Union Equality Representatives

Transcription

1 Union Equaity Representatives YOUR HANDBOOK

2 CONTENTS Congratuations 5 Your roe as a union equaity representative 6 Get ready 8 Get started 11 Keep going 16 Unite Equaity Rep s Handbook 3

3 4 Unite Equaity Rep s Handbook

4 Congratuations on being eected a Union Equaity Representative As a union equaity representative you are an important part of the union team, promoting equaity in the workpace and community. Some union equaity reps wi aso be shop stewards, safety or union earning reps, whie others wi be union equaity reps ony. Some wi be genera equaity representatives, whie others wi be more speciaist eg women s rep, disabiity champion, back members rep, young members, LGBT, or harassment istening support rep. Whie union equaity reps currenty have no ega rights to time off, UNITE has negotiated agreements with empoyers, the roe is incuded in our rues, and the campaign for statutory rights for union equaity reps continues. The union s aim is for a workpaces to have a union equaity rep, with a network of equaity reps in arger workpaces, for a union reps to attend union equaity courses, and for every branch to have a Branch Equaity Rep on the committee. Unite Equaity Rep s Handbook 5

5 Your roe as a union equaity representative is to: work aongside other union reps such as shop stewards, union earning reps, safety reps and branch officers to recruit, organise, represent and invove a members be aware of harassment, discrimination and equaity issues in your workpace and community check how representative the workforce and union membership are of the community, and organise with others to identify and remove barriers to equaity isten to members equaity issues and concerns, and ink up with the shop steward and other union reps to hep address them be invoved in discussions with other union reps and members on priorities for pay and bargaining with management, so that everyone is aware of the need to prevent discrimination and injustice check poicies and agreements with shop stewards to keep them up-to-date with equaity ega changes and good practice buid invovement of under-represented members and encourage diversity in union reps, so that a workers are invoved and represented 6 Unite Equaity Rep s Handbook

6 pay your part with others in taking forward key union campaigns such as equa pay, famiy friendy and fexibe working, zero toerance of harassment and buying, and equaity for migrant and agency workers Remember, as an eected union equaity rep, you are entited to back-up and support from your union UNITE : from other union reps from union equaity reps education courses from your UNITE officer from the Regiona Women s & Equaities Organiser if you aren t sure about anything, don t worry on your own, make contact As soon as you are eected make sure you et the union know nationay and regionay so that you can get support and information. Finay, it is important to remember that shop stewards have the authority to negotiate in the workpace so you can ony enter negotiations when you have the agreement of your shop steward. Unite Equaity Rep s Handbook 7

7 Your Action Pan The Action Pan on the back cover wi hep you to think about what support aready exists and what you, aongside shop stewards need to negotiate for. It wi aso hep you with your agenda for promoting equaity. If you have any queries about your roe, no matter how sma you can speak in confidence to your Regiona Women s & Equaities Organiser. Get ready Win support in your workpace and branch for union equaity reps Arrange to go on union equaity education Shop steward/officer to agree faciities for paid time off from the empoyer for union equaity reps Carry out an equaity audit as part of organising union members 1. Faciities and Time off Agreement for union equaity reps Currenty there are no ega rights for union equaity reps. Therefore to be abe to carry out your duties you need support from other union reps and members to achieve agreed faciities and paid time off. You can aso use the ACAS Compimentary Guide to its Code of Practice on time-off for trade union duties and activities. Where you aready have paid time off as a shop steward, safety or earning rep, you wi need additiona time to promote equaity. Paid time off coud be for: 8 Unite Equaity Rep s Handbook

8 Listening to members equaity issues and concerns Preparing for representation and negotiation Keeping in touch with members Organising and recruiting Taking part in the wider union Union Education and Training Mapping the workpace Audits and monitoring Faciities coud incude access to: a private space to meet your members a desk and a fiing cabinet a teephone a fax a computer with internet and emai information notice boards For further information refer to Faciities and Time Off for Union Equaity Reps, which incudes a mode agreement and ACAS trade union representation in the workpace a guide to managing time-off, training and faciities. 2. Carry out an Equaity Audit as part of Organising union members Organising is at the heart of the union. To be a vibrant organisation we need to recruit, retain, organise and represent in new areas of work and with new workers, as we as strengthening existing Unite Equaity Rep s Handbook 9

9 union organisation through 100% organising campaigns. Many of the workers being organised today are working in vunerabe jobs, empoyed through agencies as temporary, short-term contract or casua workers and many are migrant workers. Linking up with our experience over many years Unite has been formed from unions with a proud history of organising a workers, making a difference through buiding unity: men and women together in the union, young workers and oder workers supported, and a high proportion of back, Asian and ethnic minority workers. In recent years, disabed members have increasingy organised for recognition within the union movement, and esbian, gay, bisexua and transgender (LGBT) members have buit on new ega rights with increasing confidence and strength. Buiding a Diverse Membership Encouraging a workers to join the union wi buid strength in the workpace, make the union more representative and increase our bargaining power with the empoyer. Often, due to the fact that they can be discriminated against based on gender, race, disabiity, age and sexuaity, these workers are more ikey to join the union than others. Once the mapping of the workpace has been undertaken, if it is noticeabe that certain peope are not being recruited, this may be an issue to take up with the empoyer. Invoving A Members and Identifying Leaders With a diversity of membership, it is important to ensure that a voices are heard. A union members want the union to hep them 10 Unite Equaity Rep s Handbook

10 in taking up their issues in the workpace but often women, back members, disabed members, young members, LGBT members and oder members may have different issues of concern. It is key for union equaity reps to refect the diversity of the workforce. As a union equaity rep you need to start by carrying out an equaity audit: equaity mapping your workpace identifying equaity issues buiding members invovement checking impact of changes at work on equaity through reguar equaity audits or equaity impact assessments Use the Equaity Audit and Monitoring form at the back of this Handbook. For further information refer to Pay Up! Organising for Fair Pay and Equaity Audits Get started Raise awareness of equaity issues Make sure members facing discrimination are represented Discuss getting equaity on the bargaining agenda 3. Raise awareness of equaity issues Discrimination affects everyone in the workpace whether they are its target or not and tacking equaity issues benefits everyone. An important part of your roe is to raise awareness of equaity issues for Unite Equaity Rep s Handbook 11

11 a. For exampe famiy friendy poicies benefit both men and women and aso disabed workers who require fexibe working. UNITE s web-site, eafets and posters can hep. If you want more support, contact your Regiona Women s & Equaities Organiser. As a union equaity rep you need to ook out for when your members receive different treatment or ack equa opportunities, and bring it to the shop stewards notice. You shoud aso ensure that your members are not subject to unwanted conduct which can amount to harassment. Where there is under-representation you need to encourage positive steps such as action on recruitment, retention, promotion and training paying specia attention to part-time, agency and migrant workers. 4. Ensure a members are Represented A our members rey on union support and shoud be represented when they are faced with probems at work. Issues may be coective and individua. You may be asked by the shop steward to assist as a union equaity rep in representing members facing discrimination. By representing members we ensure their rights are uphed and provide fu support in the process. This wi ead to members trust which is a great benefit to union organising and recruitment campaigns. It wi aso show empoyers our strength and commitment as an organisation. Remember, if you are approached directy by a member needing representation you need to contact the shop steward to arrange representation. As a union equaity rep, you are accountabe aongside other reps to the union members, and the branch, and must report back. 12 Unite Equaity Rep s Handbook

12 As a Union Equaity Rep, you can work with other reps to ensure the agreed procedures for deaing with discrimination and harassment, incuding Grievance and Discipinary procedures are fair, known, understood and foowed. When deaing with compaints of discrimination and harassment, the HDB(1) Report Form must be used (a copy is incuded in this booket) and: members must fee they can come to the union about harassment, discrimination and buying in confidence istening skis wi be used in interviewing the member the case wi be estabished fairy, recognising the aw and best practice a pan of action wi be decided with the member and reviewed grievance procedures wi be used and ega time imits foowed (where appropriate, tribuna preparation and hearings wi be taken into account) the member wi be represented by the union at the meetings the aim is to ensure the empoyer takes discrimination and harassment seriousy another UNITE representative wi be arranged when the aeged harasser is aso a UNITE member the HDB(1) Report Form wi be fied in and a copy sent to your Officer, Regiona Women s & Equaities Organiser and Nationa Officer for Equaities if in any doubt about your roe as a union equaity rep, pease contact your Regiona Organiser for Women, Race and Equaities For further information see UNITE Guide to Deaing with Harassment, Discrimination & Buying Unite Equaity Rep s Handbook 13

13 5. Equaity on the Bargaining agenda To get an idea of equaity in your workpace, use the equaity audit at the back of this handbook to hep you identify issues for the bargaining agenda. From istening to members issues and concerns and from this workpace equaity audit, you can identify equaity issues which need to be brought to the shop stewards attention. For exampe: Pay bargaining equa pay, age-reated pay rates, pay and progression at work for back, Asian and ethnic minorities Heath and safety women s heath, disabiity adjustments, heath screening, breast and cervica cancer, sicke ce and thaassemia Languages sign anguage, ESOL, interpreting, transating and basic skis Pensions women, part-timers, young workers, same sex partners Working time back, Asian and ethnic minority women, part-time, shift work and overtime aocation and fexibe working for those with caring responsibiities and as a disabiity access adjustment Training workpace and union education Dignity at work zero toerance to a forms of harassment Famiy poicies representing a famiies For more exampes of bargaining issues see the section 6 on Promoting Equaity for a Workers. 14 Unite Equaity Rep s Handbook

14 After highighting the issues from the resut of the audit, and discussing these with union shop stewards and members, the shop steward may invite you to assist with negotiating for new poicies and procedures or updating existing ones. There is egisation that puts a duty on empoyers in the pubic sector to prevent and eiminate discrimination at work. This sets minimum standards for you to negotiate over and above. Our union supports equaity in a areas, and it is vita to use this good practice in other industries and workpaces where UNITE organises so that you can get a better dea for your members. The next step is to ensure the resuts and the action pans foowing an audit are reviewed and monitored reguary. Members shoud be fuy invoved so that a issues are addressed. Equa opportunities Committees pay an important roe in this process. If you have any queries about your roe as a union equaity rep, contact your Regiona Women s & Equaities Organiser. For more information refer to UNITE guides and information on: Pay Up! Campaign Unite Action Pack Deaing with Harassment, Discrimination & Buying Famiy Friendy Rights Women s Heath, Safety and We Being at Work Race Equaity A Guide for Unite negotiators Disabiity Equaity at Work A Unite Negotiators Guide LGBT Equaity A Guide for negotiators Trans Equaity Briefing Age Discrimination Guide Reigion or Beief Guide Mode Equa Opportunities Agreements And the next section of this Handbook Keep Going. Unite Equaity Rep s Handbook 15

15 Keep going Promote equaity for: Women Back, Asian & ethnic minorities Disabed peope Young and od Lesbian, Gay, Bisexua and Trans workers (LGBT) Migrant and Agency workers Carers Ex-offenders Create a fairer working environment for a 6. Promoting Equaity for a Workers To have a fair working environment you shoud aim to win for a your members. This section highights key issues for members who are often under-represented and facing discrimination : women, back, Asian & ethnic minorities (BAEM), disabed, young, oder, esbian, gay, bisexua & transgender (LGBT), agency, migrant workers and ex-offenders. Women form amost haf the workforce, perform the major part of domestic work and chidcare. We sti have a pay gap between men and women and women are concentrated in ow paid jobs such as socia care, administrative and secretaria work, retai, food production and in ow paid, part-time work. When it comes to BAEM and disabed women they can face doube discrimination. 16 Unite Equaity Rep s Handbook

16 The good news is that more women are joining UNITE. With this strength behind you to tacke women s discrimination, Union Equaity Reps need to organise with other union reps to ook at: Famiy friendy poicies and fexibe working Job segregation Equa pay Women and pensions Women s heath Sexua harassment and vioence BAEM women Representation of women in the union Pease refer to: Together UNITE women s magazine and the Guide to Women s Invovement and Unite Women s Charter. We have come a ong way in regards to Race Equaity but we sti see discrimination and prejudice both at work and underrepresentation in the union. Peope from back and ethnic minority backgrounds are twice as ikey to be unempoyed. The pay gap is increasing and BAEM workers are more ikey to work in ow paid jobs in the service sector. Today we can see migrant workers, who make a great contribution to the economy, are either in tiedempoyment or end up in the ow paid sector with ong hours. BAEM migrant workers fare worse and it is harder for them to find we-paid jobs or even work in the first pace. To tacke race discrimination and promote equaity for BAEM workers, Union Equaity Reps need to organise with other union reps to ook at: Job segregation Lack of Progression Unite Equaity Rep s Handbook 17

17 Cutura and reigious needs Extended eave Racia harassment Racist anguage Migrant workers rights Heath screening BAEM women Pease refer to: Race Equaity A Guide for Unite Negotiators, Guide to Buiding BAEM Invovement and Race Forward Action Pack. Most Disabed peope deveop their disabiity during their working ife. We know that the rate of empoyment of disabed peope is rising but so is the number of disabed peope. However, it is sti the case that many disabed workers find themseves in ow paid, manua or part time work. It is a worry that those with menta heath probems or earning disabiities find it harder to find jobs. Often disabed peope face prejudice at the point of recruitment and workpace issues such as redundancy, agency working and ack of training affect them more. Fortunatey, disabed workers are more ikey to join a union and UNITE s disabed membership is increasing. In ine with UNITE poicy, Union equaity reps need to organise with other union reps to ook at: Disabiity access Workpace disabiity audits Reasonabe adjustments Disabiity harassment Disabiity eave Fexibe working 18 Unite Equaity Rep s Handbook

18 Heath and safety and disabiity equaity Accessibe transport Pease refer to: Disabiity Equaity at Work A Unite Negotiators Guide, Guide to Buiding Disabed Members Invovement and Stress and Menta Heath at Work. Age discrimination can affect anyone and most peope beieve that age discrimination is the most common form of discrimination. Looking at where most Young peope work for exampe in distribution, hotes and restaurants, we can see why pay is a vita bargaining issue. We are a too famiiar with young peope being abeed as unreiabe and disoya but the reaity is that they are often not given interesting and chaenging work or an opportunity to progress at work. When it comes to young women and BAEM workers, for them discrimination starts in their 20 s and it sets a pattern for the rest of their working ives. Union equaity reps need to organise with other union reps to ensure that young workers do not accept their experiences of bad empoyment practices as the norm, and that they are vaued members of UNITE taken seriousy and encouraged to buid greater invovement at work and in the union, through ooking at: Age-reated Pay Rates Hours Training Pensions Recruitment Heath and safety Buying of younger workers Young women & BAEM workers Unite Equaity Rep s Handbook 19

19 Pease refer to: Guide to Young Members Invovement and Age Discrimination Briefing We cannot escape the ongoing demographic changes and the fact that by 2020 amost haf the popuation wi be over 50. Yet, the age discrimination faced by oder workers continues and most unempoyed oder workers take a pay cut when they return to work. UNITE s aim is for everybody to be abe to retire and have security and dignity in retirement. Therefore, campaigning and negotiating for decent pensions is vita. However many workers have to continue working into their ate 60 s or beyond retirement for financia reasons and some do not want to retire when the empoyer chooses. So the issues of importance can incude recruitment for oder workers or part-time/fexibe working opportunities. Union equaity reps need to organise with other union reps to ook at how best to address age discrimination: Discrimination Pay and hours of work Pensions Heath Disabiity discrimination Oder women Oder BAEM workers Buying Training Pease refer to: Age Discrimination Briefing and Guide to Benefits for Oder Peope. Many assume that there are either none or ony a sma number of Lesbian, Gay, Bisexua & Transgender (LGBT) workers in our workpaces. But in reaity there are at east 1.7 miion LGB and 20 Unite Equaity Rep s Handbook

20 around 290,000 trans peope peope at work in the UK. Many workers do not know about this because due to fear of buying, harassment, dismissa, or ack of career progression many LGBT peope do not come out at work, and can fee very isoated. Union equaity reps can pay a very important roe in raising and highighting the issues affecting LGBT members whether anyone has come out in the workpace or not. We need to encourage empoyers to create a positive environment where peope fee safe, vaued and respected. Back and ethnic minority esbian, gay, bisexua & trans workers face doube discrimination as do disabed workers and LBT women, so by addressing women s equaity, race and disabiity discrimination you can pave the way for acting on equaity issues on sexua orientation and gender identity. Union Equaity Reps need to organise with other union reps to: audit poicies and procedures, work benefits and services tacke homophobia, biphobia, transphonbia and harassment ensure there are visibe practices forwarding equaity poicies on sexua orientation and gender identity Pease refer to : LGBT Equaity A Guide for Negotiatiors and Trans Equaity Briefing Agency workers have been expoited for many years, however, the Agency Workers Reguations 2010, now provides the right to equa treatment in reation to basic terms and conditions. Agency workers particuary incude young, migrant, disabed, oder and women workers in temporary jobs. The key issues for agency workers incude: pay, pension schemes, sick eave and pay, maternity eave and pay, heath and safety, hoidays and working time, as we as discrimination. Unite Equaity Rep s Handbook 21

21 Union equaity reps need to support organising agency workers into the union, and organise with other union reps to ensure agency workers: are paid as their permanent counterparts are not dismissed without foowing procedure have equa rights to pension benefits receive maternity, paternity, adoption and carers eave and pay receive sick and hoiday eave and pay have access to training and promotion, heath and safety and reasonabe adjustments become permanent after a negotiated period of service Pease refer to: Unite s The Case for Organising Agency Workers Dispeing the Myths and Unite Beginners Guide to the Agency Workers Reguation 2010 Migrant workers work in different industries and are often in jobs for which they are over quaified. Many work in ow skied jobs and appaing conditions. The main probems faced by migrant workers are: Low wages Iega deduction from wages Long antisocia hours Heath and safety Harassment and buying Discrimination against migrant women workers Tied accommodation Language 22 Unite Equaity Rep s Handbook

22 Union equaity reps need to support organising migrant workers into the union and organise with other union reps to ensure that migrant workers: receive the same pay and conditions as the rest of the workforce are not faced with racism where necessary, their earning needs are met Pease refer to : Migrant Workers Leafet and Migrant Workers Hepine and eafets in other anguages Many of our members are Carers ooking after their chidren, partners, parents or other famiy members. Low pay, hours, shift work, retention, promotion and stress are some of the key issues faced by carers. Union Equaity Reps need to organise with other union reps to ensure: adequate and suitabe fexibe working arrangements non-discrimination or harassment on grounds of caring responsibiities an audit of poicies and procedures a carers poicy is negotiated information, support and adjustments are in pace for recruitment, retention, promotion and for carers returning to work managers are trained and informed carers and the union are consuted Unite Equaity Rep s Handbook 23

23 Ex-offenders are faced with negative and distrustfu attitudes in society and in the word of work. Unfortunatey, it is common practice for many empoyers to dismiss or suspend ex-offenders, on many occasions on the basis of irreevant previous convictions and cautions. Whie recognising Empoyers responsibiity to carry out Standard and Enhanced Discosure checks for particuar jobs for exampe, working with chidren and vunerabe aduts and where nationa security might be at risk, some run, often iega checks on job appicants, and around 40% say when recruiting they wi excude ex-offenders regardess of the circumstances. Ex-offenders are discriminated against at recruitment eve, face unfair dismissa after Discosure, and often end up in ow paid and sometimes dangerous jobs. As union equaity reps your roe in organising with other union reps is to prevent discrimination on grounds of an unreated previous conviction and to encourage the empoyer to: show a commitment to the Discosure Code of Practice have a written poicy on recruitment of ex-offenders use the discosure information and procedures fairy train those invoved in recruitment Pease refer to: NACRO the argest charity in Engand and Waes focusing on prevention, offender management and resettement. If you need any information contact your Regiona Women s & Equaities Organiser. 24 Unite Equaity Rep s Handbook

24 7. Creating a Fairer Working Environment for A A the issues covered in this Handbook so far wi hep you to organise with other union reps to encourage your empoyer as we as your members to take equaity seriousy. With a the changes in the past few years and new egisation in pace, now is the time to seek change in the cuture at your workpace. Equaity proofing your workpace wi provide a heathy environment for a. From the union s point of view workers rights are impemented and your members are free from stress and i heath, harassment and buying and they can enjoy their work and progress in their jobs. From the empoyer s point of view, there wi be better productivity and output, ess absenteeism and the empoyer is ess ikey to face costy, time-consuming ega chaenges. UNITE has equaities rues to be foowed by a its members. That is why we have nationa and regiona Women s, BAEM, Disabed members, LGBT and Young members committees. We aso have a rue on minimum proportionaity which means the number of women and BAEM members represented on committees and at conferences shoud be at east proportionate to the number of women and BAEM members. To achieve equaity for your members at work and in the union you need to see what the union can and shoud do as we as ways you can encourage change. So you need to ook at the targets set by the Women s, BAEM, Disabed members, LGBT and young members committees: Organising and recruitment invove, inform, train and target women and BAEM members, disabed and LGBT members, young and oder members in organising and Unite Equaity Rep s Handbook 25

25 recruitment campaigns. Link up with nationa and regiona organising activities to ensure training is provided, and 100% and new organising are advanced with equaity on the agenda. Invovement and participation promote the representation and invovement of a members as shop stewards, branch secretaries, union officers and committee deegates; deveop and promote the union s equaity structures and encourage members invovement in these committees. Encourage members to get invoved in union education and networking within the union, incuding support groups, and making inks with other organisations by attending community events, meetings and conferences, inviting speakers. Bargaining ensure that by auditing, reviewing agreements, poicies and procedures, equaity issues are on the agenda in your workpace. Encourage women, BAEM, disabed, LGBT, young and oder members to become union reps and deegates to nationa, regiona and industria committees. Estabish a joint equa opportunities committee at the workpace. Work cosey with other union reps on bargaining issues and ensure equaity issues such as equa pay, famiy friendy, dignity at work poicies and decent pensions for a are on the agenda at a eves. Education and training work with the education department to ensure that genera equaity and specific courses such as women s and BAEM weekends are organised and a shop stewards and safety reps courses incude equaity. Ensure a union paid and ay officias are trained. Ensure that the education programme 26 Unite Equaity Rep s Handbook

26 is we pubicised. Monitor course participants on grounds of gender, race, disabiity, LGBT and age and tacke under-representation. Pubicity promote equaity materias such as guides and factsheets, posters and eafets. You may wish to produce workpace-specific newsetters and materias. Use the union s website to incude inks with reevant equaity organisatons. Ensure equaity issues and workpace wins are pubished in the union s journas. Ensure a UNITE pubicity materias refect women, BAEM, disabed, LGBT, young and oder members. Deveop invovement in nationa and regiona equaity events such as Pride, Internationa Women s Day, Back History Month and Disabiity History Month. Campaigns continue to support UNITE Women s, BAEM, Disabed members, LGBT and Young members committees in eading and being invoved in key campaigns with other unions and organisations such as Vioence against Women coaition, Searchight and Unite Against Fascism, Student Unions, Stonewa, Pensioners groups, Scope and TUDA, inks with oca trades union councis and Labour Parties, nationa and regiona TUCs, Scottish TUC, Irish CTU, Waes TUC. Deveop and initiate new campaigns to raise equaity issues such as LGBT History Month, Women Chainmakers Festiva. Buid internationa inks with other trade unions and through Goba Union Federations, European and Internationa TUC. Unite Equaity Rep s Handbook 27

27 These are some dates that you can organise regiona events to highight equaity issues January 27th Hoocaust Memoria Day February LGBT History Month March 8th Internationa Women s Day May 1st Internationa Workers Day 17th Internationa Day against Homophobia June 18th - 24th Carers Week Juy Pride Ray August 12th Internationa Youth Day September Women Chainmakers Festiva (ceebrating successfu minimum wage strike 1910) October Back History Month 1st Internationa Day of Oder Persons November 15th Internationa Day of Remembrance 22nd Nov - 22nd Dec Disabiity History Month 25th Internationa Day for the Eimination of Vioence against Women Commemorating the founding of Internationa TUC Equa Pay Day December 1st Word AIDS Day 3rd Internationa Day of Disabed Peope 18th Internationa Migrants Day For more information ook at: Encouraging Women s invovement in UNITE Nationa Women s Committee Campaigns Encouraging Back members invovement in UNITE Nationa BAEM Committee Campaigns Encouraging Disabed members invovement in UNITE Nationa Disabed Members Committee Campaigns Encouraging LGBT members Invovement in UNITE Nationa LGBT Committee Campaigns Encouraging Young members invovement in UNITE Nationa Young Member s Committee Campaigns 28 Unite Equaity Rep s Handbook

28 UNITE EQUALITY AUDIT CURRENT WORKFORCE This is an exampe of a basic form to conduct an equaity audit of the workpace and identify potentia discriminatory practices and issues to address. Number of Workers Grade Men Women Back, Asian & Ethnic Minority Workers Disabed Workers Aged 25 and Under Aged 50+ Part time workers Men Women Tota Tota % *An equaity audit needs to incude reevant information for your workpace. Therefore, you may need to add coumns to incude e.g. Migrant Workers, agency Workers, LGBT Workers or specific reigions. Unite Equaity Rep s Handbook 29

29 MONITORING RECRUITMENT, SELECTION, TRAINING AND PROMOTION This is an exampe of a basic form to monitor equaity in recruitment, seection, training and promotion and to identify issues to address. JOB/TRAINING APPLIED FOR NUMBER APPLIED NUMBER INTERVIEWED NUMBER APPOINTED/TRAINED M W BAEM D M W BAEM D M W BAEM D M = Men W = Women BAEM = Back, Asian and Ethnic Minorities D = Disabed 50 = Aged 50 or over 25 = Aged 25 or under 30 Unite Equaity Rep s Handbook

30 HDB(1) Stricty Private & Confidentia UNITE HDB(1) REPORT FORM FOR SHOP STEWARDS, UNION REPS AND OFFICERS TO REPORT CASES OF HARASSMENT, DISCRIMINATION AND BULLYING IMMEDIATELY Pease use the attached checkist and Unite support form when you interview the member 1. This is to report that I have been approached about a case of: Harassment Discrimination Buying Empoyer Branch 2. The case is on grounds of: Sex Race Disabiity Sexua Orientation Age Trans Reigion/Beief Other (pease give detais) 3. I have been approached by: The compainant The aeged harasser/buy Other (pease give detais) 4. The compainant invoved is a: Member Non-member The aeged harasser/buy is a: Member Non-member 5. The date of the aeged harassment, discrimination or buying was: 6. Action taken incuding detais of grievance taken through empoyer s grievance procedure 7. Have you advised the member of the Unite Listening Support Network Yes No 8. Proposed future action: Unite Equaity Rep s Handbook 31

31 MEMBER S DECLARATION I confirm that I have been advised that a 3-month time imit (ess one day) appies in a caim to the tribuna and that it is my responsibiity to ensure the tribuna time imits are respected (6 months in the Repubic of Ireand). I have aso been advised that in the United Kingdom it is necessary to raise a grievance through the empoyer s grievance procedure before entering a caim to a Tribuna. Signed: (member) Date : SIGNED: (shop steward/officer) NAME: TELEPHONE/MOBILE: ADDRESS: Pease now send a copy of this form to: 1. Your oca Unite officer 2. Nationa Officers for Equaities: Coette Cork-Hurst and Siobhan Endean coette.corkhurst@unitetheunion.org and siobhan.endean@unitetheunion.org at: Unite Equaities, 128 Theobads Road, London WC1X 8TN 3. Your Regiona Women s & Equaities Organiser North West Heen Osgood North East, Yorkshire Sue Poard & Humberside West Midands Nataia Stepnowska East Midands Maureen Scott-Dougas South West Karen Coe South East Mary Sayer London & Eastern Me Whitter Ireand Taryn Trainor Befast Dubin Scotand Eaine Douga Waes Beinda Robertson Pease see aso Unite Guideines for Deaing with Harassment, Discrimination and Buying 32 Unite Equaity Rep s Handbook

32 NOTES Unite Equaity Rep s Handbook 33

33 NOTES 34 Unite Equaity Rep s Handbook

34 NOTES Unite Equaity Rep s Handbook 35

35 UNION EQUALITY REPS ACTION PLAN Get ready Win support in your workpace and branch for union equaity reps Arrange to go on union equaity education Shop steward/officer to agree faciities for paid time off from the empoyer for union equaity reps Carry out an equaity audit as part of organising union members Get started Raise awareness of equaity issues Make sure members facing discrimination are represented Discuss getting equaity on the bargaining agenda Keep going Promote equaity for : Women Back, Asian & ethnic minorities Disabed peope Young and od Lesbian, gay, bisexua, trans workers (LGBT) Migrant and Agency workers Carers Ex-offenders Create a fairer working environment for a UNITE the Union, 128 Theobads Road, London WC1X 8TN Updated 2012