subject: We do(n't) need (no) education! [print this page] We live in a multicultural society diversity and ethnicity go hand-in-hand with British society. Unfortunately, with a steady increase in the number of immigrants from across the world, the British public aren't always tolerant of foreign culture.
The government recently completed a review into whether or not there should be a ban on school teachers joining legal organisations that directly or indirectly promote racism. The proposed review has been met with concern by public servants and parliamentary members alike. "To bar teachers, or other members of the school workforce, from joining non-proscribed organisations would be a profound political act" commented Maurice Smith who headed the review (Directgov, 2010).
The review concluded that current measures such as school equal opportunities policies, the enforcement of equality by the General Teaching Council etc. are sufficient in providing adequate protection for students against racism and racist members of teaching staff.
This follows on from the report released by the Government this time last year, in which it was concluded that both supporters and members of the British National Party could not be banned from teaching in schools and universities (BBC, 2010).
Whatever their political views, employers are under a duty to obey the law. It is of course unlawful to discriminate on grounds of race and a variety of other protected characteristics; therefore employers must take steps to ensure they offer equality of opportunity from the job advertising and recruitment stage, right through to an employee's termination of contract.
Equal opportunities monitoring is often used during the recruitment process to ensure that you, and your organisation, are recruiting in a lawful and non-discriminatory way and properly trawling the available market of job seekers to enable all eligible candidates to apply. Although there is no legal obligation to request that your applicant completes a questionnaire which focuses around equal opportunities, it is advised that you do so to enable you to demonstrate that you are truly offering equality of opportunity in your recruitment practices. Failure to adhere to appropriate, non-discriminatory processes could lead to claims of discrimination. It's worth remembering that there is no upper-limit on compensation in claims of discrimination.
Most organisations set, enforce and regularly review a document of rules and standards known as an equal opportunities policy'. This provides details of the following:
The law surrounding equal opportunities.
What constitutes unlawful discrimination, including direct and indirect discrimination and victimisation.
The responsibilities of managers, heads of units and employers.
The responsibilities of the employees themselves.
What is involved in the procedure should a claim be brought forward of discrimination in the workplace.
If you would like some advice on ensuring equal opportunities where you work, Russell HR Consulting provides expert knowledge in the practical application of employment law as well as providing employment law training and HR support services. For more information, visit our website at www.russellhrconsulting.co.uk.
