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National Guidelines in the United Kingdom - Workers' and Employers' Organizations Trade Union Congress (TUC) The TUC has produced a number of relevant guidelines: Positive Action Programmes: A TUC Guide Towards Equality of Opportunity for Women, 1981 The TUC issued a guide on how to mainstream and promote gender through a "positive action programme" in various areas of trade union activity such as trade union structure; collective bargaining and employment; education and training; and legislation and public policy. In particular, it urged the need to respond to issues relating to women’s participation in the labour market, equal pay and job segregation. The guide highlights the need to ensure equal representation of women within the trade union structure so that women’s issues are voiced in negotiating and positive action. It advises trade unions to identify the proportion of female membership and representation of female officials in the union as well as to analyse the barriers to the level of participation of female members. Where any discrimination or problems recognised in female membership and participation is identified, remedial action to overcome should them be taken. For example, organising meetings at appropriate times for women and providing childcare facilities at all levels of trade union meetings; ensuring a criteria for eligibility of officials include considerations for women; as well as establishing an equal opportunities commission within the trade union. The guide also recommends that trade unions press for equal employment opportunities in negotiations with employers. In particular, it suggests that an employer should commit to being an Equal Opportunities company with an equal opportunity employment policy and programme that is jointly managed by the employer and trade union. The guide also suggests specific measures that can be taken to promote equal opportunities, such as mainstreaming gender in human resources policies, increasing part-time opportunities and ensuring family friendly and flexible working policies. The TUC suggests a number of measures that can be taken to ensure equal opportunities for all students, male and female, in education and training at all stages. In the field of teaching, it recommends that teachers be trained and made aware of their responsibilities under the Sex Discrimination Act, 1975 and careers advisers be sensitised to equal opportunities to remove any bias from career materials and advice. In training, TUC recommendations include the establishment of unisex training courses where the proportion of female participation in training schemes remain low despite efforts to increase female membership. The guidelines advise that trade union negotiators and officials should be aware of the statutory provisions concerning sex discrimination, in particular the Sex Discrimination Act, 1975 and the Equal Pay Act, 1970. Activities in this area could entail investigating the implementation of statutory obligations by employers to eliminate job segregation and past discrimination. Charter for Equality for Women Within Trade Unions This is a charter for trade unions to use as a guide to promote gender within their individual internal structures. The Equality Stand is a mechanism by which discriminatory practices, on the grounds of gender, race or disability, are removed from Local Government’s provision of services and employment. The Standard recognizes the importance of mainstreaming equality. It uses a comprehensive and systematic framework of steps that are implemented to achieve this outcome. The Standard includes 5 steps, or levels. They focus on all aspects of policy-making, service provision and employment. The Standard has been fully implemented when all five levels have been achieved. The Standard recommends that each level then be monitored and audited to measure its success in equality mainstreaming. Implementing the Equality Standard Throughout the implementation process local governments will be able to assess their progress. The process is built on the principles of quality, leadership and community involvement. Therefore, its successful implementation requires the involvement of a number of sectors: Councillors will need to provide leadership and support, ensure resources are available, engage with the local community and to closely monitor the process. Trades Unions will be required to organize and participate in training, challenge existing cultures and traditions and to engage with the community Finally, community groups will be encouraged to work with the equality planning process. The five levels: Level 1: Commitment to a Comprehensive Equality Policy Level 2: Assessment and Consultation Level 3: Setting equality objectives and targets Level 4: Information systems and monitoring against targets Level 5: Achieving and reviewing outcomes Negotiator's Guidelines for Model Funding Conditions Relocated from Collective Agreements The guidelines recommend potential funders that equal employment opportunities should feature as a prerequisite for Funding conditions to applicant organisations. Negotiators of the Transport and General Workers Union (T&G) are to try to establish agreement with potential funders to ensure that they will fund only those organisations which meet specified standards in the employment of staff, and the provision of services. As a guide, the T&G stipulates certain Funding Conditions and recommends that, wherever possible, funders should be persuaded to provide models through which applicant organisations can be helped to comply. They should also be encouraged to provide training for Management Committees to assist them in the implementation of standards. In particular, it requires that applicant organisations include: "An Equal Opportunities Policy, including an introduction which links in other related policy areas such as Health and Safety, Discipline, Recruitment, Acting-up, etc; a policy statement of intent (example); the objectives of the policy (example); and the specific means by which the policy will be implemented through information and consultation procedures, training provision, designation of responsibilities, and proper monitoring/evaluation of structures, procedures and services; and Specific Codes of Practice on Anti-Racism, Anti-Sexism, Physical Access, Employment of ex-Offenders. Etc, each including detailed Statements of Intent." |
