#equalityact2010

07 03 2023

UK gender pay gap widens

Matthew Chilcott Blog, General, Handbook, Rewards & Benefits #equalityact2010, #equalityanddiversity, #genderpay, #HR Herts, #HRblog, #HRStevenage, Business, Business Owners, hertfordshire, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “Following several blogs that we have written on Equality and Diversity in the workplace and how it stands now, news is reporting that the gender pay gap widens is driven by high childcare costs and the fact in the current climate, costs are increasing faster than wages. At Consensus HR, we are finding this to be an area of concern with some of our clients and have been helping them for find suitable solutions from a team member, HR, and organisation prospective.”

NEWS ARTICLE: UK gender pay gap widens, driven by high childcare costs.

A new report from PwC reveals that the UK’s gender pay gap has widened as sharp increases in the cost of childcare hamper women’s employment outcomes. PwC’s Women in Work index shows the nation’s average pay gap widened by 2.4 percentage points to 14.4% in 2021, meaning the gap between what the average man and the average women earns in hourly pay has got bigger. With childcare costs rising faster than pay increases, Larice Stielow, senior economist at PwC, says: “The motherhood penalty is now the most significant driver of the gender pay gap and, in the UK, women are being hit even harder by the rising cost of living and increasing cost of childcare. With this and the gap in free childcare provision between ages one and three, more women are being priced out of work. For many it is more affordable to leave work than remain in employment and pay for childcare, especially for families at lower income levels.”

The Times

The Daily Telegraph

The Sun

The Independent

The Human-Times

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07 03 2023

Government appoints first menopause tsar.

Matthew Chilcott General #equalityact2010, #equalityanddiversity, #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, menopause, outsourcedHR, Small Business, SME, SME's

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “Following recent news and the decision made that Menopause would not be classed as one of the protected characteristics under the Equality Act 2010, the Government has now appointed a voluntary menopause tsar. At Consensus HR and as part of our monthly retained package, all our customers who have purchased an Employee Handbook as part of their package, get all updates provided as part of the package as and when they occur. As such all our clients have recently had their yearly handbook update completed which now contains a Menopause Policy. This helps to ensure that our retained clients are always working to best practice and the law.”

NEWS ARTICLE: Government appoints first menopause tsar.

The UK government has hired a recruitment expert to improve support at work for women going through the menopause. Helen Tomlinson, head of talent at HR giant Adecco, was announced yesterday as the first Menopause Employment Champion. Her voluntary role will involve encouraging bosses to help female staff going through the menopause and so stop them leaving the workforce early. “Less than a quarter of UK businesses have a menopause policy, but as I take on this role, I am determined that my generation of women in work will break the menopause taboo and have confidence that their health is valued,” Tomlinson said. Department for Work and Pensions Minister, Mims Davies said: “Menopause is a major driver of too many women leaving the workforce early, often when they are at the peak of their skills and experience with so much more still to contribute. We are committed to ensuring any stigma is addressed associated with menopause and its symptoms which can vary . . . Working positively with employers is vital to ensure they can recruit and retain women experiencing menopause and stop women perhaps considering giving up their employment due to the impact.”

Gov. UK

Daily Mail

Human-Times

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27 02 2023

Women have boardroom majority at M&S

Matthew Chilcott Blog, Employment Law, General #equality, #equalityact2010, #equalityanddiversity, #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott of Consensus HR comments: “Following many of our previous blogs on the subject of Equality in the workplace, it is great to see that one of the best known British Institutions – Marks & Spencers are leading the way in having 55% female representation on the board. As outlined previously, Equality and Diversity in the workplace is a must for all. businesses within all sectors and should be part of a companies culture and Policies and Procedures. “

NEWS ARTICLE: Women have boardroom majority at M&S

The appointment of Cheryl Potter as a non-executive director means Marks & Spencer’s boardroom has a female majority for the first time in the retailer’s 140-year history. The addition of Ms Potter means the board has 55% female representation. Data from the Hampton Alexander report published a year ago would suggest M&S now has the highest representation of women on its board of any company in the FTSE 350. Fiona Hathorn, co-founder and chief executive of Women on Boards UK, said: “It is terrific to see the retail sector waking up to the need for women on boards. Ten years ago the retail sector had almost no women on its boards.” Recent research by consultancy Korn Ferry shows that the number of women given chief executive roles in the British retail industry hit a record high last year.

The Times

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How to Develop an Effective Diversity and Inclusion Program

27 02 2023

How to Develop an Effective Diversity and Inclusion Program

Matthew Chilcott Blog, Employment Law, General, Training & Development #equality, #equalityact2010, #equalityanddiversity, #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

How to Develop an Effective Diversity and Inclusion Program. As a human resources consultant, I have seen the positive impact that a strong diversity and inclusion program can have on a company. A diverse and inclusive workplace not only attracts top talent from a variety of backgrounds, but it also leads to increased creativity, better problem-solving, and higher levels of employee engagement and satisfaction.

However, developing an effective diversity and inclusion program is not a one-time event, but rather an ongoing process that requires commitment and effort from everyone in the organisation. Here are some steps that you can follow to develop an effective diversity and inclusion program:

Conduct a company-wide assessment:

The first step in developing a diversity and inclusion program is to assess your company’s current level of diversity and inclusion. This can be done through employee surveys, focus groups, and one-on-one interviews with employees. Use the results of this assessment to identify areas for improvement and to set specific goals for your diversity and inclusion program.

Establish a diversity and inclusion steering committee:

To ensure that your diversity and inclusion program is aligned with your company’s mission and values, establish a steering committee made up of employees from a variety of departments and backgrounds. This committee should be responsible for setting the direction of the program, and for ensuring that diversity and inclusion initiatives are integrated into all aspects of the company.

Develop a comprehensive diversity and inclusion strategy:

Based on the results of the company-wide assessment and the goals of the steering committee, develop a comprehensive diversity and inclusion strategy that outlines specific actions to be taken and metrics to be used to measure success. This strategy should address all aspects of the company, including recruitment and hiring, employee development, and company culture.

Provide training and development opportunities:

To support the growth and development of all employees, provide training and development opportunities that focus on diversity and inclusion. This can include workshops, webinars, and one-on-one coaching. Encourage all employees to participate in these opportunities, and make sure that they are accessible and inclusive to all.

Foster a culture of inclusion:

To create a workplace that is truly diverse and inclusive, it is important to foster a culture of inclusion. This can be achieved by encouraging open and honest communication, valuing differences, and creating an environment where all employees feel valued and respected. Encourage employees to share their thoughts and opinions, and provide opportunities for them to participate in company events and activities.

Monitor and measure progress:

To ensure that your diversity and inclusion program is effective, it is important to monitor and measure progress. Use metrics to track progress against specific goals, and regularly solicit feedback from employees to assess the impact of the program. Use this information to make ongoing improvements to the program and to ensure that it continues to meet the needs of your company and employees.

Developing an effective diversity and inclusion program is not an easy task, but it is an important one that can have a significant impact on the success of your company. By following these steps and committing to continuous improvement, you can create a workplace that is diverse, inclusive, and supportive of all employees.

Previous blog written on the subject:

Regulator moves diversity reporting rules forward

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09 02 2023

Inquiry uncovers years of sexual harassment at transport union

Matthew Chilcott Blog, Employment Law, General #equalityact2010, #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “It would seem every day I come into work at the moment there is an article on an area of the Equality Act 2010 and the past two days, sexual harassment. Companies need to ensure that all members of their team are given the relevant development in Equaity within the workplace as everyone must now understand that actions of the past are rightfully now not accepted. Many businesses will be rightfully having to pay out unlimited financial penalties for such behaviours.”

Inquiry uncovers years of sexual harassment at transport union

An inquiry has concluded that women working at the TSSA transport union were subjected to sexual harassment and coercive and manipulative behaviour over many years. The report, led by Baroness Helena Kennedy KC, has urged sweeping changes to restore the union’s reputation and protect that of the broader trade union movement, and called for a tight-knit group of four senior figures to leave the organisation, saying they had “enabled [sexist] behaviours through wilful blindness, power hoarding and poor practices.” Kennedy wrote: “There appears to be a failing in leadership and a failing in culture. [The TSSA’s] finances, I understand, are in a poor state and its membership has declined. I conclude that the internal leadership at the TSSA is not fit for purpose.” The TSSA said it accepted all the report’s recommendations.

Financial Times

Daily Mail

The Guardian

The Human Times

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Young workers' safety highlighted during National Apprentice Week

08 02 2023

McDonald’s pledges to better protect workers in the UK

Matthew Chilcott Employment Law, General #equalityact2010, #mcdonalds, #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “This is a very interesting article concerning a well know employer – McDonald’s pledges to better protect workers in the UK. I always thought that McDonalds were a great employer offering employees a range of benefits and recognised development, but this article seems to state differently, especially when it comes to Equalities and Human Rights. This is yet another example of where business owners and members of the team / managers are not ensuring that all areas of the employment Rights Act 2010 are covered. It is fine to say that the wellbeing of our people is our absolute priority but how are. you demonstrating this? No employee should go to work to not be respected or treated equal. I refer to our previous blog that discusses the Equaity Act 2010 and what all members of the team must adhere too or face severe possible consequences such as unlimited penalties from day one of employment. We help companies with their HR Policies and Procedures whilst ensuring these are actually used and demonstrated within the workplace.”

NEWS ARTICLE: McDonald’s pledges to better protect workers in the UK

McDonald’s has signed a legally binding agreement with the UK’s Equalities and Human Rights Commission which requires the company to deal with what is thought to be more than 1,000 complaints from staff about workplace behaviour. The UK’s Bakers, Food and Allied Workers Union (BFAWU) has previously raised the alarm over a “toxic culture” in McDonald’s restaurants. Ian Hodson, national president of the BFAWU, said: “It’s shameful that one of the richest corporations on the planet doesn’t take sexual harassment seriously until we raise it . . . I pay tribute to all our members who have spoken out on this issue and encourage McDonald’s to work with us in ending sexual harassment.” The agreement commits the group to a number of measures to better protect workers in the UK, including communicating a “zero tolerance” approach to sexual harassment, providing anti-harassment training for employees, and improving policies to better respond to complaints. Alistair Macrow, chief executive of McDonald’s in the UK and Ireland, said the company already has a “strong track record” in this area but wants to further improve it. He added: “As one of the UK’s leading employers, the safety and wellbeing of our people is our absolute priority. It is hugely important to me that everyone in our organisation feels safe, respected and included at all times – this is core to the values of our business.”

ITV News

The Guardian

The Independent

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11 01 2023

Regulator moves diversity reporting rules forward

Matthew Chilcott Employment Law, General #diversity, #equalityact2010, #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “Well, they have been talking about this for some time and is definitely needed within business to help ensure at least that the fundamentals of the Equality Act (EQA)2010 are adhered to within the workplace and demonstrated publicly. All we (I) seem to write blogs on recently is what is covered under only one part of legislation and that being the Equality Act 2010 where awards are unlimited from day one of employment. In today’s workplace, we should not still be talking about what are protected characteristics under the EQA but ensuring we are recruiting and managing the right calibre of candidate for the role whilst continually ensuring that we keep our HR / business process to best practice and the law. I have been very fortunate in my years of managing teams, departments and sites within many sectors that by working constructively with the team, that we have been able to ensure through the correct user friendly HR and business Policies and Procedures that everyone has known what is expected whilst playing their part and being asked for their opinion when new systems are put in place and the repercussions should they need to be used. As I always say, it is not easy to manage, and Rome was not built in a day, but you need to see changes and the foundations being set.”

NEWS ARTICLE: Regulator moves diversity reporting rules forward

The Observer reports on the new gender and ethnic diversity reporting rules that listed companies will have to follow from this year. Under the Financial Conduct Authority’s rules, companies will have to disclose progress towards key benchmarks in their annual reports, including whether women make up at least 40% of the board; whether they hold any of the most senior roles; and whether at least one member of the board is from an ethnic minority. However, companies are only expected to explain why they might be falling short and are unlikely to be penalised if they fail to comply. Although the change seems mild to some, it will bring in three times the number of companies currently required to report diversity data.

The Observer

the Human-Times

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30 11 2022

Banker with cancer claims £4.3m from NatWest over dismissal

Matthew Chilcott Employment Law, General #BusinessOwners, #equalityact2010, #outsourcedhumanresources, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Matthew Pinto-Chilcott, FCIPD, ACEL, BA (Hons.) – Banker with cancer claims £4.3m from NatWest over dismissal owner of Consensus HR comments: “The Equality Act, October 2010 raises its head again and seems to have been a topic of conversation a great deal recently, in the press anyway. We wrote a blog on this a while ago which detailed everything to do with the Equality Act and discrimination and in this case with a well-known and respected bank who discriminated against somebody with Cancer which is a protected characteristic. I amazes me how such a big banks HR Department and management team can get it wrong and rightfully as resulted in them having to maybe pay £4.3 million in compensation.

We all know that businesses are going through extremely hard times now with the economy the way it is, but we need to remember that it is our teams that keep the business going and making money. By ensuring that you have user friendly, professional, and legal HR Policies & Procedures and a caring, non-assuming attitude, your team will want to come to work and perform effectively. The team also needs to be developed correctly and given the skills to perform to help increase financial turnover and retention.”

NEWS ARTICLE – Banker with cancer claims £4.3m from NatWest over dismissal :

A former NatWest compliance manager who was unfairly dismissed two days after surgery for cancer is seeking about £4.3m ($5.2m) from the bank. Lawyers for Adeline Willis, a former senior risk and compliance officer at the lender, have requested the pay-out after she was unfairly dismissed from a £160,000-a-year job, according to court documents. NatWest was found to have unfairly dismissed Willis and discriminated against her under equality laws, in an employment tribunal ruling in February. She was told that she was being let go from the bank in April 2020 and had received a cancer diagnosis in August 2019. “We recognize the extremely difficult personal circumstances in this case and that there were things the bank did not get right,” NatWest said, adding it “remains committed to building an inclusive culture and ensuring this cannot happen again.” Cancer is listed as a disability under the UK Equality Act 2010, protecting sufferers from discrimination.

Reuters

The Human Times

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The Equality Act raises its head again in relation to discrimination and one of the Protected Characteristics, Cancer resulting in a possible hefty pay out.

16 11 2022

Over-50s head back to work

Matthew Chilcott Blog, Employment Law, General, Recruitment, Training & Development #age, #agediscrimination, #equalityact2010, #returntowork, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Promoting Flexible Working and Employee Well-being |Consensus HR in Herts & Beds

Matthew Pinto-Chilcott – Owner – Consensus HR comments: “What has age got to do with being able to work if they have the ability to do so? This article in ‘The Times’, at a time when many organisations are experiencing difficult in recruiting suitable members to the team, just shows how many business owners judge a book by its cover. Thankfully peoples Date Of Birth (DOB) is no longer expected to be outlined on a Curriculum Vitae although many people still do. Age is one of the Protected Characteristics under the Equality Act with unlimited awards from day one of employment and should never play a part when recruiting for a new member of the team. Companies need to ensure that their recruitment processes and procedures are legal and to best practice and only take into account what is needed for the role for the success of their business and the member of the team. I remember when I worked in Operations for a well known Hospitality business and the majority of our team were older and this played a key part in the service we were able to offer, especially when new members joined in their development. Age is irrelevant!”

NEWS ARTICLE

Nine in ten economically inactive over-50s are considering returning to work due to the soaring cost of living. Data from online jobs website CV-Library show that 91% of inactive workers in the age bracket are considering re-entering the workforce due to record inflation, pension worries and higher energy bills. The report shows that since the beginning of the pandemic, the number of people aged 50 to 64 classed as economically inactive has risen by 3.6m, or 10%. Lee Biggins, chief executive of CV-Library, said: “With many vacancies still unfilled, it’s great news that a significant number of experienced workers are planning on returning to work.” He added that employing staff aged over 50 would allow companies to “add experience and stability, as well as diversifying the workplace.”

The Times. Human Times

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14 11 2022

Ethnic minority workers face pay gap

Matthew Chilcott Employment Law, General, Recruitment #discrimination, #equalityact2010, #nationality, Business, Business Owners, HR, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Matthew Pinto-Chilcott – FCIPD, ACEL Owner of Consensus HR comments: “Wow! Another report into discrimination in the workplace, following one of our last blogs on the 8^th November 2022 titled ‘One in five Britons faced workplace discrimination’, this recently placed news article in the press shows that many ethnic minority groups are suffering a large pay gap compared to their white colleagues. How can this be the case in 2022 when everybody should be treated equally regardless of any of the protected characteristics under the Equality Act 2010? An employee’s Salary should be for the role and performance of the employee managed accordingly through the use of a consistent user friendly Performance Review process. Companies who are guilty of this should face the consequences of Employment Tribunal claims from day one of employment with uncapped awards. We have always encouraged open transparency of salaries for roles within a company and when advertising for a role, to ensure this is shown both internally and externally with details of salary or salary banding. This is an area in the future which may change drastically when ALL companies are required to publish salaries and ethnicity of employees.”

Most ethnic minority groups in Britain still suffer from a substantial pay gap compared with white employees, according to a study by the Institute for Fiscal Studies (IFS). The study found that while young people from south Asian backgrounds and black African groups were now more likely to attend university than white peers, minorities still trail white people on wages. The IFS report shows that the average weekly earnings of Bangladeshi men were 42% below the white average in 2019. The figure was 22% for Pakistani men and 13% for Caribbean men. However, the average British Indian man earned 13% more than the average white worker. Professor Heidi Safia Mirza, of University College London, said that most minority groups “continue to earn less than their white British counterparts, and all earn less on average than we would expect given their education, background and occupation.” She added: “Evidence of discrimination in the labour market is clear, and wealth inequalities are likely to prove especially hard to shift.”

Human Times – 14^th November 2022 – Monday November 14, 2022, 12.01am, The Times –

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08 11 2022

One in five Britons have faced workplace discrimination.

Matthew Chilcott Disciplinary & Grievance, Employment Law, General #discrimination, #equalityact2010, #workplacediscrimination, Business, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

According to a survey by the Resolution Foundation think-tank – One in five Britons have faced workplace discrimination. The most common form of reported discrimination is being turned down for a job (13%), followed by being turned down for promotion (8%) or denied training opportunities (7%). Hannah Slaughter, Senior Economist at the Resolution Foundation, said: “Britain has had laws preventing discrimination in place since the 1960s, yet it remains all too common in workplaces today. One in five people say they have experienced some form of workplace discrimination in the past year, from being passed over for a new job, to missing out on a promotion and being denied training. Low-paid workers are most likely to be worried about discrimination at work, but the shortcomings of our legal system mean they are the least likely to try and address mistreatment through the courts. Employers and workers alike need to better understand what constitutes discrimination in workplaces today, and be confident that where it does occur, it can be stamped out either through dialogue, or the courts.”

Matthew Pinto-Chilcott owner of Consensus HR comments: “I find these results within this survey, very disturbing and a fundamental reason why the Equality Act 2010 and a Company’s Policy / Procedures should be a key part of an induction for all employees / contractors. Nobody comes to work or takes part in their daily lives to be discriminated against whether it be their age, sex, colour, marital status, disability or any of the other protected characteristics covered under the Equality Act 2010.

Current protected characteristics are:

age
gender reassignment
being married or in a civil partnership
being pregnant or on maternity leave
disability
race including colour, nationality, ethnic or national origin
religion or belief
sex
sexual orientation

You’re protected from discrimination:

at work
in education
as a consumer
when using public services
when buying or renting property
as a member or guest of a private club or association

Employers must be able to demonstrate that any form of discrimination will not be tolerated and will be investigated, and the correct best practice / legal action taken in line with the Acas Code of Practice. Failure could result in unlimited awards being made to the company, loss of reputation, bad moral or having to attend an Employment Tribunal. We provide Equality development for all members of the team which should be part of the overall Induction process with Health & Safety, Company HR Policies and Procedures, to name just a few”.

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