Equal Opportunities Code of practice

This Code of Practice covers:

 Responsibilities of TSSA.
 Responsibilities of employees
 Responsibilities of members
 Selection and recruitment
 Promotion
 Training
 General treatment/behaviour
 Grievance & disciplinary procedures
 Maternity leave
 Adoption leave
 Paternity leave
 Child responsibility leave
 Child care
 Compassionate leave
 Monitoring
 Definitions

Overall Aims

1. That no job applicant or employee receives less favourable treatment than another on the grounds of their sex, race, class, colour, nationality, ethnic or national origin, marital status, sexual orientation, age, trade union membership or activity, religious belief, or physical or mental disability.

2. That no applicant or employee be placed at a disadvantage by requirements, qualifications or conditions which have a disproportionately adverse effect on their particular group and which cannot be verified as valid in terms of the job to be done.

3. That each individual will be assessed according to their ability to meet the requirements of a given job. It should not be assumed that men or women are more suitable for certain kinds of work.

4. That there should be continual training and encouragement to achieve equality of opportunity within the organisation.

5. To foster an atmosphere of mutual respect which recognises and accepts diversity within TSSA

6. To set aside educational and status differences, and build an enduring organisation based on competence, fairness and relevant abilities.

What responsibilities does TSSA have as an employer?

TSSA has a legal obligation to ensure that it and its employees do not discriminate. Our responsibilities can best be met by an equal opportunity and diversity policy that is effectively monitored to ensure that there is no unlawful discrimination and that equal opportunity is genuinely available.

TSSA accepts the definition of institutional racism contained in the Stephen Lawrence Report, i.e. “the collective failure of an organisation to provide an appropriate and professional service to people because of their colour, culture or ethnic origin”. The Association recognises that it has a responsibility to openly confront such behaviour within the organisation.

TSSA will adapt as necessary to embrace different individuals. We view all diversity as enriching the organisation and to value the knowledge and experience that this delivers.

What responsibilities do you have as an employee?

Whilst the overall responsibility for ensuring that there is no unlawful discrimination in the workplace rests mainly with TSSA, individual employees at all levels also have responsibilities.

Good employee relations and practice depend on employees as well as managers and attitudes and activities are of crucial importance. In particular, you should:

1. Co-operate with measures introduced to ensure equal opportunity and non-discrimination.

2. Treat all colleagues in a fair and non-discriminatory way, respecting differences.

3. Not discriminate e.g. as someone responsible for selection decisions in recruitment, promotion, transfer, training, performance or reward.

4. Treat all tenders and contractual relationships with fairness and equality.

5. Not induce or attempt to induce others to practice unlawful discrimination.

6. Not victimise or attempt to victimise individuals on the grounds that they have made complaints or provided information on discrimination.

7. Not harass, abuse or intimidate other employees, for example by behaving in ways that will discourage them from continuing their employment

8. Inform your manager or the Personnel Manager if you believe that any form of discrimination has taken place.

What responsibilities do you have as a member?

Whilst the overall responsibility for ensuring that there is no discrimination in the union rests with TSSA, individual members at all levels have certain responsibilities.

To ensure that all feel able to participate fully in TSSA and have pride in their membership of the Association members should:

1. Co-operate with measures introduced to promote diversity and equality of opportunity and ensure non-discrimination.

2. Treat all other members in a fair and non-discriminatory way, respecting differences.

3. Be aware of the leadership role conveyed in being a staff representative, branch officer, divisional council officer or executive committee member with particular regard to equal treatment

4. Be committed to the highest possible participation of all members in the activities of the Association by familiarising themselves with behavioural guidelines issued. In particular members should:

 Listen to others and avoid being dismissive of their contributions, regardless of whether or not you are in agreement

 Not interrupt speakers or their thought processes whilst they are speaking

 Aim for reasoned debate rather than confrontation

 Ensure that any necessary criticism is constructive and seeks to help others to develop their skills, knowledge and confidence

 Seek to be clear, concise and inclusive rather than attempting to dominate any discussion, ensuring that everyone is encouraged to speak