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DNS

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home contact us privacy policy site map pages age discrimination in the workplace bullying in the workplace contact us disability discrimination employees rights employment solicitors equal opportunities policy pregnancy and maternity discrimination privacy policy race discrimination religious/belief discrimination sex discrimination sexual orientation discrimination the equality act what does equal opportunities mean? what is discrimination? links equality & human rights commission. equal opportunities commission (archives). what does equal opportunities mean? the uk has always strived to promote equality in the workplace. through the years there have been different statutory bodies that dealt with specific aspects of discrimination. the equal opportunities commission was established to tackle the issue of sex discrimination. the disability rights commission focused on issues related to disability discrimination and the commission for racial equality dealt with race discrimination. in october 2007 these three commissions were merged into the new body called the equality and human rights commission . in addition to taking on the responsibilities of the three existing commissions, the ehrc also acquired new responsibilities in order to provide the same level of protection to all other minority groups. the primary aim of the newly formed equality and human rights commission is to promote and protect everyone’s right to equal opportunities in the workplace as laid down in the equality act 2010. definition of equal opportunities under the equality act 2010 the term “equal opportunities” upholds the idea that all workers within an organisation should be entitled to and have access to all of the organisations facilities at every stage of employment, including the pre-employment phase. this means every individual should have: an equal chance to apply and be selected for posts pre-employment an equal chance to be trained and promoted while employed with the organisation an equal chance to have their employment terminated equally and fairly denying any employee or prospective employee their right to equal opportunity in the workplace is tantamount to discrimination, which is considered unlawful under the equality act 2010 . the equality act has specified 9 areas that are termed in the legislation as protected characteristics. these include (in no particular order): age sex race disability pregnancy marital status sexual orientation. gender reassignment religious background discriminating against workers because of any of the nine characteristics is against the law. what this means for employees to comply with the terms of the equality act, employers must have policies in place and must adhere to certain practices that aim to prevent accident claims , discrimination and foster equal opportunities within the organisation. all workers and job applicants must be treated equally and be given the same set of opportunities regardless of their age, sex, race, disability, sexual orientation, disability, culture or anything other personal characteristic that might be discriminated against. as a worker, you have a right to: fair practices and behaviour in the workplace fair allocations of workloads equal access to benefits and conditions a workplace that is free from unlawful discrimination, harassment or bullying at work competitive merit-based selection processes for recruitment and promotion fair processes to deal with work-related complaints and grievances if any of these rights are breached or your employment is terminated and you deem it as unfair dismissal an employment solicitor should be able to offer you their expert opinion. establishing equal opportunities during the recruitment stage all employers must follow certain procedures for recruitment to ensure that all applications are treated appropriately and fairly and that, all things being equal, no candidate is rejected because of their age, gender, race, sexuality or any other protected characteristic. this means recruitment procedures must meet the following criteria: the job description must be set so that all applicants are assessed against the exact same criteria and nothing else. the post is advertised in a variety of locations, such as job centres, online and in the press so that it is available to as wide an audience as possible an interview panel must be put in place so that more than one person’s opinions are weighed in when deciding on whom to award the position to. all questions that are not relevant to the job must be excluded from the questionnaire. applicants should not be asked about their age, race, religion or any other protected characteristic. female applicants must be treated the same as male applicants. disabled applicants must be treated the same as applicants with no disabilities. pregnant applicants must be treated the same as non-pregnant women. establishing equal opportunities in the workplace all employers must follow certain procedures in the workplace to ensure that all workers are treated appropriately and fairly and that, all things being equal, no candidate is treated unfairly because of their age, gender, race, sexuality or any other protected characteristic. establishing equal opportunities in the workplace may include: ensuring that all similarly qualified employees have equal access and opportunity to all training and advancement facilities regardless of sex, gender, age or disability. no employee should be overlooked for training or promotion because of any protected characteristic. making reasonable adjustments in the workplace to accommodate physically challenged employees. ensuring that no employee is paid any more or less than any of their colleagues who are equally qualified, equally experienced and performing the same role. advertising new roles externally as well as internally so that anyone who meets the qualifying criteria gets the opportunity to apply. making sure that no employee is dismissed solely because of a personal characteristic. ensuring that the same rules apply to employees from all religions regarding extra time off during religious holidays. every employer should have their own equal opportunities policy in place, which is customised to their organisation. this policy must detail the steps the organisation will take to comply with the equality legislation and promote equality in the workplace. having a formal policy makes it easier for all employees to know what is acceptable and expected of them as individuals and as part of the organisation. the effect of equal opportunities on companies and staff when an organisation supports the principle of equal opportunities for all, employees can rest assured that they will not be discriminated against in the workplace. employees are more committed to working hard when they know that they have equal opportunities for advancement and there are no barriers to job progression. also, knowing that they are evaluated solely on their on-the-job performance and measurable merits empowers employees and encourages them to do their best. copyright © 2018 - all rights reserved this site uses cookies. by continuing to use this site we'll assume that you're ok with it. ok read more

URL analysis for eoc.org.uk

https://www.eoc.org.uk/age-discrimination/
https://www.eoc.org.uk/disability-discrimination/
https://www.eoc.org.uk/employees-rights/
https://www.eoc.org.uk/contact-us/
https://www.eoc.org.uk/employment-solicitors/
https://www.eoc.org.uk/privacy-policy/
https://www.eoc.org.uk/the-equality-act/
https://www.eoc.org.uk/religiousbelief-discrimination/
https://www.eoc.org.uk/bullying-in-the-workplace/
https://www.eoc.org.uk/equal-opportunities-policy/
https://www.eoc.org.uk/pregnancy-maternity-discrimination/
https://www.eoc.org.uk/race-discrimination/
https://www.eoc.org.uk/sex-discrimination/
https://www.eoc.org.uk/what-is-discrimination/
https://www.eoc.org.uk/sexual-orientation-discrimination/
accidentclaimsadvice.org.uk
webarchive.org.uk
claimsaction.co.uk

Whois Information

Whois is a protocol that is access to registering information. You can reach when the website was registered, when it will be expire, what is contact details of the site with the following informations. In a nutshell, it includes these informations;

Error for "eoc.org.uk".

the WHOIS query quota for 2600:3c03:0000:0000:f03c:91ff:feae:779d has been exceeded
and will be replenished in 304 seconds

WHOIS lookup made at 07:12:23 25-Aug-2017

--
This WHOIS information is provided for free by Nominet UK the central registry
for .uk domain names. This information and the .uk WHOIS are:

Copyright Nominet UK 1996 - 2017.

You may not access the .uk WHOIS or use any data from it except as permitted
by the terms of use available in full at http://www.nominet.uk/whoisterms,
which includes restrictions on: (A) use of the data for advertising, or its
repackaging, recompilation, redistribution or reuse (B) obscuring, removing
or hiding any or all of this notice and (C) exceeding query rate or volume
limits. The data is provided on an 'as-is' basis and may lag behind the
register. Access may be withdrawn or restricted at any time.

  REFERRER http://www.nominet.org.uk

  REGISTRAR Nominet UK

SERVERS

  SERVER uk.whois-servers.net

  ARGS eoc.org.uk

  PORT 43

  TYPE domain

DISCLAIMER
This WHOIS information is provided for free by Nominet UK the central registry
for .uk domain names. This information and the .uk WHOIS are:
Copyright Nominet UK 1996 - 2017.
You may not access the .uk WHOIS or use any data from it except as permitted
by the terms of use available in full at http://www.nominet.uk/whoisterms,
which includes restrictions on: (A) use of the data for advertising, or its
repackaging, recompilation, redistribution or reuse (B) obscuring, removing
or hiding any or all of this notice and (C) exceeding query rate or volume
limits. The data is provided on an 'as-is' basis and may lag behind the
register. Access may be withdrawn or restricted at any time.

  REGISTERED no

DOMAIN

  NAME eoc.org.uk

NSERVER

  NS2.CLOUDHOSTING.CO.UK 139.162.254.53

  NS1.CLOUDHOSTING.CO.UK 77.72.0.13

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