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Affinity designer workbook review free. Affinity Designer Workbook by (Hardcover
Councils are service providers and often the largest local employer in an area, working closely with strategic partners and other local organisations. This puts them in an ideal position to play a significant role in leading the way to ensuring everyone in society has opportunities available to them, is treated fairly and is made to feel like they belong.
The content is relevant to both experienced and newly elected councillors and looks at how councils and councillors can go about fulfilling their legal obligations regarding equality, diversity and inclusion as employers, service providers and community representatives. The workbook can be used as a standalone learning tool and does not need to be completed all in one session. However, it is suggested that you complete the sections in the order in which they are written, as the latter sections build upon the knowledge you have gained in previous sections.
Throughout this workbook you will encounter different types of information, and suggested actions, indicated by the symbols shown below:. The Equality Act came into force on 1 October , bringing together over separate pieces of legislation into one single Act.
This new Act provided a legal framework to protect the rights of individuals and advance equality of opportunity for all. The purpose of the Act is to simplify, strengthen and harmonise the previous legislation to provide a new anti-discrimination law to protect individuals from unfair treatment and promote a fair and more equal society.
The less favourable treatment of men and women in terms of pay and conditions of employment was prohibited. Men and women were protected from discrimination on the grounds of sex or marital status, with regard to employment, training, education, harassment, the provision of goods and services, and the disposal of premises. This legislation made it illegal to discriminate against a person because of their nationality, ethnic background or colour of their skin.
It applies to housing, the provision of goods and services, education, employment and job seeking. This Act made it illegal for service providers to discriminate against service users with disabilities, and for employers to discriminate against job-seekers end employees with disabilities. This came from the Macpherson Report on the murder of the black teenager, Stephen Lawrence.
It was clear that a radical rethink was needed in the approach that public sector organisations were taking towards addressing discrimination and racism. Prior to the race equality duty, the emphasis of equality legislation was on rectifying cases of discrimination and harassment after they occurred, not preventing them happening in the first.
The race equality duty was designed to shift the onus from individuals to organisations, placing an obligation on public authorities to positively promote equality, not merely avoid discrimination.
This legislation prohibits the discrimination of employees due to their religion or beliefs, including in the context of vocational training, employment agencies and careers advice. The unreasonable discrimination against employees based on their sexual orientation, or perceived sexual orientation, was prohibited. This prohibited the unreasonable discrimination against employees on the basis of their age. It included a default national retirement age and enabled employees to request to work beyond the retirement age.
This placed a duty on public authorities to promote equality for men and women, and outlawed discrimination based on religion, beliefs or sexual orientation with regard to the provision of goods and services.
It works with organisations to challenge discrimination, promote equality of opportunity and protect human rights. This Act made it illegal to discriminate on the grounds of sexual orientation in the provision of goods, facilities, services, education and public functions.
On 5 April , the public sector equality duty the equality duty came into force. The equality duty was developed in order to harmonise the equality duties and to extend the Equality Act across nine protected characteristics. It consists of a general equality duty, supported by specific duties which are imposed by secondary legislation, and replaces the race, disability and gender equality duties.
Everyone in Great Britain is covered by the Equality Act This includes you and everyone you come into contact with in your role as a councillor: residents, business owners, volunteers, suppliers, officers and other councillors.
Since the Equality Act applies to all sectors of community and business life, ALL organisations have responsibilities under the Act. This includes government departments, providers of services, employers, education providers schools and further and higher education colleges and universities , providers of public functions, associations, membership bodies and transport providers. As a councillor, you have a duty to comply with the Equality Act and to ensure that you follow its principles when undertaking your role.
As a councillor, you come into contact with a wide range of individuals and community groups. You fulfil several roles, including representative, advocate, negotiator and facilitator, which means that it is important for you to fully understand and respect your local community and residents.
Complying with the Act will help you to:. The main principles of the Act are equality , diversity and inclusion. Diversity is about the ways in which people differ. These differences should be recognised, celebrated and treated as a natural part of society. Equality is a natural extension of diversity and is based on the idea of fairness, whilst recognising that everyone is different.
Inclusion means that all people, regardless of their abilities, disabilities or health care needs, have the right to be respected and appreciated as valuable members of their communities. Diversity refers to the traits and characteristics that make people unique, while inclusion refers to the behaviours and social norms that ensure people feel welcome.
Which of the following statements for each principle of the Act are incorrect? The answers can be found at the end of the workbook. The characteristics of a diverse society: a cultural, religious and lifestyle differences are accepted b all decisions must be politically correct c everyone is individually recognised for their different abilities and skills. The characteristics of an equal society: a Each person feels that their background, experiences and viewpoints have validity and are respected.
The characteristics of an inclusive society: a everyone has access to the services they need b everyone is able to do everything they want in life, regardless of their ability c everyone feels that they belong to their community.
An understanding of equality, diversity and inclusion will give you a better appreciation of your colleagues, residents and communities. This will benefit you and the council in a number of ways, for example:. There are nine characteristics that have been identified which all specifically have protection under this law. These protected characteristics are:. A person belonging to a particular age for example 45 year olds or range of ages for example 18 to 30 year olds. A person has a disability if she or he has a physical or mental impairment which has a substantial and long-term adverse effect on that person’s ability to carry out normal day-to-day activities.
This is defined in the Act as the process of transitioning from one gender to another. Marriage is a union between a man and a woman, or between a same-sex couple. Same-sex couples can also have their relationships legally recognised as ‘civil partnerships’. Civil partners must not be treated less favourably than married couples except where permitted by the Equality Act. Pregnancy refers to the period when a woman is pregnant or expecting a baby.
Maternity refers to the period after the birth, and is linked to maternity leave in the employment context. In the non-work context, protection against maternity discrimination is for 26 weeks after giving birth, and this includes treating a woman unfavourably because she is breastfeeding. This refers to a group of people defined by their race, colour, ethnicity or nationality including citizenship.
Religion refers to any religion, including a lack of religion. Belief refers to any religious or philosophical belief and includes a lack of belief. Generally, a belief should affect your life choices or the way you live for it to be included in the definition. Can you think of any times when disabled people might experience council services differently from non-disabled people?
What about people with different religious beliefs? For example, some Jewish people may find it hard to make appointments or come to the council on a Friday afternoon in the winter if they are observing the Sabbath. When might older people experience services differently?
For example, they may struggle with taking wheelie bins to the end of a road for emptying. What sort of services do men and women, or boys and girls, experience differently? For example, some groups of boys are achieving lower levels of educational attainment than many groups of girls; women and men tend to be homeless for different reasons, so the solutions to re-housing them will need to be different.
Under the law it is sometimes permitted to provide separate services for men and women, where providing a joint service ie one where men and women are provided with exactly the same service would not be as effective. For example, the Equality Act would allow an organisation to provide separate hostel accommodation for men and women if providing separate services can be objectively justified.
In this case, it could be justified because people may be put off using the hostel if it caters for both sexes, especially women with children or who are seeking refuge from an abusive relationship. Single-sex services services just for men or just for women can be provided where this is objectively justified and:.
Inclusion focuses on how to make sure those people can participate fully in the community. Inclusion is having a voice. Belonging is having that voice heard. Being part of an inclusive community creates the conditions for people to be happier and healthier, and promotes the growth of self-esteem. People living in a socially inclusive community are more likely to:.
The conditions in which people live have a huge impact on their mental health. If the community they live in creates positive conditions, the mental health of the people in the community as a whole will improve. Subsequently, if the people within a community are mentally healthy they are more likely to contribute to the community to help it to thrive.
It is a virtuous cycle. Their research identified a common language for describing barriers to inclusion and actions for overcoming them which applied to all disadvantaged groups in all settings, even if the strategies for addressing them are markedly different for each group. Creating an environment that makes people feel welcome in terms of both the physical space and behaviour that they first encounter.
Understanding what people want and how they want to get involved, so that they can be given appropriate choices. Organisations working in partnership with other bodies and organisations that reflect or represent disadvantaged groups.
Using appropriate channels to let people know what their options are and how to get involved, and to demonstrate to the wider population how you are addressing inclusion issues. Having policies in place to committing and take responsibility for being inclusive, and making sure people are aware of these policies.
Modifying existing arrangements to accommodate disadvantaged groups, increasing the choices available to them. You can find out more about The Inclusion Club, the seven pillars of inclusion and Play by the Rules at the following links:. As a councillor, you are ideally placed to understand the barriers to social inclusion that members of your community face. In your role as a councillor you not only have a legal duty to comply with the law but also to foster and encourage the development of inclusive communities.
Here are some tips for bringing the whole community together in community engagement. Know your community Understanding local demographics and networks will help you to design appropriate engagement activities and communicate effectively. Be transparent about community input Let people know how their input will be used and how it shaped the project in the end results.
Go to the people Be creative about the best way to gather community input. Visit people in a community setting, like a coffee shop or community centre.
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