The workplace equality check list

Posted on October 3, 2018 in Story 217 view

To ensure equality at work workers must be represented by a union both individually and collectively and work relations should be governed by collective agreements.

Recruitment

The job advertisement states that the company welcomes applications from applicants with disabilities, minorities and under-represented groups.

The job advertisement uses wording which would not discriminate against specific age groups.

The job description covers the skills and knowledge that all applicants should have.

The candidate comparison formats are based upon experience, knowledge and competencies rather than characteristics and background. 

The shortlisting process is monitored by separate panel/third party to ensure that it is objective and unbiased.

(If applicable) Candidates with disabilities are provided with special arrangement in the application and recruitment process that support their disabilities.

Company Policy

Workers are informed of the leadership commitment in promoting equality in the workplace. 

Workers are informed of company policies that explicitly monitor equal treatments. 

The policies are drafted under consultation, understanding and support of staff members and their representatives. 

Equal Pay and Opportunities 

There can be no deductions from salaries without prior written agreement (except where required or authorised by employee contracts or by law).

Workers receive clear guidance on statutory entitlements for maternity, paternity and adoption, pay, sick pay, and redundancy pay. 

The company has made necessary adjustments and auxiliary aid for disabled workers.

Workers are clearly informed of the company’s scheme on promotion, pay rise and bonus.

Conflict due to workplace discrimination

The company’s policies clearly state non-discrimination principles on the basis of race, gender, age, disability, religion.

Clear policies stating that bullying and harassment will not be tolerated at any stage of the recruitment process should be adopted.

A clear disciplinary process is adopted to allow workers to file internal complaints for discrimination, including bullying or harassment. 

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