Significance of Equality and Diversity Act to NHS Trust
In the introduction, you should provide a brief background of the development of Equality legislation and diversity approaches in the context of UK and EU. (Approx. 300 words)
Students should provide an overview of the development of the equality and diversity approaches. Identifying and relating the significance of the Equality Act (2010) to the NHS Trust. The focus should be on the change and progress rather than detailed analysis of the legal framework.
In relation to the scenario, you should analyse how the Trust can improve the effectiveness of internal interview process by addressing the equality and diversity issues as highlighted by the report. (Approx. 700 words)
The focus should be on the internal interview process. What are the equality and diversity issues grounded within the internal interview process? What factors may impact on internal interviews for women and Why? What HRM models or concepts might you apply? How do the existing equal opportunity and diversity literatures address the problem associated with this?
As highlighted in the scenario, you should analyse the legal and diversity related issues associated with the annual appraisal. You should also discuss how the effectiveness of the annual appraisal can be improved, so that talents are recognised and rewarded regardless of their background. (Approx. 700 words)
The focus should be on the appraisal process. What are the equality and diversity issues grounded within the appraisal process? What factors may impact on BAME appraisals and Why? What HRM models or concepts might you apply ? How do the existing equal opportunity and diversity literatures address the problem associated with this?
You should identify the key conclusions from your analysis on each of the themes- internal interview processes and appraisals. You should ensure that your recommendations relate to future practises and reflect best practice in the HRM field.
Conclusion:
The conclusion should be a summary of the discussion
Recommendations:
Based on the conclusion and discussion, provide useful and relevant recommendations, that address the issues of equal opportunity and diversity associated with Internal interview and appraisal process.
Part 1: Start by talking about the Sex Discrimination Act and Race Relations Act (2000)
Equality Act (2010)because I will be making reference to the special duties not forgetting to mention that there are 9characteristics in total but in this case I'm just to talk about the ones above. Also include the special duties that public sector bodies have to appear to like NHS. Example in this context of these two protective groups that I will be discussing. NHS is to provide specify duties.
- BAME
- BLACK
- ASIAN
- MINORITY
- ETHICS
Part 2: Start with the internal interview processes like Performance Management, look at the recruitment and selection and say what is wrong, interview questions, they might be using all male panel. Say that this could be some of the factors that is shopping women from getting through the interview processes. Give practical examples but also underpin it with a theory. For the theory say that they might be applying high pathetically questions in the interviews which might be putting women in disadvantages.
Because they wouldn't be able to give examples that they have done it.
Part 3: BAME not getting appraisals, talk about institutialised racism because of the processes that is prohibiting BAME from getting their appraisals. Say what appraisals are(definitions).If you can't get your appraisal you can't excel, know what areas you need to improve, cant set target you become demotivated, it has an knock-off effect. Use the Indirect Discrimination ,also use the Discrimination Model, Vicious Cycle of Discrimination, Herberg Model (2Factor Theory). Explain the reason why the manager is avoiding giving the BAME appraisals. Because of the social distance ,social difference. We can assume that the NHS manager is white their attitudes are appealed by stereotyping, their prejudices may be informing they don't feel confident giving BAME feedback, so that could be a play as well.