Spin Time

[icowden]

There are always pitfalls employing new staff. HR department manager, foreman all having an input on the candidate. But sometimes the candidate isn't Upto the job. That's why there is a probationary period to ensure new staff member is doing a good job or is just settling in well.

Perfectly true - but you have to have a fair process to get the job in the first place in order to be assessed.

 

[Pross]

Nobody allocated as mentioned. It's just part of the daily like everything else. I imagine some people must spend some time on it, but nobody (not even our HR department) is advocating having a separate position to deal with it.

As above, why would it be a priority over other policies with legal obligations attached?

I haven't said it would be a priority over other policies. You stated no-one is even partly allocated to it, I would be surprised if you don't have someone allocated responsibility for ensuring compliance with fraud regulations or things such as modern slavery. As I said, it might simply be a responsibility of someone on the Board but I would be staggered if a large company doesn't have someone assigned compliance with equality legislation to protect them from being sued. I actually agree that most organisations don't need people appointed solely to look after DEI matters but it will invariably be a part of someone's job description to ensure compliance with the relevant legislation.

 

[CXRAndy]

Perfectly true - but you have to have a fair process to get the job in the first place in order to be assessed.

When applicants send in their CV many will be rejected just on their experience or lack of and qualifications or lack of.

Some of my extended family have had to do several years of low paid care work, before they were even considered on a position in the psychiatric/social work, despite having degrees in relevant specialty

 

[Rusty Nails]

When applicants send in their CV many will be rejected just on their experience or lack of and qualifications or lack of.

Some of my extended family have had to do several years of low paid care work, before they were even considered on a position in the psychiatric/social work, despite having degrees in relevant specialty

It has been shown many times that having a foreign sounding name on your CV or application will mean you are less likely to be considered for interview, even if you have the necessary experience and qualifications.

The interview selection process is well known for perpetuating job selection for people “just like us”.

 

[Stevo 666]

I haven't said it would be a priority over other policies. You stated no-one is even partly allocated to it, I would be surprised if you don't have someone allocated responsibility for ensuring compliance with fraud regulations or things such as modern slavery. As I said, it might simply be a responsibility of someone on the Board but I would be staggered if a large company doesn't have someone assigned compliance with equality legislation to protect them from being sued. I actually agree that most organisations don't need people appointed solely to look after DEI matters but it will invariably be a part of someone's job description to ensure compliance with the relevant legislation.

I asked why because quite a few people seem to think it needs a dedicated resource whereas other policies don't. Maybe a lot of places see it as less of a big deal than some of the forumites here.

The policies are issued and we have various ways of reporting concerns including the usual whistle blowing hotline. If nothing gets reported them there's not a lot to be managed. I'm sure some people in HR need to update them from time to time but doesn't seem like a big deal.

We have plenty of other policies they work fine in this way, I.e. by exception rather than having to actively manage it on a daily basis.

 

[ebikeerwidnes]

Not if you run a meritocracy based employment system. If you're the best candidate for the job, doesn't matter about anything else

But that requires you to attract the best candidates and makes sure that there is no bias in the recruitment and promotion process

which is the definition of an Equal Opportunities Policy

and if you have the policy, as you are pretty much required to do legally, then it is someone's job to enforce it and follow up and problem or claims relating to it
it may not me their whole job - but someone will be responsible for making sure it is being followed

 

[CXRAndy]

You can only do so much, pretty much everything in life isn't fair all the time.

If you really want something particularly , it takes dedication to achieve it.

As the old saying

'Nothing is fair in love and war'

Pretty much applies to everything

 

[icowden]

As the old saying

'Nothing is fair in love and war'

Pretty much applies to everything

As does "don't make up sayings".

The saying is "all is fair in love and war".

 

[CXRAndy]

As does "don't make up sayings".

The saying is "all is fair in love and war".

You get my drift, anything goes 👍

 

[ebikeerwidnes]

You can only do so much, pretty much everything in life isn't fair all the time.

If you really want something particularly , it takes dedication to achieve it.

As the old saying

'Nothing is fair in love and war'

Pretty much applies to everything

But the idea of democracy is that you try to make things fair

at least to the point where the jobs go to the people best able to do them
no matter whether they are black or white
male or female - or other
gay
etc etc

and part of the job of the company is to make sure that they do this

which is sometimes referred to as an Equal Opportunities policy - and in a big organisation there may be a person whose job includes making sure this is adhered to