PPQ - INTERNAL - equality and diversity Flashcards
1
Q
2019 - Discuss the impact of the Equality Act 2010 on the recruitment and selection process. (6 marks)
A
- adverts must not include bias terminology, staff would require training to ensure adverts are appropriate
- businesses cannot solely advertise in one area for example female magazine meaning the business has to increase the amount of advertising it does
- to make buildings accessible for all candidates, during interviews organisations may need to rent additional premises
- organisations must ensure that application forms are available in different formats for example large text, which can be time consuming to change
- cannot ask about a candidate’s sexual orientation during an interview, so procedures for asking interview questions will need to be created
- an employer cannot request details on a candidate’s health in the initials stages of recruitment
2
Q
2019 - Describe different types of discrimination. (4 marks)
A
- direct discrimination is treating someone less favourably than another person because of the PC
- discrimination by association is discriminating against someone because of their connection with a person who possesses a PC
- discrimination by perception is discriminating against someone because others think they possess a particular PC
- indirect discrimination occurs when you have a rule or policy that applies to everyone but disadvantages a particular PC
3
Q
Specimen - Explain the impact of having a diverse workforce. (10 marks)
Part 1
A
- Definition — where companies are open to hiring employees from all sorts of different backgrounds regardless of race, religion, culture etc.
- An organisation should see an increase in creativity – every individual brings own way of thinking – better decision making and innovation
- Employees feel included — which would lead to improved employee relations
- An organisation known for its ethics/fair employment practices — is better able to attract a wider pool of qualified applicants
4
Q
Specimen - Explain the impact of having a diverse workforce. (10 marks)
Part 2
A
- By ensuring diversity is evident in all levels of hierarchy — may gain recognition from independent organisations which allows further publicity eg Gender Fair
- Customers can relate to workers with similar backgrounds — achieving improved customer satisfaction
- Allowing different management perspectives to be drawn on,
which will be beneficial in planning and strategy - Utilising employees’ understanding of cultural nuances — can minimise barriers to growth overseas
5
Q
2016 - Explore the ways equality legislation can affect an organisation’s activities. (6 marks)
A
- Recruiting and selecting - advertisements must refrain from gender bias terminology
- Leave and time off – special leave for gender reassignment must be given
- Training and promotion – denying a suitable candidate a promotion opportunity because they have a disabled parent who they care for is discrimination by association
- Dismissal – cannot force an employee to retire as this is age discrimination
- Working practices – a change to longer shifts may indirectly discriminate disabled workers
- Uniform policy – religious requirements should be considered in relation to the employee’s ability to do the requirements of the job
6
Q
2017 - Describe the exceptions to the Equality Act 2010 for an organisation. (4 marks)
A
- Objective justification - if there is a legitimate aim eg to maintain the health and safety of customers and staff
- Exceptions exist depending on the firm’s requirements eg if the Act requires unreasonable cost or the service provision of the firm is greatly impacted
- Positive action – applicants can be chosen due to protected characteristic if the firm considers this characteristic to be underrepresented in the workplace
- Occupational requirement – when a candidate is chosen because a particular characteristic is needed eg employing a female actress to play the female lead
