Common use of Equalities Issues Clause in Contracts

Equalities Issues. 2.1 The scheme is designed to be free from gender bias and discrimination on the grounds of gender and other characteristics protected under the Equality ▇▇▇ ▇▇▇▇. However, care needs to be taken in relation to implementation. The following implementation issues may give rise to discrimination:  how information is gathered from jobholders for evaluation  the selection of jobs for evaluation  the make-up of evaluation and appeals panels  access to and conduct of appeals  preconceptions about the status and worth of individual jobs  the relationship between evaluation scores and grading/rates of pay, for example, the positioning of grade boundaries. 2.2 Employer and union representatives should be aware at the outset that avoiding gender bias in evaluating jobs will mean that existing relativities are challenged and may be altered. 2.3 Equality training is essential for all union and employer representatives who are involved in job evaluation, particularly for those interviewing job holders and/or gathering information about job content, and for evaluation panel and appeal panel members. Specialist trainers need to be knowledgeable about the scheme as well as equality and equal pay issues. The use of equal opportunities specialists at other points in the process may also be considered. 2.4 Information about the scheme and its operation may need to be provided in a range of formats to take account of employees with disabilities and for employees for whom English is not their first language. 2.5 Communications from the authority and the unions need to reach all those covered by the review. This will include those employees absent on maternity, paternity or family leave (and other approved long term leave including sick- leave); part-time employees, job-sharers and other atypical workers, those working non-standard hours and employees who work away from main buildings or do not have access to electronic communications. 2.6 Access to the appeals procedure must be open to all employees. 2.7 The results of evaluations and appeals should be jointly monitored over a period of time on a regular basis ideally annually as part of equal pay auditing to ensure that scoring, grading and pay outcomes remain free from gender bias and bias in relation to other protected characteristics.

Equalities Issues. 2.1 The scheme is designed to be free from gender bias and discrimination on the grounds of gender and other characteristics protected under the Equality ▇▇▇ ▇▇▇▇Act 2010. However, care needs to be taken in relation to implementation. The following implementation issues may give rise to discrimination:  • how information is gathered from jobholders for evaluation  • the selection of jobs for evaluation  • the make-up of evaluation and appeals panels  • access to and conduct of appeals  • preconceptions about the status and worth of individual jobs  • the relationship between evaluation scores and grading/rates of pay, for example, the positioning of grade boundaries. 2.2 Employer and union representatives should be aware at the outset that avoiding gender bias in evaluating jobs will mean that existing relativities are challenged and may be altered. 2.3 Equality training is essential for all union and employer representatives who are involved in job evaluation, particularly for those interviewing job holders and/or gathering information about job content, and for evaluation panel and appeal panel members. Specialist trainers need to be knowledgeable about the scheme as well as equality and equal pay issues. The use of equal opportunities specialists at other points in the process may also be considered. 2.4 Information about the scheme and its operation may need to be provided in a range of formats to take account of employees with disabilities and for employees for whom English is not their first language. 2.5 Communications from the authority and the unions need to reach all those covered by the review. This will include those employees absent on maternity, paternity or family leave (and other approved long term leave including sick- leave); part-time employees, job-sharers and other atypical workers, those working non-standard hours and employees who work away from main buildings or do not have access to electronic communications. 2.6 Access to the appeals procedure must be open to all employees. 2.7 The results of evaluations and appeals should be jointly monitored over a period of time on a regular basis ideally annually as part of equal pay auditing to ensure that scoring, grading and pay outcomes remain free from gender bias and bias in relation to other protected characteristics.

Equalities Issues. 2.1 The scheme is designed to be free from gender bias and discrimination on the grounds of gender and other characteristics protected under the Equality ▇▇▇ ▇▇▇▇. However, care needs to be taken in relation to implementation. The following implementation issues may give rise to discrimination:  • how information is gathered from jobholders for evaluation  • the selection of jobs for evaluation  • the make-up of evaluation and appeals panels  • access to and conduct of appeals  • preconceptions about the status and worth of individual jobs  • the relationship between evaluation scores and grading/rates of pay, for example, the positioning of grade boundaries. 2.2 Employer and union representatives should be aware at the outset that avoiding gender bias in evaluating jobs will mean that existing relativities are challenged and may be altered. 2.3 Equality training is essential for all union and employer representatives who are involved in job evaluation, particularly for those interviewing job holders and/or gathering information about job content, and for evaluation panel and appeal panel members. Specialist trainers need to be knowledgeable about the scheme as well as equality and equal pay issues. The use of equal opportunities specialists at other points in the process may also be considered. 2.4 Information about the scheme and its operation may need to be provided in a range of formats to take account of employees with disabilities and for employees for whom English is not their first language. 2.5 Communications from the authority and the unions need to reach all those covered by the review. This will include those employees absent on maternity, paternity or family leave (and other approved long term leave including sick- leave); part-time employees, job-sharers and other atypical workers, those working non-standard hours and employees who work away from main buildings or do not have access to electronic communications. 2.6 Access to the appeals procedure must be open to all employees. 2.7 The results of evaluations and appeals should be jointly monitored over a period of time on a regular basis ideally annually as part of equal pay auditing to ensure that scoring, grading and pay outcomes remain free from gender bias and bias in relation to other protected characteristics.

Equalities Issues. 2.1 The scheme is designed to be free from gender bias and discrimination on the grounds of gender and other characteristics protected under the Equality ▇▇▇ ▇▇▇▇Act 2010. However, care needs to be taken in relation to implementation. The following implementation issues may give rise to discrimination:  how information is gathered from jobholders for evaluation  the selection of jobs for evaluation  the make-up of evaluation and appeals panels  access to and conduct of appeals  preconceptions about the status and worth of individual jobs  the relationship between evaluation scores and grading/rates of pay, for example, the positioning of grade boundaries. 2.2 Employer and union representatives should be aware at the outset that avoiding gender bias in evaluating jobs will mean that existing relativities are challenged and may be altered. 2.3 Equality training is essential for all union and employer representatives who are involved in job evaluation, particularly for those interviewing job holders and/or gathering information about job content, and for evaluation panel and appeal panel members. Specialist trainers need to be knowledgeable about the scheme as well as equality and equal pay issues. The use of equal opportunities specialists at other points in the process may also be considered. 2.4 Information about the scheme and its operation may need to be provided in a range of formats to take account of employees with disabilities and for employees for whom English is not their first language. 2.5 Communications from the authority and the unions need to reach all those covered by the review. This will include those employees absent on maternity, paternity or family leave (and other approved long term leave including sick- leave); part-time employees, job-sharers and other atypical workers, those working non-standard hours and employees who work away from main buildings or do not have access to electronic communications. 2.6 Access to the appeals procedure must be open to all employees. 2.7 The results of evaluations and appeals should be jointly monitored over a period of time on a regular basis ideally annually as part of equal pay auditing to ensure that scoring, grading and pay outcomes remain free from gender bias and bias in relation to other protected characteristics.

Equalities Issues. 2.1 The scheme is designed to be free from gender bias and discrimination on the grounds of gender and other characteristics protected under the Equality ▇▇▇ ▇▇▇▇Act 2010. However, care needs to be taken in relation to implementation. The following implementation issues may give rise to discrimination:  • how information is gathered from jobholders for evaluation  • the selection of jobs for evaluation  • the make-up of evaluation and appeals panels  • access to and conduct of appeals  • preconceptions about the status and worth of individual jobs  • the relationship between evaluation scores and grading/rates of pay, for example, the positioning of grade boundaries. 2.2 Employer and union representatives should be aware at the outset that avoiding gender bias in evaluating jobs will mean that existing relativities are challenged and may be altered. 2.3 Equality training is essential for all union and employer representatives who are involved in job evaluation, particularly for those interviewing job holders and/or gathering information about job content, and for evaluation panel and appeal panel members. Specialist trainers need to be knowledgeable about the scheme as well as equality and equal pay issues. The use of equal opportunities specialists at other points in the process may also be considered.equal 2.4 Information about the scheme and its operation may need to be provided in a range of formats to take account of employees with disabilities and for employees for whom English is not their first language. 2.5 Communications from the authority and the unions need to reach all those covered by the review. This will include those employees absent on maternity, paternity or family leave (and other approved long term leave including sick- leave); part-time employees, job-sharers and other atypical workers, those working non-standard hours and employees who work away from main buildings or do not have access to electronic communications. 2.6 Access to the appeals procedure must be open to all employees. 2.7 The results of evaluations and appeals should be jointly monitored over a period of time on a regular basis ideally annually as part of equal pay auditing to ensure that scoring, grading and pay outcomes remain free from gender bias and bias in relation to other protected characteristics.