Assignment on Equality Diversity and Fair Treatment

TOPIC:
Unit 3 Equality, Diversity and
Fair Treatment
::

Table of Contents
INTRODUCTION...........................................................................................................................3
LO 2.................................................................................................................................................3
P 3 Identifying various legislation designed for implementation of equality, diversity and fair
treatment in the public sector......................................................................................................3
P 4 Explaining importance of understanding unconscious bias, prejudice and discriminatory
behaviour in the public service organisation...............................................................................3
LO 3.................................................................................................................................................3
P 5 Describing development of organisational policies as per legislating and role of trade
union............................................................................................................................................3
LO 3.................................................................................................................................................5
P6 The benefit of equality, diversity and fair treatment to the public services...........................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Equality, diversity and fair treatment are the basis of a legal system. Each law of English
legal system is framed on the basis of these three elements. Formation of any law while taking
into account equality, diversity and fair treatment helps in development of a law free from
discriminations among people and leads in providing fair and equal treatment to each person of
the country. The present assignment includes a power point presentation that provides detailed
information regarding various legislations that has been framed in the UK in order to maintain
equality, diversity and fair treatment in a public service organisation. Further, it includes
importance of impact of unconscious, bias and discriminatory behaviour in a public sector along
with some examples.
Further, the assignment also includes a report that describes development of
organisational policies on the basis of a range of legislation applicable on it along with the role
of trade union. In addition, the report also includes a brief explanation about imopact of
organisational policies framed by the organisation on its employment in the public sector.
LO 2
P 3 Identifying various legislation designed for implementation of equality, diversity and fair
treatment in the public sector
[covered in PPT]
P 4 Explaining importance of understanding unconscious bias, prejudice and discriminatory
behaviour in the public service organisation
[Covered in PPT]
LO 3
P 5 Describing development of organisational policies as per legislating and role of trade union
the needs for or and role of the equality, diversity and fair treatment in the workplace.
Organisational policies
Organisational policies refers to set of guidelines, rules and regulations of the company
that are needed to be comply with by each employee at the time of performing tasks assigned to
them. (Gut, Arevshatian and Beauregard, 2018) With the help of a set of effective business
policies, the organisation can develop and ethical and healthy working culture within its
workplace.

Legislations to be comply for organisational policy formulation
As policy of a business describes principles adopted by the company for performing its
business actions. In addition, a public service organisation it is an essential task to frame the
organisational policies as per the legislations applicable on it as it helps in improving their way
of performing several operations and serving general public as well. It would help in improving
the effectiveness. In order to maintain legality and elimination of adoption of unethical and
unlawful behaviour of employees, development of healthy working culture, etc. it is important
for the public service organisation to frame its policies as per legislations applicable on it.
Following legislations are need to be comply by the public sector organisation at the time of their
organisational policy formulation:
 Anti-discriminatory code of conduct: The public service business organisation needs to
comply with each anti-discriminatory code of conduct developed in the English legal
system. It leads in development of such organisational policies through which
discriminatory activities could be eliminated from the business effectively (The
Employment Equality (Age) Regulations 2006 2019) (Equality and diversity in
recruitment and selection. 2019).
 Equality Act 2010: It is the core legislation that is required to be taken into account at
the time of formation of the organisational policy by a public service company. These
companies provides a range of goods and services to the general public (9Russell and
Smith, 2018). Formulation of strategies as per the laws mentioned in the Equality Act
would help the firm in development of such organisational policies through which both
workers and customers of the firm would be prevented from unethical and unlawful
behaviour of other individuals of the company.
 Employment equality acts: There are several employment equality acts available in the
English legal system. These acts have been developed within the firm in order to prevent
employees of the company from unlawful behaviour of their employers. Further, these
laws also helps the organisations in elimination of discrimination within the workplace
and maintaining healthy culture within the firm (du Toit, 2018) . In this order, a public
service business organisation needs to develop their organisational policies on the basis
of several rules and regulations mentioned in these employment equality acts. It would
help in improving quality of working culture of the business and maintaining ethical

behaviour of employees as well. Both helps in improving employee retention of the
company.
 National minimum wages act 1996: National minimum wages act 1996 of UK provides
rules and regulations developed by the government regarding minimum amount of wages
that is needed to be paid by the organisation to its employees. Due to compliance of this
act, the organisation needs to develop its policies in such a way so that each employee
must be paid a minimum amount of wages as per the legal requirement of national
minimum wages act 1996.
In this regard, it can be said that there are various legislations that are applicable over the public
service organisation. Development of policies as per these laws helps in development of policies
through which the company can maintain anti discriminatary and ethical behaviour of each
employee.
Role of trade union in Public Service organization
Trade union refers to a well-defined and structured association of workers/employees
formed for the purpose of protecting the rights and interests of the employees at workplace. The
trade union plays a great role in the public service organization in resolving the labour issues,
conflicts between employer and employee by the way of formal arbitration and grievance
process. It helps in protecting the ill practises of the employer and saves the time of employee
through a procedure of collective bargaining (Pilkington, 2018). Moreover, trade union helps in
reducing the turnover rate as the motive of trade union is to ensure that employees are fairly
treated at workplace. When conditions are suitable, employees tends to stay associated with the
organization for longer duration.
M3 & D2 the impact of organisational policies on employment within the public services
It is important to have an organisational policies and there are so many impacts of the Policies
and procedures are an essential component of any organization. Policies are important because
they address pertinent issues, such as what constitutes acceptable behaviour by employees.
Utilizing both policies and procedures during decision-making ensures that employers are
consistent in their decisions.

LO 3
P6 The benefit of equality, diversity and fair treatment to the public services and also evaluating
the policies, legislation, working policies and provision fair and diverse public services.
Equality : It was formulated on 1 October 2010 to bring the 116 separate legislation into the
single act. The equality act protect people from the discrimination in society or at work
environment (Ellemers, and Rink, 2016). In ensure the employees that at work place all the
employees are treated at same level and no one can be judge on the basis of gender and income
group. It is prepared to replaced the all discrimination act and combine all the related act into the
single act for the better understanding of the act and protection of the people in different
situation.
Benefits of equality to the public service
Same opportunities : Equality act 2010 ensure that all the employees at workplace get
the equal opportunity and same fair treatment from their employer. The act provide protection to
employees against the domination of the employer and help them to get new opportunity for
individual growth and development (Moon, 2018).
Protect from harassment : equality act also include the harassment act. It means that if
an employee is harassed on workplace than they can take the help of court and take the legal
action against the criminal. Public service company or organisation work for the welfare and
benefit for the public (Advantages and Disadvantages of Equality in the Workplace, 2018).
Contribution : it means that by following the equality act at workplace it provides equal
opportunities to all the employees but the same time they help the employees to contribute in the
public service workplace by different ways such as contributing through over time, giving
valuable ideas by using the talent and knowledge etc.
Diversity : It includes the diversity in age, gender, culture, religion, ethics etc. The diversity in
work environment bring various changes and benefits such as experience workforce, thoughts,
valuable suggestions etc. to the work environment and the employees to learn new things and
skills from workplace to improve their performance and take the advantage of the diversity
(Lynch, and et.al., 2016). The diversity in workplace provide different measure to improve their
services by their knowledge and experience such as experience employee can better understand
the requirement of customer and help to add value in the product to fulfil the customer demand.
Benefit of diversity to the work of public services

Improve knowledge : The cultural diversity at work place improve the knowledge of
employees and provide different opportunity area to enhance their skills by gaining the new
skills from the different culture employees. Cultural diversity also brings the knowledge of
technology in the workplace which help them to improve the process and services of the public
services for the welfare of the employees and people (Jenson, Laufer, and Maruani, 2018).
Team building : Diversity brings the various skills and knowledge which helps to build
effective team in public services to offer variety of services to the people. Diversity improves the
work culture and help the employees to connect with each other to share their values and beliefs
and prepare better strategies and plan to improve their work so they can provide the better
services to the people.
Creativity : Diversity in gender, role and culture also brings the creativity in the
workplace because of the different views and ideas of diversified employees. The creativity of
the employees improve the work by adding the additional feature in their services and attract
people by providing their services in innovative way. The creativity and innovation of employees
improve the work of public services.
Fair treatment : It refers to treat each and every employees fairly in the organization without
any biasses and also pay equal wages to the employees on the same job role. The fair treatment
in workplace improve the functioning of the employees and feel them valuable in the public
service. Treating all the employees well also decreases stress level in workplace which improve
their performance with quality of work. Dissatisfaction of employees increases the employee
turnover (Al-Atwi, 2018).
Benefits of fair treatment in work of public services
Improve performance : The fair treatment of employees in workplace improve their
performance and motivate them to provide better services to the people so they can enjoy the
services. By treating employees fairly at workplace help them to improve their quality of work
by removing the stress of the employees. It helps them to manage the work in better way. For the
fair treatment of employees at workplace they use various acts such as employment act, fair
wages act etc.
Improve employee relation : Fair treatment of employees also improve the relation between the
employee and employer. The employee relation in workplace is an important aspect to improve
the quality of work (Grandey, Rupp, and Brice, 2015). Good employee relation increase the

communication and provide the services to the people on time without any delay or barriers but a
poor relation increases the stress at workplace also affect the quality of work.
M4 Justifying need for and role of equality, diversity and fair treatment at the workplace
By analysing the above study, it can be evaluated that rules regarding equality, diversity
and fair treatment within the workplace helps in maintenance of ethical behaviour of employees
within the workplace. In addition, formation of organisational policies and procedures as per the
legislations of English legal system in context to equality and diversity ensures development of
an effective strategies regarding treating both customers and staff of firm in an effective manner.
CONCLUSION
The report summarises the various legislation used by the organization to implement the
diversity, equality and fair treatment in public services such as equality act 2010 for
implementing equality and fair treatment of employees at workplace and evaluate the impact of
prejudice, discrimination on the individual, public service etc. The report summarizes the
development of different organizational policy, legislation and the various trade union in the
public services to get the benefit of the policies and legislation and the impact of the policies on
providing employment to the public and how the policies is beneficial for them. It can be
concluded from the study that the diversity, equality and fair treatment provides various
advantages to the public services such as equality act provide equal opportunity to the employees
and treat them equal without any biasses of gender, sex and religion. It provides an evaluation of
the legislation and policies at workplace with the different equality, diversity act.

REFERENCES
Books and journals
Russell, H.M. and Smith, M., 2018. How Corporate Internal Auditors Can Advance Gender
Equality. Internal Auditing. 33(6). pp.11-19.
du Toit, F., 2018. Not-for-profit organizations and equality law. In Research Handbook on Not-
For-Profit Law. Edward Elgar Publishing.
Pilkington, A., 2018. The Rise and Fall in the Salience of Race Equality in Higher Education.
In Dismantling Race in Higher Education (pp. 27-45). Palgrave Macmillan, Cham.
Gut, T., Arevshatian, L. and Beauregard, T.A., 2018. HRM and the case of transgender workers:
a complex landscape of limited HRM “know how” with some pockets of good
practice. Human Resource Management International Digest. 26(2). pp.7-11.
online
The Employment Equality (Age) Regulations 2006. 2019: A Legitimisation of Age
Discrimination in Employment. 2017. [ONLINE] Available through :
<https://www.tjsl.edu/sites/default/files/malcolm_sargeant_age_discrimination_regulation
_the_legitimization_of_age_discrimination_35_indus._l.j._209_2006.pdf>

Equality and diversity in recruitment and selection. 2019. [ONLINE] Available through :
<http://www.bristol.ac.uk/hr/resourcing/additionalguidance/equality/>