WO toolkit 2012 complete.pdf - GMB

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SECTION 17.2 Harassment Unwanted behaviour that has the purpose or effect of violating a person's dignity or creates a degrading,humiliating,hostile,intimidating or offensive working environment.Harassment on any of the equality grounds is a specific unlawful act under all equality legislation.Harassment on other grounds may involve less favourable treatment and may be unlawful direct discrimination. Hate crime Any incident perceived by the“victim”or any other person to be motivated by prejudice due to their actual or perceived racial origin,religion or belief,sexual orientation,disability,gender,gender identity etc. Heterosexism Discrimination in favour of heterosexual people against gay men,lesbians and bisexual people based on assumptions,stereotypes and beliefs regarding the superiority of heterosexuality.For example, assuming that people are heterosexual; not expecting gay men to play football; assuming that lesbians don’t have children. Heterosexual A person who is emotionally,physically and/or sexually oriented towards people of the opposite sex. Homophobia Is an irrational fear or dislike of an individual or group of individuals who identify themselves as gay, lesbian or bisexual(prejudice)which may result in judgemental,discriminatory or aggressive behaviour. The Employment Equality(Sexual Orientation)Regulations 2003 outlaws discrimination on grounds of sexual orientation in employment and training.The Equality Act 2006 outlaws discrimination on grounds of sexual orientation in service delivery. Impairment An impairment is a(usually permanent)medical condition that results in an absence or reduction of function,whether physical,sensory,emotional or intellectual. Inclusion A belief in every person’s inherent right to participate fully in society.The goal of inclusion is for all people to lead productive lives as full,participating members of their communities. Independent Living Is about disabled people controlling their own lives,and choosing where and how they want to live.It is not about disabled people doing everything for themselves,but about them deciding,as the experts on their wants and needs,how to run their lives. Institutional Racism “Institutional Racism consists of the collective failure of an organisation to provide an appropriate and professional service to people because of their colour,culture or ethnic origin.It can be seen or detected in processes,attitudes and behaviour which amount to discrimination through unwitting prejudice,ignorance,thoughtlessness,and racist stereotyping which disadvantage minority ethnic people.”(Stephen Lawrence Inquiry Report 1999).
SECTION 17.2 Islamophobia Unfounded hostility towards Islam,which may result in unfair discrimination against Muslim individuals or communities and the exclusion of Muslims from mainstream political and social affairs. Lesbian A woman who is emotionally,physically and/or sexually attracted to women.Not all women are comfortable with the term lesbian and some choose to identify as either gay or a gay woman. Mainstreaming The integration of equalities into policy development,implementation,evaluation and review.Each part of the organisation accepts its own responsibility for promoting equality of opportunity and challenging discrimination. Minority ethnic people This term is widely used as a general term to refer to people who belong to an ethnic group numerically smaller than the predominant white group in the UK.This includes groups distinguished by their skin colour,as well as others,such as Irish,Turkish,Cypriot,Jewish,Sikh,Hindu and travelling people. Monitoring A process that involves collecting,storing,analysing and evaluating information,to measure performance,progress or change.Monitoring race equality involves collecting,storing,analysing and evaluating information about the racial groups to which people say they belong.Monitoring is also applied to collecting and analysing information about people’s gender,disability status,sexual orientation,religion or belief or age to see whether all groups are fairly represented. National origins National origins are not limited to‘nationality’in the legal sense of citizenship of a nation state,which an individual acquires at birth or through naturalisation.The Scottish Court of Session defined ‘national origins’as‘identifiable elements,both historically and geographically,which at least at some point in time reveals the existence of a nation’.National origins may include origins in a nation that no longer exists e.g.Czechoslovakia or in a‘nation’that was never a nation state in the modern sense,such as‘the Basque nation’. Nationality An aspect of a person’s identity,conveying rights and duties and defined by a specific legal relationship between an individual and a state,through birth or naturalisation,which is recognised by that state. Nationality does not indicate a person’s ethnic origin. Policies The formal and informal decisions about how a public authority carries out its role or functions,meets its duties and uses it powers.It also covers unwritten rules of‘custom and practice’,provisions(activity which serves to provide for or meet the requirements or particular needs of people)criteria(the basis by which comparisons or judgements are made,often against particular reference points e.g.criteria for redundancy).
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GMB WORKPLACE ORGANISERS TOOLKIT
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Acknowledgements: This toolkit has
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CONTENTS 1. Your role 1.1 Training
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WORKPLACE ORGANISERS TOOLKIT SECTIO
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SECTION 1.1 The course ends with GM
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SECTION 1.2 WHAT DOES A GMB WORKPLA
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SECTION 1.3 Non-recognised companie
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SECTION 2.1 ORGANISING YOUR WORKPLA
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SECTION 2.2
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SECTION 2.3 KEEPING MEMBERS UP TO D
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GMB@ PUTYOUREMPLOYER’S NAMEHERE P
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SECTION 2.4 USING YOUR WORKPLACE MA
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SECTION 2.4 WORKPLACE ADDRESS Depar
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SECTION 2.5 CONTACTING NEW STARTERS
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SECTION 2.6
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SECTION 2.6 MEMBERSHIP TRANSFER NOT
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SECTION 2.7 CAMPAIGNING We are best
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SECTION 2.8 HANDLING OBJECTIONS One
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SECTION 2.8 I’ve worked here for
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SECTION 2.9 GETTING HELP:BUILDING Y
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SECTION 2.10
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SECTION 3.1 REPRESENTING YOUR MEMBE
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SECTION 3.1 COLLECTIVE BARGAINING G
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SECTION 3.2
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SECTION 4.1 REPRESENTING INDIVIDUAL
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SECTION 4.2 GMB RECOGNISED WORKPLAC
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SECTION 4.3 DEALING WITH MEMBER’S
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SECTION 4.3 Keep careful notes You
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SECTION 4.3 REQUESTING A POSTPONEME
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SECTION 4.4 AT THE HEARING: State y
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SECTION 4.4
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SECTION 4.5 APPEALS You should also
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SECTION 4.5 REQUEST FOR APPEAL HEAR
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SECTION 5 GROUP FIVE: DISCIPLINE AN
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SECTION 5 LIST OF STATUTORY AMOUNTS
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SECTION 5.2 2. What are the maximum
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SECTION 5.3 Exemptions Drivers of v
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SECTION 5.5 5. Am I entitled to hav
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SECTION 5.7 7. Can my employer char
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SECTION 5.9 9. What is a risk asses
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SECTION 5.11 11. Can my employer ch
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SECTION 5.13 13. Am I entitled to a
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SECTION 5.15 15. Is everyone entitl
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SECTION 5.16 16. Am I entitled to b
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SECTION 5.18 GROUP THREE MATERNITY&
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SECTION 5.19 19. Can I get maternit
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SECTION 5.20 20. Am I protected fro
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SECTION 5.21 If you want to change
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SECTION 5.22 Your employer is oblig
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SECTION 5.24 24. What rights do I h
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SECTION 5.25 25. Can I take paid ad
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SECTION 5.26 While on paternity lea
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SECTION 5.27 You may be entitled to
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SECTION 5.28 • You are entitled t
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SECTION 5.30 30. How much sick pay
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SECTION 5.31 If your companion is n
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SECTION 5.32 Even if your employer
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SECTION 5.34 34. How much notice mu
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SECTION 5.35 If you are dismissed b
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SECTION 5.37 37. How much notice do
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SECTION 5.39 39. Who pays my redund
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SECTION 5.40 AGE (years) SERVICE (y
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Page 200 and 201: SECTION 17.3 EQUALITY LEGISLATION:A
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