Remember that there are time limits for all the level of trade union membership and bringing tribunal claims. We will deal with this organisation within your workplace. in the section on the Law. There is no single model or way in which workplace mapping should be done. However a key component of mapping for How do we organise for equality is looking at job segregation and equality? promotional opportunities. For example, are women often grouped into lower paid jobs, with little or no opportunities for promotion? The culture of an organisation is formed by Does access to training, or lack of access, the actions and behaviours of all employees impact on promotional opportunities i.e. who and not only by management. A key strategy has access to training? Have a look at the in mainstreaming equality is through a checklist planning for equality below. Some partnership approach, involving things you might consider: management, employees and their union representatives. Some workplaces have an Do you know the make-up of your equality representative or an equality workplace? committee and they should be involved in the Does your union membership reflect the entire equality process. makeup of your workplace? Are there any issues that the union needs The majority of workplaces have some kind to focus on? of policy on equal opportunities and or for Are all members kept informed of union managing diversity in the workplace. Many of activity? these policies are aimed at protecting Are minority groups/individuals active in employees from discrimination and the focus union affairs? is on promoting the diversity of the workforce. How do you currently engage with your The equality policy reflects the commitment membership and how could you do so better to equal opportunities in any given in the future? organisation. It is the promise to treat all Involving members employees, and potential employees, fairly and considerately and with dignity and respect. When you have gathered some initial information, begin to consult. Talk to other Equality mapping representatives, members and potential members. Get their view or ideas on what Equality mapping or an equality audit is a they think the union can do to make strategic tool to help you analyse and improvements. Try and encourage them to organise the workplace. In practice, it means become involved in the union campaign for breaking the workplace down into the various raising equality. sections or departments to determine, first of
Remember that there are time limits for bringing tribunal claims. We will deal with this in the section on the Law. How do we organise for equality? The culture of an organisation is formed by the actions and behaviours of all employees and not only by management. A key strategy in mainstreaming equality is through a partnership approach, involving management, employees and their union representatives. Some workplaces have an equality representative or an equality committee and they should be involved in the entire equality process. The majority of workplaces have some kind of policy on equal opportunities and or for managing diversity in the workplace. Many of these policies are aimed at protecting employees from discrimination and the focus is on promoting the diversity of the workforce. The equality policy reflects the commitment to equal opportunities in any given organisation. It is the promise to treat all employees, and potential employees, fairly and considerately and with dignity and respect. Equality mapping Equality mapping or an equality audit is a strategic tool to help you analyse and organise the workplace. In practice, it means breaking the workplace down into the various sections or departments to determine, first of all the level of trade union membership and organisation within your workplace. There is no single model or way in which workplace mapping should be done. However a key component of mapping for equality is looking at job segregation and promotional opportunities. For example, are women often grouped into lower paid jobs, with little or no opportunities for promotion? Does access to training, or lack of access, impact on promotional opportunities i.e. who has access to training? Have a look at the checklist planning for equality below. Some things you might consider: Do you know the make-up of your workplace? Does your union membership reflect the makeup of your workplace? Are there any issues that the union needs to focus on? Are all members kept informed of union activity? Are minority groups/individuals active in union affairs? How do you currently engage with your membership and how could you do so better in the future? Involving members When you have gathered some initial information, begin to consult. Talk to other representatives, members and potential members. Get their view or ideas on what they think the union can do to make improvements. Try and encourage them to become involved in the union campaign for raising equality.
iboa_handbook.docx