On 26 October 2024, the Worker Protection (Amendment of Equality Act 2010) Act 2023 (the Act) came into force, introducing a new mandatory duty under English law on employers to take reasonable steps to prevent the sexual harassment of their employees in the course of their employment.
Policy Statement
This updated policy includes the new Worker Protection (Amendment of Equality Act 2010) Act 2023 (effective October 26, 2024). https://www.gov.uk/government/news/new-protections-from-sexual-harassment-come-into-force
At [Credit Union Name], we are committed to fostering a culture of equality, diversity, and inclusion. Our aim is to ensure that all employees, volunteers, and members are treated with respect and dignity, free from discrimination or harassment. We strive to eliminate all forms of bias, stereotyping, and unfair treatment, ensuring everyone can succeed, contribute, and thrive.
This policy complies with all relevant legal frameworks, including but not limited to:
- Equality Act 2010
- Worker Protection (Amendment of Equality Act 2010) Act 2023 (effective October 26, 2024). More information can be found here: https://www.gov.uk/government/news/new-protections-from-sexual-harassment-come-into-force
- Human Rights Act 1998
- Other related employment, anti-discrimination, and harassment laws (detailed in Annex A).
Policy Objectives
Our objectives are to:
- Promote an Inclusive Culture:
Foster an environment that values the diversity and unique contributions of all individuals.
Provide training and leadership initiatives to promote diversity and inclusion.
- Ensure Legal Compliance:
Comply with all relevant legal frameworks and proactively implement measures to prevent discrimination and harassment.
- Provide Equal Opportunities:
Ensure equal opportunities in recruitment, training, and personal development for all employees and volunteers.
- Take a Zero-Tolerance Approach to Harassment:
Implement robust mechanisms for reporting and addressing harassment, including sexual harassment.
- Enhance Accessibility and Equity:
Make services accessible and equitable for all members of the communities we serve.
- Support Employees:
Provide signposting to counselling services, legal advice, and other support for those who experience discrimination or harassment.
Implementation and Monitoring
- Definitions and Scope:
Discrimination, harassment, bias, and inclusion are defined clearly in an accompanying glossary to ensure consistent interpretation. Annex 1
- Reporting Mechanisms:
Confidential channels for reporting incidents are established, including anonymous options.
- Regular Training:
All employees and volunteers will participate in training on equality, diversity, and harassment prevention. https://alison.com/course/sexual-harassment-in-the-workplace?msockid=26763f547a1e69382ae92cbc7ba568f3
- Monitoring and Evaluation:
The effectiveness of this policy will be monitored regularly through feedback sessions.
- Third-Party Engagement:
Contractors and partners are required to comply with our standards for equality and inclusion.
- Policy Review Cycle:
This policy will be reviewed and updated annually or as required by legal changes or organizational needs.
Contact Information
For questions or concerns regarding this policy, please contact [Name] at [Contact Information].
Annex A: Legal Framework
This policy is informed by the following legislation:
- Equality Act 2010 www.gov.uk/guidance/equality-act-2010-guidance
- Worker Protection (Amendment of Equality Act 2010) Act 2023
- Human Rights Act 1998
- Protection from Harassment Act 1997
- Sex Discrimination Act 1975 (as amended)
- Race Relations Act 1976 and Race Relations (Amendment) Act 2000
- Disability Discrimination Act 1995
- Equal Pay Act 1970 (as amended)
- Employment Rights Act 1996
- Employment Relations Act 1999
- Employment Act 2002
- Employment Equality (Religion or Belief) Regulations 2003
- Employment Equality (Sexual Orientation) Regulations 2003
- Sex Discrimination (Gender Reassignment) Regulations 2003
- Disability Discrimination Act 1995 (Amendment) Regulations 2003
Complementary Policies
To support an Equal Opportunities and Workers Protection Policy, the following policies are required to be in place.
- Anti-Harassment and Bullying Policy
- Sexual Harassment Policy https://www.acas.org.uk/sexual-harassment/creating-a-sexual-harassment-policy
- Grievance Policy
- Disciplinary Policy
- Recruitment and Selection Policy
- Accessibility and Reasonable Adjustments Policy
- Flexible Working Policy https://www.gov.uk/flexible-working
- Whistleblowing Policy
- Diversity and Inclusion Policy
- Code of Conduct
- Parental Leave and Family Support Policy
- Data Protection and Confidentiality Policy
Protected Characteristics
All policies and procedures are underpinned by the following protected characteristics:
- Age
- Disability
- Gender Reassignment
- Marriage and Civil Partnership
- Pregnancy, Maternity, or Paternity
- Race
- Religion or Belief
- Sex
- Sexual Orientation
Policy Accessibility
This policy will be communicated to all employees and volunteers. It will be made accessible to employees with disabilities or language barriers through alternate formats upon request.
Free training can be located here: https://alison.com/course/sexual-harassment-in-the-workplace?msockid=26763f547a1e69382ae92cbc7ba568f3
Support for personalized policy development can be accessed via: www.acas.org.uk
ANNEX 1
The Equality and Human Rights Commission (EHRC) provides detailed definitions of key terms related to equality and discrimination.
1. Discrimination in the Workplace
Direct Discrimination Example
An experienced female employee at a credit union applies for a managerial position, but the hiring manager tells her: "We prefer to promote younger employees because they bring fresh energy and ideas."
This is direct age discrimination and possibly sex discrimination, assuming male candidates are not subject to the same bias.
Indirect Discrimination Example
A credit union implements a dress code policy requiring all employees to wear short-sleeved shirts, indirectly discriminating against employees whose religion requires them to cover their arms (e.g., Muslim or Sikh employees). Even though the rule applies to everyone, it disproportionately affects individuals of certain faiths.
2. Harassment in the Workplace
Example of Harassment Based on Gender
A female is frequently subjected to inappropriate comments from her male colleagues, such as:
"Women are too emotional for leadership roles."
She feels uncomfortable, and the repeated comments create a hostile work environment, which qualifies as harassment.
Example of Harassment Based on Race
A employee is frequently mocked for the way they pronounce certain words. Colleagues imitate their accent in a demeaning and exaggerated way, making them feel uncomfortable and unwelcome. This is racial harassment.
3. Bias in the Workplace
Explicit Bias Example
A hiring manager intentionally avoids promoting employees over 50, assuming they are "less adaptable to new technology." This results in older employees being overlooked, even if they have the necessary skills and experience.
Unconscious Bias Example
A manager consistently assigns complex, high-visibility projects to male employees while giving administrative or support tasks to female employees. This is not intentional, but it reinforces gender stereotypes and limits career progression for female employees.
Key Takeaways:
- Discrimination affects hiring, promotions, policies, and opportunities.
- Harassment creates a hostile work environment through offensive behaviour.
Bias (whether explicit or unconscious) leads to unfair treatment in decision-making