HND Public Services Unit 3: Equality, Diversity & Fair Treatment

This report provides an in-depth analysis of equality, diversity, and fair treatment within public services, focusing on key concepts, relevant legislation such as the Equality Act 2010 and the National Minimum Wage Act 1998, and the role of advisory services like UNISON. It evaluates the effectiveness of implemented policies in fostering a diverse and fair public service, arguing for the crucial role of equality, diversity, and fair treatment in the workplace and access to jobs, highlighting the benefits for public service workers. The report concludes that promoting equality and diversity not only prevents discrimination but also enhances workplace productivity and supports a more inclusive and equitable environment.

Unit 3: Equality, Diversity and
Fair Treatment
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INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Analyse the key concepts associated to equality and diversity and analyse the importance of
them in terms of access to employment.................................................................................3
Identify and analyse major equality and diversity legislation that are relevant to employment
................................................................................................................................................3
Evaluate whether policies and legislation implemented have enabled an equal, diverse and fair
public service..........................................................................................................................4
Investigate the role advisory services in relation to equality, diversity and fair treatment play
to diversify public service workers. Here, make a reference to relevant policy, legislation and
the role of trade unions such as UNISON..............................................................................5
Argue why equality, diversity and fair treatment are crucial in the workplace and access to
jobs, and the benefits this can bring to public service workers..............................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8
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INTRODUCTION
Equality assures every individual is having access of equal opportunity and does not get
discriminated and differently treated because of their characteristics (Manso, 2021). While
diversity states, undertaking account of differences among individuals and group of individual
while placing positive values. Fair treatment facilitates organisations to provide same treatment
for all employees irrespective of their nationality, age, disability, race and religion. Present report
is conducted on the primary protected characteristics, religion. Report is inclusive of the
discussion associated to the key concepts associated to equality and diversity along with their
importance in terms of employment. Furthermore, policies and legislation and role of advisory
services is also included in this report along with benefit of equality diversity and fair treatment
in workplace.
TASK 1
Analyse the key concepts associated to equality and diversity and analyse the importance of them
in terms of access to employment
The term equality assures that each and every individual is having access of equal
opportunity and does not get discriminated or treated differently because of their characteristics.
While in context with diversity it is associated to undertaking account of differences among
groups of people and individual and further place positive values on those differences. It has
been identified that the key concept associated with diversity is that every individual is unique
and it is important to recognise their differences which can be in the terms of ethnicity, sexual
orientation, race, physical abilities, social economic status, political believes, religious believes
and other form of ideologies (Blomqvist and Folkesten, 2021). While in terms with equality, it
has been identified that key concept associated to this is to protect individual characteristics such
as sex, race, disability, sexual orientation and does not discriminate them on these characteristics.
It has been evaluated that key concept associated to equality and diversity is essential for
organisation to emphasize upon, as these play important role in terms of accessing employment.
This not only promote positive workplace culture through which organisation can have talented
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individuals who can contribute in organisational structure but it also facilitates company to foster
better efficiency and productivity. Equality and diversity allow individuals to access employment
without facing discrimination on any characteristics.
Identify and analyse major equality and diversity legislation that are relevant to employment
The Equality Act, 2010:
Equality act is basically an act of parliament of the United Kingdom that states that every
employee is required to be treated on equal bases and does not discriminate on the basis of
characteristics like this disability, age, gender, marriage, partnership, pregnancy and maternity,
religion or belief, sex and more. This act legally protects employees from being get discriminated
in society and at workplace. It is one of the most important legislation which is relevant to
employment. In context with present scenario, it has been identified that discriminating
employees on the basis of their religion which is one of the protected characteristics in this act
will lead employer to face serious consequences. Employer under this act is required to treat each
and every individual with respect and dignity (Cannon, 2021). This act facilitate employer to
improve productivity and staff morale while developing good practices. This act protects
employees from being discriminated as direct as well as indirect discriminatory practices.
Discriminating employee on the basis of his/ her religion is an unlawful discrimination practice
that will affect recruiter in number of ways.
National Minimum Wage Act 1998:
This act assures that practically all UK laborers including homeworkers, commission
laborers, agency, matured 16 years and over are qualified for the National Minimum
Compensation (NMW). This is basically an hourly rate, with independent rates applying for
laborers beyond 25 25 years old, 21 to 24, laborers matured 18 to 20, laborers matured 16 also,
17, and apprentices. There are no exceptions to the NMW as indicated by size of business or by
area, work or district also, any endeavor to contract out of the NMW is void. These guidelines
expect to guarantee that part-time laborers are not treated less well than similar regular
specialists, including having similar paces of pay. Along with this, this act expects to guarantee
that workers on fixed-term contracts are dealt with no less well than directly employment
employees, including having the same agreements of work (Manso, 2021). It is an essential
equality and diversity legislation which is relevant to employment. As per the case analysis,
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Muslim men are 76% less likely to be employed than their white Christian counterparts. This act
ensures that every individual of any religion have access to national minimum wage act benefits.
It is important for organisations to make sure that they do not discriminate pay scale of
employees on the basis of their religion (protected characteristic of equality and diversity act).
Negligence of this will lead them to face legal consequences.
Evaluate whether policies and legislation implemented have enabled an equal, diverse and fair
public service
`There are a number of legislation and policies implemented that enable employees and
employers to have equal diverse and fair access of rights. It has been evaluated that legislation
and policies implemented enabled a diverse, equal and fair public services. It has been
underlined that these policies allow elimination of practices like harassment, discrimination,
bullying and more in a workplace through which organisation can deal with members complaints
in an effective manner. These practices and legislation at as an efficient tool through which
management of employees and protection of their rights can be assured (Gropas, 2021).
Diversity is playing major role due to the globalisation, in this it is essential to protect right of
individual and make sure that they do not get discriminated on the basis of characteristics like
religion, as this will not only affect workplace productivity but also impact upon employment
contract. However, it has been identified that it is essential to encourage and raise awareness to
provide effective support among employees those who are facing discrimination on the basis of
protected characteristics like religion, as equality and diversity legislation ensures protection of
individual and allow them to have access irrespective of their religion.
Investigate the role advisory services in relation to equality, diversity and fair treatment play to
diversify public service workers. Here, make a reference to relevant policy, legislation and
the role of trade unions such as UNISON
Advisory services play important role in terms of providing assistance as well as services
to the members with the help of collective bargaining. Trade unions assures providing better
condition and pay for all of its workers. Furthermore, it has been evaluated that UNISON
effectively conduct operation to improving quality of public services, industrial action and
political campaigning. In addition to this in terms with UNISON it has been identified that it is
basically represent act for members who works in utilities as well as public services. Along with
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this it has been underlined that UNISON conduct the major role in negotiating and bargaining on
their behalf and further campaign for better working condition and pay for public services.
UNISON conduct services in context to equality diversity and fair treatment to all of its public
services (Sharma, 2021). According to the analysis has been identified that UNISON basically
group of individuals those willingly join together to effectively improve as well as maintained
conditions of employment. There is different type of advisory services are playing a role for the
common benefits or interest of its members. In addition to this it has been underlined that they
also work towards resolving issues like good working environment, fairness of pay and other
benefits in promoting equality diversity treatment in order to diversify public service.
Furthermore, UNISON effectively assures that every employee is having opportunity to equality
and fair treatment. This advisory service makes sure that employee does not get discriminated on
the basis of protected characteristics like religion. According to the above-mentioned analysis it
has been identified that UNISON is playing major role in terms of bargaining for equality and
diversity which is its one of the trade union priority. It is playing essential role in ensuring that
employees do not get direct or indirect discrimination in terms of religion or other
characteristics. With the help of these advisories’ employees are having access to equal
opportunity and they can resolve their issues in effective manner.
Argue why equality, diversity and fair treatment are crucial in the workplace and access to jobs,
and the benefits this can bring to public service workers
Equality diversity and fair treatment plays important role and crucial for workplace. It has
been identified that now a days due to globalisation there is free movement of labour, that need
them to be effectively protected against any form of discrimination and unethical practices. In
equality diversity and fair treatment effectively provide equal opportunities to individuals and
allow them to have equal access of pay and other form of benefits. Equality effectively helps in
removing any form of discrimination prevailing in organisational workplace structure and allow
company to provide a conducive and inclusive work environment in which employees can
effectively feel happy and secured (Zamvar, 2021). With the help of embracing diversity and
offering equality company can promote a workplace culture in which they can help every
employee to contribute their best. Diversity helps in fostering efficiency and productivity. It has
been identified that equality diversity and fair treatment is crucial in workplace in which
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employees have right to not get discriminated and treated differently on the basis of different
characteristics like age, culture, nationality, ethnicity, sex religious belief and more.
Furthermore, it has been evaluated that with the help of increasing equality diversity and fair
treatment in organisational workplace structure public service workers can effectively perform
their roles and responsibilities with the help of having excess to equal treatment. Furthermore, it
has been evaluated that equality assures that employees do not get discriminated on the basis of
their religious practices and believes. diversity allows organisation to embrace different
characteristics of employees as globalisation facilitates free flow of labours. In this
discrimination of individual against their religious practices will lead company to face legal
obligation under the act equality act 2010. It has been underlined that equality diversity and fair
treatment effectively approves workplace in which every individual gets same opportunity and
fair treatment diversity effectively benefit company to grow.
With the help of increasing diversity organisations can help business to reach towards
more consumers and attract workers. It has been evaluated that by improving individual from
different culture allow organisation to sell their products and services on international platform
that also enhance consumer support. If employees feel valued comfortable and happy in
organisational workplace culture then it will significantly lead towards increasing overall
turnover. Discrimination of an employee on the basis of religion will affect company in number
of ways. Thus, it is essential for organisation to embrace equality diversity and fair treatment
effective manner. It also brings a number of benefits to public service workers through which
they can have equal access of opportunities.
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CONCLUSION
According to the above-mentioned report, it has been concluded that equality assures every
individual to have equal opportunity and provide them right to not get treat different and
discriminated on any of the characteristics like sex, gender, religion nationality and more.
Equality diversity and is essential for organisational workplace through which they can promote
positive work culture by valuing employees. It helps enhancing efficiency and productivity in
efficient manner. There are number of acts like equality act, national minimum wage act and
more which is important in terms of accessing employment. It helps employees to have equal
opportunity irrespective of their religion.
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REFERENCES
Books and Journals
Blomqvist, A.K. and Folkesten, D., 2021. Equal treatment education-training and social equality
practice upon maritime students and professionals-A literature review identifying facilitators and
barriers.
Cannon, C., 2021. Freedom of Religious Association: Towards a Purposive Interpretation of the
Employment Equality Exceptions. Industrial Law Journal, 50(1), pp.1-35.
Gropas, R., 2021. Gender, Anti-discrimination and Diversity: The EU’s Role in Promoting
Equality. In Equality (pp. 231-264). Palgrave Macmillan, Cham.
Manso, R.M., 2021. On Equality. In Challenges to Legal Theory (pp. 191-212). Brill Nijhoff.
Sharma, P., 2021. Equality, diversity and inclusion. BDJ Team, 8(4), pp.14-16.
Spînu, O., 2021. The Functionality of the Principle of Non-Discrimination on Grounds of
Gender, Race, Religion and Sexual Orientation in the Postmodern Society. Postmodern
Openings, 12(2), pp.310-338.
Sukalova, V. and Ceniga, P., 2021. Gender equality management in modern company
management in era of globalization. In SHS Web of Conferences (Vol. 92). EDP Sciences.
Zamvar, V., 2021. Does the treatment of minority doctors by the UK regulator demonstrate
Institutional Racism?. Sushruta Journal of Health Policy & Opinion, 14(2), pp.1-6.
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