Transcript Organisational Management and Development

Organisational Management
and Development 2
Equal Opportunities
Aim
To enable students to manage
diversity and promote positive
working relationships.
Learning Outcomes
At the end of the session students will be
able to:
• Describe the purpose, principals and
application of the organisation’s strategy
and policy for fairness and equality
• Describe the legal, moral and economic
obligations placed upon employees and
employers in relation to fairness and
equality.
Principal legislation
• Equal Pay Act 1970
• Sex Discrimination Act 1975
• Race Relations Act 1976
• Disability Discrimination Act 1995.
Responsibilities of management
• To train personnel
• Ensure the law and brigade policy is
upheld
• Investigate any complaint
• Watch officers are the first line of
management to operational firefighters.
Responsibilities of the employee
• To comply with the law
• To comply with brigade policy
• Not to discriminate
• Not to harass, bully or intimidate
• Not to victimise
• To report any suspected acts or practices
• To take action.
Key words
• Harassment
• Victimisation
• Discrimination
• Prejudice.
Problems caused by harrassment
Detrimental effects on;
• Individual
• Organisation
• Community
• Overall.
Moral questions
• Would you say or do this in front of your
partner or a colleague of the same sex
• Would you like your behaviour reported
in your local newspaper
• Does it need to be done or said at all
• If in doubt use common sense - don’t do
or say it at all.
Common sense
• Get to know the person
• Look at their behaviour
• Gauge what is / is not acceptable
• Be prepared to say sorry.
Display and use of
offensive materials
• HFB recognises that all persons have
their own moral values and must be
treated with dignity
• Display of any material which may be
construed as offensive is not acceptable
• This is regardless of access limitations.
Equal opportunities
• Is not about treating everyone the same
• Does not seek to make everyone equal
• And is not a waste of resources.
Statement of policy
• Materials such as posters, photos, cartoons
etc which could cause offence (porno, sexist,
racist etc) must not be displayed or held in
personal storage areas
• No films, computer images etc to be
displayed
• Do not use brigade computers to view such
images.
Statement of policy
• All the above will apply singly or to groups
whether or not they are working in isolation
• Written guidance is not practical and
individual issues to be determined informally
by line manager.
Actions to be taken
Informal
• Tell the other person that you find their
behaviour offensive
• Maybe get someone else to do this if it
is awkward for you
• Report the problem to your watch
officers for them to resolve.
Actions to be taken
Formal
• Normally to be used if/when informal action is
unsuccessful or inappropriate
• Complain in writing
• A formal investigation will be ordered by ACO(T),
who has overall responsibility
• Assisted by personnel from the Quality and
Equal Opportunities Section, based at BHQ.
Actions to be taken
Formal
Disciplinary action can be taken.
Case studies
• Gillian Maxwell 1997
• Warren Mann 1997
• Tania Clayton 1993.
Confirmation
Assessments will be based on this lesson and
the corresponding study note
Learning Outcomes
• Describe the purpose, principals and
application of the organisation’s strategy and
policy for fairness and equality
• Describe the legal, moral and economic
obligations placed upon employees and
employers in relation to fairness and equality.
THE END