying or offensive, hostile, ridiculing or demeaning behaviour. Any of these may be linked to an employee, by reference to their age, gender, gender identity; sexuality, disability, race, religion or belief or by their association with people with those protected characteristics. For example, it will cover harassment based on a persons association with their disabled child. It may be intentional but, it can also be unintentional, for example, involving nicknames, teasing, name calling or other behaviour which is not with malicious intent but which is upsetting for the recipient.  HYPERLINK "http://hrhandbook.northamptonshire.gov.uk/HRPoliciesLibrary/B01%20Anti-harassment%20policy%201.7.doc" The Councils Anti-Harassment Policy can be used where employees wish to raise any concerns relating harassment. Third Party Harassment Third party harassment provisions extend to all the protected characteristics, except for pregnancy and maternity and marriage and civil partnership (Section 40 EQA 2010). Such harassment occurs where a third party harasses an employee in the course of their employment three or more times. It does not matter whether the third party is the same or a different person on each occasion. Managers must to take all reasonably practicable steps to prevent third party harassment. Further advice can be obtained from the HR Advisory Team.  HYPERLINK "http://hrhandbook.northamptonshire.gov.uk/HRPoliciesLibrary/B01%20Anti-harassment%20policy%201.7.doc" The Councils Anti-Harassment Policy can be used where employees wish to raise any concerns relating to third party harassment. Victimisation Section 27 of the Equality Act 2010 protects employees from being treated detrimentally because they have made a complaint or intend to make a complaint about discrimination or harassment, or have given or intend to give evidence relating to a complaint about discrimination or harassment. 5. Access to Recruitment and Promotion; Pay and Terms and Conditions and Learning and Development Access to: employment and promotion pay and terms and conditions learning and development activities will be available to all candidates or employees regardless of their race (colour; nationality; ethnic or national origin), religion or belief, gender or gender identity, sexuality, disability, age or because of their association with someone who has a protected characteristic. Please see the  HYPERLINK "http://hrhandbook.northamptonshire.gov.uk/HRPoliciesLibrary/B03.Equality%20in%20Employment%20Policy%203.0.doc" BO3 Equality in Employment Policy. 6. Equalities Monitoring The Council is fully aware of its responsibilities under data protection, therefore, all data relating to protected characteristics is confidential and will be processed; stored and handled appropriately; sensitively and in accordance with Data Protection legislation. In particular, managers should be aware that disclosing that someone is transgender or transsexual, without the individuals permission to do so, is illegal and can constitute a criminal offence. This data can only be processed for certain specified reasons and data protection applies whether the employee has obtained legal recognition or not. Please see the  HYPERLINK "http://hrhandbook.northamptonshire.gov.uk/HRPoliciesLibrary/B04.Equalities%20Monitoring%201.2.doc" BO4 Equalities Monitoring Policy. 7. Further advice and guidance Please contact the HR Advisory Team if you require any further advice and guidance on the Equality Act 2010. 8. Appendices Appendix 1 Age in the Workplace Appendix 2 Disability in the Workplace Appendix 3 Gender and Gender Identity in the Workplace Appendix 4 Religious Observance in the Workplace Appendix 5 Sexuality in the Workplace Appendix 1 Age in the Workplace Recruitment All job descriptions including job evaluation questionnaires, and person specifications, advertising, short listing and selection processes must focus on the skills needed for the job rather than the length of time taken to acquire the skills. Terminology and age - the use of age both directly and indirectly through the use of terminology associated with age such as young and dynamic or mature etc. must be avoided. Qualifications and age - the use of qualifications which may be indirectly age discriminatory should be considered carefully to ensure that they are necessary and can be objectively justified for the role. Where they are needed; qualifications whose names have changed over time such as GCSE, NVQ should always include the statement or equivalent. Experience and age Any reference to so many years experience must be avoided in all recruitment documentation as this may rule out people who have the skills required but who have not had the opportunity to demonstrate them over a longer period. The skills that need to be demonstrated, should be requested instead, Trainee roles - Recruitment for some roles can be associated with a particular age profile such as graduates or apprentices. Advertising will need to be placed so that a wide pool of applicants can apply, clarifying the job criteria or qualification(s) that are required, not a particular age group. Pay and Benefits Eligibility for pay and terms and conditions of service benefits based on length of service are permitted under the legislation provided the eligibility period is 5 years or less. The use of a length of service criteria of more than 5 years is only lawful if it is objectively justifiable and reflects a higher level of experience, rewards loyalty; increases motivation, or fulfils a business need. This means the Councils current arrangements for sick pay and additional leave on reaching 5 years service do not need to change. Redundancy selection based on age is no longer permitted. Redundancy payments based on age which the Council make in accordance with the Statutory Redundancy payment framework will continue to be allowed. However, the framework was revised to include employees under the age of 18 and over the age of 65. The Councils current local pay arrangements, including the use of grades with more than 5 years incremental progression, have been reviewed by the Pay and Benefits team. To justify the grading clearly demonstrable evidence will be required, such as the requirement for a specific qualification to progress through the grade or scale ceiling. The impact on Teachers salary scales will be reviewed at a National level. Age related payments made in accordance with the National Minimum Wage will continue to be allowed. Retirement The Councils policy is that employees may continue working until they give notice that they wish to retire. The Council does not have a normal retirement age. Click here to HYPERLINK "http://hrhandbook.northamptonshire.gov.uk/HRPoliciesLibrary/K02. Retirement policy 1.1.doc"Policy K2 to access the Retirement policy. Appendix 2 Disability in the Workplace Reasonable adjustments The Council has a legal duty to make reasonable adjustments to try to ensure that a disabled person is not treated less favourably than other employees who do not have a disability. This includes considering changes to job criteria or work practice; removing or altering physical features and providing auxiliary aids and adaptations.  HYPERLINK "http://hrhandbook.northamptonshire.gov.uk/HRPoliciesLibrary/B05%20Retaining%20people%20who%20become%20disabled%201.3.doc" Click here to see Policy B05 Recruitment Under the Equality Act 2010 managers are prohibited from asking questions relating to an applicants health and absence before offering them work or including them in a pool of successful candidates to be offered work when it becomes available (Section 60 EQA 2010). This cover both interview questions and questions asked in references. There are some exceptions where It is possible for managers to ask questions regarding the health of an applicant before an offer is made but, only in the circumstances specified below, where it is necessary to: find out whether an applicant is able to participate in an assessment to test their suitability for the role establish whether there is a duty to make reasonable adjustments to enable an applicant to take part in the recruitment and selection process establish whether the applicant will be able to carry out a function that is intrinsic to the work concerned monitor the diversity of applicants take positive action in supporting employment for disabled people (for example under the two ticks scheme) or establish that a person has a disability where this is an occupational requirement. Only questions that are necessary and relevant should be asked. For example, potential all applicants should be provided with full information on the assessment process to be used and asked if, for reasons concerned with their health or a disability, they require any adjustment(s) to the process to be made. When a vacancy arises, the essential requirements of the job should be determined; any factors intrinsic to the job and a view taken as to whether it is necessary to ask all of the applicants about any aspect that may affect their ability to carry out these functions. A decision should also be made as to how an applicants ability to carry out these functions will be assessed, taking into account any reasonable adjustments that could be made. For example, where a job requires a significant amount of manual handling it would be legitimate for the employer to ask all of the applicants about their health in relation to that aspect of the job. Managers can obtain further guidance from the HR Advisory Team if they require further guidance on this. Appendix 3 Gender Identity in the Workplace Information relating to gender identity is confidential and considered to be sensitive information under Data Protection legislation. Disclosing that someone is transgender or transsexual, without their permission to do so, is illegal. Further detailed guidance is available in Policy BO7 and from the HR Advisory Team.  HYPERLINK "http://hrhandbook.northamptonshire.gov.uk/HRPoliciesLibrary/B07.%20Transgender%20and%20Gender%20reassignment%20statement%201.0.doc" Click here to see Policy B07 Appendix 4 Religious Observance in the Workplace Time off for Religious Observance The Equality Act 2010 does not say that the Council must provide time and facilities for religious or belief observance in the workplace but, managers can give reasonable consideration based upon individual and service needs. They should try to accommodate a request from an employee for time to pray. Some religions require their followers to pray at specific times during the day. Employees may therefore request access to an appropriate quiet place (or prayer room) to undertake their religious observance. managers are not required to provide a prayer room. However, if a quiet place is available and providing its use for prayer does not cause problems for other employees or the business, managers may agree to the request. In consultation with employees, it may be possible to designate an area for all employees for the specific purpose of prayer or contemplation, rather than just a general rest room. Managers may consider providing separate storage facilities for ceremonial objects. Time off for Religious Festivals Many religions or beliefs have special festival or spiritual observance days. An employee may request holiday in order to celebrate festivals or attend ceremonies. While there is no legal right to time off, managers should sympathetically consider such a request to be away from work where the employee has sufficient annual leave entitlement and where the needs of the service or business allow for them to be away from work. While it may be practical for one or a small number of staff to be absent from work, it might be difficult if many requests are made. In these circumstances, the manager should discuss the matter with the employees affected, with the aim of balancing the needs of the service and those of other employees and be able to objectively justify any decisions made. The Council has clear, reasonable procedures for handling requests for leave and managers should ensure that all employees are aware of and adhere to the procedures.  HYPERLINK "http://hrhandbook.northamptonshire.gov.uk/HRPoliciesLibrary/D03.%20Annual%20Leave%201.10.doc" See policy D3 for the Councils Annual Leave policy. Employees should give as much notice as possible when requesting leave and in doing so should also consider that there may be a number of their colleagues who would like leave at the same time. Managers should be aware that some religious or belief festivals are aligned with lunar phases and therefore, dates change from year to year; the dates for some festivals do not become clear until quite close to the actual day. Managers should not disadvantage those employees who do not hold any specific religion or belief. Where an employee requests extended leave relating to their religion or belief for a religious occasion; pilgrimage etc. the manager must consider the options carefully for all employees, as well as the individual, to that this does not indirectly discriminate against any party. The manager should also ensure that they discuss the issue with the HR Advisory Team. Dietary Requirements and Customs Some religions or beliefs have specific dietary requirements. If employees bring food into the workplace they may need to store and heat food separately from other food, for example Muslims will wish to ensure their food is not in contact with pork (or anything that may have been in contact with pork, such as cloths or sponges). It is good practice for managers to discuss these issues with employees and find a mutually acceptable solution to any dietary issues. The Council is not required to make significant expenditure and/or building alterations to meet religious needs. In any event many needs will involve little or no change. For instance some religions or beliefs require a person to wash before prayer. This is often done symbolically or by using the existing facilities. However, it is good practice for managers to consult with employees and to consider whether there is anything reasonable and practical which can be done to help employees meet the ritual requirements of their religion. It may help, for example, if all employees understand the religious observances of their colleagues thus avoiding embarrassment or difficulties for those practicing their religious obligations. Some religions require extended periods of fasting and managers should support employees through such a period, wherever possible. However, managers should ensure that they do not place unreasonable additional demands on other employees which may cause conflict between employees or claims of discrimination. Dress Codes If it is practical and safe to do so, employees may welcome the opportunity to wear clothing consistent with their religion. General dress codes which have the effect of conflicting with religious requirements may constitute indirect discrimination unless they can be objectively justified for example, because of health and safety requirements. Every employee will be expected to comply with Health and Safety legislation and regulations and to wear any personal protective clothing relevant to the role that they undertake, regardless of their religion or belief or any other protected characteristic.  HYPERLINK "http://hrhandbook.northamptonshire.gov.uk/HRFormsLibrary/FAQs%20on%20Religion%20and%20Belief.doc" Click here for a selection of frequently asked questions relating to these regulations on religion and belief. Appendix 5 Sexuality in the Workplace Confidentiality and Respect The Council should not assume that everyone is heterosexual. By their very nature, sexual matters are private and confidential. While some employees may be comfortable talking about their partner, many choose not share such information with their managers and colleagues. Personal information should be maintained in the strictest confidence. Managers should not forget that even basic information such as a partners name is confidential, nor should they assume that what they know is common knowledge. Harassment Gay; Lesbian or Bisexual employees may find it very difficult to make a complaint or raise concerns relating to harassment for fear that they will be outed** in the workplace. Managers should try to ensure confidentiality of information and reassure employees that procedures will be conducted with appropriate sensitivity and confidentiality. **Outing is when, against their wishes, an individuals sexual orientation is revealed by another person. Outing someone without their clear permission is not only inappropriate, it is also a breach of that individuals privacy and may constitute harassment. It may be also be a breach of the Data Protection, depending on what has happened. Lesbian, gay and bisexual people are sometimes outed for malicious reasons and consequently suffer harassment by colleagues or service users/customers. Managers should treat such a matter seriously. It is important to avoid stereotyping. For instance, gay men are sometimes assumed to be HIV positive and consequently suffer exclusion by their managers and colleagues and can be subjected to offensive comments. Such behaviour will not be tolerated. Social Events If the Council offers the opportunity for social gatherings which extend to the partners of employees, care should be taken with the wording of invitations, posters etc. to ensure inclusion for those with same sex partners. Where partners are invited, this must extend to same sex partners otherwise this would be discrimination. Benefits The same benefits apply and should be offered to same sex partners. Same sex partners are also be covered under the entitlement for time off under parental leave.  HYPERLINK "http://hrhandbook.northamptonshire.gov.uk/HRFormsLibrary/FAQs%20on%20Sexuality.doc" Click here for a selection of frequently asked questions relating to these regulations on sexuality.     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