Organisational Management and Development 2 Equal Opportunities
Aim To enable students to manage diversity and promote positive working relationships.
Learning OutcomesAt 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 bedisplayed 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.
ConfirmationAssessments 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.