Equality and Diversity Legislation- Doc

Legislation in support of
equality and diversity

Table of Contents
INTORDUCTION...........................................................................................................................3
TASK 2............................................................................................................................................3
LO3..................................................................................................................................................3
P5 The development of organizational policies to the legislation and role of trade unions........3
LO4..................................................................................................................................................5
P6 Equality, diversity and fair treatment given benefits to the work of public services.............5
REFRENCES...................................................................................................................................9

INTORDUCTION
Legislation surrounding all the topics of the equality & diversity for protecting the rights of the
people and having the advance equality of opportunity for all and it can cover all the areas of the
community and society which involves the childcare. This report will examine the effective
policies of organization for employment with all the public services. It will examine the fair
treatment that can benefits the work of the public services (Brewster and et.al., 2017).
TASK 2
LO3
P5 The development of organizational policies to the legislation and role of trade unions.
Organizational policies
Organizational policies is basically a process for providing the certain guidelines for
completing the project and task. This process is generally based on the policies of organization
and it also deals with the roles, broad issues, functions that relates with the specific areas like
workplace safety, case management and purchasing as well. Organizational policies and
procedures providing clarity to the task and also when the policies have been established then it
makes guidelines, boundaries & best-est practices which has the acceptable behaviours of the
organization and business as well.
Employees Legislation acts
Employment legislation are the laws which governs the employment with workplace and
also with everyone who works. This directly affects the employees, employer and trade unions as
well (Brewster, Croucher and Prosser, 2019). There are so much legislation which has been
made for the protection of the employees which are defined below;
Racial discrimination law 1975
This act has been passed for removing and improving the racial discrimination in the
organization between employees. This act occurs when the employees and someone has been
treated fewer fairly then other in same situations because of the age, race, colours, nation and
ethnic origin of the person. Racial discrimination act also occurs when the rules and policies has
been appeared for treating everyone equally in similar case but sometimes it gives an unfair
effect on so many peoples for certain colour, race and nations which is not good fopr the
employees and organization as well.
Health & safety law 1974

Health & safety law says that the employees are more responsible for making sure that
employees are safe for doing the work and also has been protected from all the possible danger
which has been occurred any of time and it is dangerous for the health of the employee. It also
involves for making sure about the job and also feels safe In the working environment and there
is no risk of their lives. It also establishes all the public supervisions through so many creations
and it is an fundamental structure where all the authority for encouraging, modulate and also the
enforcement of the workplace is health, safety and welfare of the workers (Cope, 2019).
Equality act 2010
Equality act bring an equality between employees and also gives equal opportunities. It
has been covers all the employees, employer and federal agency workers as well regardless for
the size of the organization. It also helpful in making the job applications & also the former staff.
It also covers the individuals with their disabilities & besides the one who have not disabilities
but the employer who mistakenly believes for having a disability. This act generally protect the
employees against the harassment, discrimination and victimization of the employment. As the
users of the public and private services which is generally based on the 9 protected disabilities
such as gender reassignment, age, civil partnership, pregnancy and maternity.
National minimum wages act 1998
This act has been resulted as the directive form of European unions. Originally it has
been made according to the EU employees law and at present time it is a flagship policies of all
the labour party in UK during the success at the time of general elections. This act has been
made for controlling the wages and focused on the particular industries where this policy has
been decline the membership of the trade unions and also it recognizes the most vulnerable low
pay of the employees and also this can be applied when the any of one employee which has
personnel contract for working personally and all the wages and salary has been given on the
basis of calculation of the working hours (DiTomaso, Post and Parks-Yancy, 2016). According
to this act working hours of the person is already fixed by the government and it based on the
work which has been done by the employees.
According to this legislation, it has been said that there are so much legislation which is
applicable on the public sector organization. From the development of the policies according to
the helps of law it helps in maintaining the company and also manage the anti discrimination act
regarding the behaviour of each and every employee.

Role of the trade unions in public services
Trade unions which is the most typical activity and it involves and provide the assistance,
services for their members, collectively bargaining, for paying better and also the situations &
conditions of workers for improving the quality of all the public sector organizations, political
campaigning and also the industrial actions. The main role of the trade union is to ensuring the
welfare of its members like providing the safeguard with all their interest, protect the reliability
of the trades and also achieving the higher wages for securing the economic and financial
benefits. It primarily represents the interest of all the employees in the public services
organization & government organization as well. It supports the public sector organization in
each and every situation and also helps them in any of conflicts and problems (Donaghey and
et.al., 2019).
Impact of organizational policies on employment within the public services.
It is necessary to have policies and procedures fort the employment of the public sector
organization. The impact of the organizational policies on employment is it gives a system to run
the business, each one works with rules and regulations. It gives deadlines of the work and also
helping each other. It helps in decision-making of the organization and ensuring that the workers
has been consistent with the decisions of the organization.
LO4
P6 Equality, diversity and fair treatment given benefits to the work of public services.
Equality
The term equality refers to making sure the individuals and giving them the opportunities,
equal pays and also accepted the differences. This act has been made by the parliament of UK
and the purpose of this act is to updating, supplementing and consolidating the numerous prior
regulations and acts that has been formed for the anti-discrimination. The main goals of this act
is to removing the conflicts of the employees in the public service organization and it is totally
against to the victimization Harassment and discrimination between employees according to the
race, disability, age, colour and nation (Gold and Waddington, 2019).
Benefits of the Equality for the public services
Opportunity:- One of the major benefits from this act is it gives equal opportunities at
workplace. It gives a chance to each one for taking the opportunity to each one. It also shows that
employees are able to driving the organizational also able to develop their skills and highly

motivated. It also proves that the is important to select the leaders and managing the workforce
of the public organization.
Contribution:- The main of giving the contribution in the organization is to taking the
opportunity which has been given by the public sector organization. When equality has arisen at
workplace then all the employees given contribution for achieving the goals and objectives. It
also identifies the skills and capabilities of the employees at the time of contribution. From that
organization can retain the loyal employees and workers and not putting so many efforts at the
time of recruitments (Gupta and et.al., 2019).
Time:- From making and taking the job opportunities and also available at anytime for everyone
at workplace it gives a wider pool to the employees. A wider employees pool means spending
more time with the employees and also taking their views for decision-making.
Diversity
Diversity at workplace define as the total makeover of the workforce and employees and
also the amount of diversity which has been included various traits like gender, race, age, martial
status, ethnic origin, education and religion as well. It plays a vital role at workplace for
employees because it builds a good reputation for the public organization, lead to raising the
opportunities and profitability for workers. From having an workplace diversity it is important
for the public sector organization.
Benefits of diversity for public sector organization
Increased Creativity:- It is one of the main benefit of the diversity which increases the
creativity at workplace. People with many backgrounds having different experiences and
exposure so many varieties of views and perspectives that leads to the greater and higher
creativity for the public sector organization (Liebregts and Stam, 2019).
Better decision-making:- Diversity leads to the better decision of achieving and making good
results. From so many employees and their point of view it comes to the better solutions and
good decision-making.
Higher Innovation:- Diversity at workplace increase the rate of innovation at workplace. From
having a diverse workplace workers and employees exposing the multiple views and
perspectives. When all the different perspectives has been combined then it often comes together
for opening more doors of innovation for the public sector organization.

Faster Problem Solving:- Organization with higher diversity for solving the problems in faster
way. It has been founded that the diversifying teams better and able to solve the problems faster
than other. Employees from the diverse background have so many views and experiences that is
able to bring and make diverse solutions in front of the organization.
Team building:- From having diversity at workplace it helps in building an effective team
where everyone of the team members supports each other. Diversity motivate individuals for
working together and also in effective manner and supports each other decisions (Page, 2019).
Fair treatment
Fair treatment of the employees involving the honour rights for the privacy & provide the
feedbacks regarding the performance and enable to success & meet the requirements of the job.
Fair treatment at workplace is all about respect the rights of all who are working in the
organization. There are so many people who are working in the operations, extending the supply
of chain and helps for creating the products and services which has been used billions of people.
It all about giving chance and award to the person who perform well for the organization.
Benefits of the fair treatment in public service organization.
Improve performance:- From giving equal chance and opportunity of working and it comes
with better result and outcomes by giving the fair treatments. Improving performance at
workplace is all about setting the priorities and also separate to the relevant to the irrelevant
when facing so many tasks and projects of the day. Fair treatment easily improves the
performance of the employees because employees has been recognized and have the abilities
(Vaníčková and Gale, 2019).
Improve employees relationship:- There are so many ways of fair treatment which improves
the relation of the employees. From giving equal treatment it feels them better and everyone has
a positive attitude which make a cool environment at workplace. It improves the communication
of the employees and also recognize by all when the performed well. It gives equal chance and
motivate each other for working (Wilson, 2019).
The need and role of equality, diversity and fair treatment at workplace.
It is important to have and equality, diversity and fair treatment at workplace because it improves
the working conditions and increases productivity and profitability of the organization. It solves
the conflicts and problems at workplace. It is beneficial for organization because it builds a
positive in the organization.

CONCLUSION
Legislation surrounding all the topics of the equality & diversity for protecting the rights
of the people and having the advance equality of opportunity for all and it can cover all the areas
of the community and society which involves the health care and so on. This report will conclude
the effectiveness of the policies that has been implemented as the result and outcome of the
legislative change related to the provision of the diversity and equality and fair treatments in the
public service organization. It will conclude the justification of the role of equality, diversity and
fair treatment at workplace.

REFRENCES
Books and journals
Brewster, C. and et.al., 2017. Employee communication and participation. In Policy and Practice
in European Human Resource Management (pp. 154-167). Routledge.
Brewster, C., Croucher, R. and Prosser, T., 2019. Employee Voice and Participation: The
European Perspective. In Employee Voice at Work (pp. 51-69). Springer, Singapore.
Cope, K.F., 2019. An Examination of the Potential Impact of Paid Family Leave Legislation on
Employee Benefit Programs: The Perceptions of Human Resource Decision Makers and
Industry Expert(Doctoral dissertation, Robert Morris University).
DiTomaso, N., Post, C. and Parks-Yancy, R., 2016. Workforce diversity and inequality: Power,
status, and numbers. Annu. Rev. Sociol.. 33. pp.473-501.
Donaghey, J. and et.al., 2019. Managerial silencing of employee voice. In Employee Voice at
Work (pp. 113-128). Springer, Singapore.
Gold, M. and Waddington, J., 2019. Board-level employee representation in Europe: State of
play. European Journal of Industrial Relations, p.0959680119830556.
Gupta, G.R. and et.al., 2019. Gender equality and gender norms: framing the opportunities for
health. The Lancet.
Liebregts, W. and Stam, E., 2019. Employment protection legislation and entrepreneurial
activity. International Small Business Journal, p.0266242619836358.
Page, S.E., 2019. The diversity bonus: How great teams pay off in the knowledge economy (Vol.
5). Princeton University Press.
Vaníčková, R. and Gale, C.S., 2019. Employee privacy protection versus interests and property
employer. International Journal of Law and Management.
Wilson, J.L., 2019. Democratic Equality. Princeton University Press.