• new limitations on employers asking pre-employment health about health and disability before deciding whether to offer employment;

• a new type of discrimination - 'Associative discrimination' This is discrimination against a person because they have an association with someone with a particular protected characteristic;

• the Act will make it easier to claim reasonable adjustments from service providers. It will no longer be necessary to show that the provider's practice etc makes it 'impossible or unreasonably difficult' to access the service (present rules). The test will be whether the practice places the disabled person at a substantial disadvantage;

• the Equality Act will place additional responsibilities on public sector employers, and those contracted to public bodies as it will require these employers to lead by example in promoting equality in their workplaces. From April 2011 all public sector organisations will be under a single equality duty to demonstrate that they are achieving equality in their workforce across all the protected characteristics.

This is an important piece of legislation and your organisation may need to update some of your employment practices and documentation to respond to the heightened focus on matters of discrimination. Equality law applies whatever the sector you work in or the size of your organisation.

Equality training can be an important part of showing that you are preventing discrimination, harassment and victimisation in your organisation. We would like to work with you to increase understanding of the practical implications for employers, employees and service providers.

The jml Training & Consultancy course will help you and your employees understand the new provisions of the Act and to understand what is and isn't acceptable behaviour. There will be lots of opportunity to discuss the changes and how to take them forward in a positive and constructive manner.

The Equality Act 2010

The course will cover

• The law covering all the protected characteristics and what behaviour is and is not acceptable.

• Identify what stays the same, the changes, extensions and new introductions for example:

1. Changes to the definitions of discrimination
2. Harassment and third party harassment and its extension to the other protected characteristics
3. Victimisation changes

• The risk of ignoring or seeming to approve inappropriate behaviour and personal liability.

• How discrimination can affect the way an employer functions and the impact that generalisations, stereotypes, bias, inappropriate language in day-to-day operations can have on people's chances of obtaining work, promotion, recognition and respect.

• What to do if staff experience harassment or discrimination

• Taking a responsible approach as an employee

Ensuring equality and diversity stays as a key organisational priority and does not get squeezed by other demands is essential. To achieve this requires a style of training that ensures the right leadership for equality and diversity, one that can challenge and change values, beliefs and organisational behaviours and develop positive action initiatives. We have rigorously trained experts in experiential culture change work, who are highly facilitative & interactive, and deliver inspirational, enduring and effective results.

Equality training can be an important part of showing that you are preventing discrimination, harassment and victimisation in your organisation. Why not contact us to-day to discuss your requirements.

Contact jml Training to discuss how we can provide Equality Act 2010 training to your organisation either by email or ( + 44 (0)1494 488 787 today.

Back to top

______________________________________________