EEO Tagline Requirements. The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
The RF does not discriminate against employees or applicants based on sexual orientation, gender identity, or any other characteristics protected by applicable law. Additional Recruitment Resources. Finding a Job at UB. Office of Equity, Diversity and Inclusion. At the interview stage, it can be beneficial to have a diverse panel to mitigate any unconscious bias and to show your commitment to diversity.
All candidates must be treated the same, allocated the same amount of time and informed in advance of any tests or activities they will complete. However if an applicant has a disability you may need to put reasonable adjustments in place for that individual based on their condition. The selection process should focus on appointing the person who best meets the essential criteria for the job. To find out more about diversity and equality in the recruitment process, visit our Inclusive Recruitment course here.
In addition to positive behavioural messages, all internal and external communications should reflect your commitment to equality and diversity. The day-to-day language used by all employees should meet the standards that you have set. Both textual and visual communications should be free of discriminatory or sexist content and avoiding reinforcing adverse stereotypes.
It is a good idea to enlist the help of other staff members when reviewing documents that might have sensitive content. A few pairs of eyes and a few different perspectives can help highlight any problematic language or messages. We hope these tips have offered you some practical ideas for how to promote equality in the workplace. Contact us today to find out how our specialist e-learning training courses can help your business. Clients Testimonials Case Studies.
Equality seeks to ensure that this does not happen. The term diversity means differences. It celebrates the differences between us and seeks to actively promote them. It aims to recognise and value differences as positives which enhance and progress society. An equal share of care work among women and men is both a prerequisite of gender equality and an equality objective in its own right; however, activities to improve the reconciliation of work and family often only focus on women.
Particular attention should therefore be paid to addressing the needs of male staff as well. Promoting equal opportunities within an organisation also means creating an organisational culture that is gender-sensitive.
Tackling organisational culture is not only a crucial element in implementing organisational change as part of gender mainstreaming background paper , but also for providing a respectful and empowering atmosphere in the workplace, free from any form of harassment.
This includes eradicating behaviour like sexist jokes and derogatory comments as well as establishing procedures for preventing and dealing with sexual harassment in the workplace. It mainly addresses private companies but the information can also be transferred to the public sector in part. Read more on European Commision. Skip to language switcher Skip to main categories navigation Skip to secondary categories navigation Skip to main navigation Skip to main content Skip to footer.
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