Equality_and_Divesity

When advertising the post the company ask for necessary skills and qualifications acquired which makes it difficult hen applying for that particular position .when I look at majority of the people who apply for jobs like nursing assistant, I find that the most people who apply come from ethnic minority and they usually don’t poses much skills considering that most of them are not that educated. Under employment act 2002, I think it is a way of discrimination to those who are not educated. I personal think that as long as you can read and right, you are suitable to do a job like being nursing assistants because you don’t need to do what a qualified practitioner do. For the reason why I think the company ask for the skills and qualification I think that they use this as a way of deciding how much they can the new employee. This means that if you are short listed you are likely to be underpaid because of not having necessary skills for the job. The equal pay act 1983 clearly state that when people do the same job and same duties, they are supposed to be paid the same. Still on advertising ,the company does not state equal opportunities .The application form usually stick to the post and doesn’t state whether that particular post can be suitable for everyone including females, or anyone with any sort of disability. I belief that if they state that the position can be suitable for those particular people ,it makes it easier to screen and have equal opportunities .Also by mentioning equal opportunities , the applicants can decide whether the job is suitable for them .I think under equal opportunities act 2002 ,it is a form of discriminating those with disability. Still on equal opportunities the application form doesn’t state on the job description about flexible working hours .So by considering that most women for instance, have family commitments and they need more time off work. By getting the job they end up tired by working commitments and less time with family which usually leads to family breakdown. Under equal act 2006 and sex discrimination act 1975 women should be considered to have balance on family issues. This should be changed on the basis of gender recognition 2004. As the company has expanded due to business, they don’t mention on the application form were the short listed is likely to work. There are three hospitals around the same area, so it should be stated exactly were the post is for so that people can consider travelling means in terms of transport and journey .Under employment regulations 2006 the company should state the terns of working conditions. Also its easy to plan travelling time so that you can avoid being ending up on discipline when arriving late every time. I have seen that there are not a lot of people from ethnic minority at my work place. I think that the application pack does not state that they welcome people from ethnic minority. Most of the people from ethnic minority don’t want to fill the self assessment form which accompanies the application pack .This is because they are too shy to mention their religion or race and age .Most people think of it as a sort of embarrassment to themselves. In my point of view, people should be protected on privacy and confidentiality. The application form should be changed and the self questioner should be removed to have equal access to employment. When short listed for the post, staff are only given induction only few days and expected and are expected to do all the duties at their own without any supervision are been shadowed. This make it difficult foe them to be full competent and to under stand the job description. So when they do make mistakes they get a blame hence it’s not their fault its lack of proper induction. I personal think this is way f discrimination to new staff as they don’t have any idea of making any formal or informal complaint. In case of harassment or abuse new staff doesn’t know the right channels of complaint or the right person to approach .I think new staff should be given more time under supervision to settle down and they should make the decision that they are able to work at their own. This promotes equality within the workforce and good balanced teamwork. It is covered under equality act 2006. Moving on, equal pay act states that workers should be paid the same wage when doing the same job and duties. I have seen that new employees earn less to those who have been with the company for long period .this need to be changed in consideration of the current inflation period. When advertising for the post they don’t mention the start range of wages but they advertise the range for those who have been there longer .They do this to cover equal pay act but in reality it’s not what they do. This need to be changed and monitored because when new employees find out the really truth, thy get disturbed and become incompetent and some times they end up terminating the contract. This is mentioned under Equal pay Act 1983 and it improves equal opportunities. To promote diversity, they should be balance of workforce. this should be monitored by looking at how much the company is recruiting to how much have resigned .This will make it easier to identify areas which need improvements .It is also easy to monitor diversity in terms of looking at how much minorities or race, or gender .Also you can tell which group is likely to resign or to apply for the job. Under Health and Safety, new staff is supposed to go immunisation against hepatitis’s .They do this because of the policy only to find there are some staff that had been there for years and they only did once when they started working. Old staff members are not monitored they are just stereotyped as being health. I think should be a way of monitoring maybe twice or once a year. It is a risk to other staff members or service users. Under Infection control Act this should be changed to minimise the risk of infection. It is a duty for staff to be protected under human rights act which states the safe working conditions. Also faith and religion should be practised as we work in a multi cultural place with people from different diversity. Staff should be allowed to owner their religion practices. I have seen tat staff are allowed to practice their faith because there is no prayer room or at least private room for staff to use to practice their religion for example Muslims like to make prayers three or four times a day. This means that when they are at work, they can’t do their prayers .Again, the shift pattern does not allow them to practise their religion that are always working during their prayer times. Under Employment Regulations (religion or belief),it states that to discriminate on the grounds of religion or belief is not good .In my own opinion , I think as long as the staff cover the contracted hours, they should be allowed to have time off to practice their religion. The most annoying part is Harassment which goes unnoticed .Staff are not given enough training it tern=ms of grievances the correct way of making a complaint. In a case of harassment or bullying ,none wants to take responsibility to chase up the complaint .If you approach the responsible person about harassment or bullying ,you are told to write a statement ,which is ok but it takes a while for it to be investigated .Staff end up getting annoyed waiting for hearing . they end up terminating the contract .In some cases the person who is involved for doing the investigation is the same person who is a bully or a friend to the bully .so in this case they cant be justices in such matters .I think they should be a change .If you think or you feel you are harassed in some sort, you should be allowed to nominate someone of your choice to act on your behalf. The longer the time of investigation the highly the number of staff are likely to resign. I think when amending the policy, they should look closely on the Equality and Diversity References Alcock P 2003 Social policy in Britain second edition Palgrave McMillan Brown A 1988 True Colours public attitude to multiculturalism role of the government by established 1988 McPherson B 1988 An elephant in the room An Equality and Diversity training manual Russell house publishing Ore T E 2006 The social Construction of difference and equality race, class, gender, and sexuality third edition Sussex, F and Scourfield P 2004 Social Care Level 4 for foundation degrees and N V Q Health Care Management 1992 The N H S Diverse Workforce managing in diversity the open college UKCC (1992) Code of Professional Conduct UKCC London http://www.nmc-uk.org/aSection.aspx'SectionID=31