In 2015, MP David Cicilline (D-RI) introduced the Equality Bill, but it died in committee. Two years later, he reintroduced this important law on equality and discrimination against diversity, and once again it died in committee. Rep. Cicilline introduced the equality bill for the third time in 2019 and eventually passed it in the House of Representatives, but died on a Senate committee. According to the latest news, on February 18, 2021, MP Cicilline presented for the fourth time the law on equality. Once again, it was adopted in plenary. Currently, the bill (H.R.5, p. 393) is before the Senate Judiciary Committee. It is undesirable behaviour associated with a protected trait that has the purpose or effect of creating an intimidating, hostile, degrading, humiliating or offensive environment for someone or violating their dignity. Harassment can also be sexual in nature or occur because someone has harassed the victim and the victim rejects or submits to it, and that person treats the victim less favourably because of that rejection or submission. For more information on what harassment can represent, please see the company`s harassment and bullying policy, available from HOLP. As we have shown, your board has a lot of work to do when it comes to equality and diversity laws and codes. Your BoardEffect Board Management system is the ideal tool for storing information on equality and diversity laws.
With unlimited document storage and granular permissions, your board can access these and other documents at any time. The law provides a legal framework to protect the rights of individuals and promote equal opportunities for all. Public sector employers, including local authorities, schools, the civil service, the police and the NHS, have a specific legal duty of equality that applies in the performance of their public duties. This obligation does not apply to private companies that do not perform public tasks. Important diversity laws and codes of conduct are important issues to put on your nonprofit board`s agenda as they affect your board, employees, employees, donors, and stakeholders. The general principles of equality and diversity set out above in this Directive apply to persons with disabilities, whether they currently have a disability or have been disabled in the past. Prior to 1963, there were virtually no laws to protect people on the job from not being hired, retaliating against or harassing in the workplace, not being promoted, or being fired due to unique differences. The various laws that have been enacted since that time have probably made people feel more comfortable at work by providing legal protection. As an increasingly diverse group of medical laboratories within the national workforce, it is important to be aware of these laws.
Laboratory employers must ensure that they treat all workers fairly and equally and foster an environment that does the same to ultimately contribute to a happy and effective workplace.2 A more hostile environment could result in legal action that may be necessary if employees from one of these different and protected environments are treated unfairly. Do you know what an equality analysis (EA) is? Have you been tasked with filling out one? Are you developing a new strategy/project/policy/service or revising an existing strategy/project/policy/service? Are you organizing an office/building move for your employees/department? We all have a role to play in promoting equality and diversity. These principles of equality and diversity also apply to our relationships with our customers, business partners and visitors. We provide a brief overview of current diversity legislation and its impact on health and social services, education and the workplace in general. Diversity and inclusion practices allow for good discussions on not-for-profit boards. We ensure that all managers and supervisors responsible for managing employees, supervising client affairs and dealing with third parties receive appropriate training on equality and diversity. Explain the importance of accepting and embracing diversity in the lab. There should be no direct or indirect discrimination based on any of the protected characteristics listed in the company`s policy statement on equality and diversity (see above).