acas gender identity in the workplace

Found inside – Page 254ACAS , Religion or belief in the workplace EELO1 . ACAS , Sexual orientation and the workplace EEL02 . Maternity and parental leave Pregnant employees , married or unmarried , have several rights , such as the right not to be dismissed ... Found inside – Page 6Speaking at the launch of a new advisory booklet , Employing older workers , ACAS chief executive John Taylor said ... in their new identity – for example , a passport and a National Insurance number - but they had to disclose their gender ... Found inside[See workplace bullying.] sexual orientation refers to the sexuality of individuals and the nature of their sexual preferences, including those ofgays, ... Found insideThis book has the answers—in plain English—to every employer’s tough questions about the FMLA. Found insideMore alarmingly, perhaps, were gender differences in aspiration. ... OECD) aspire to work in STEM (Science, Technology, Engineering and Mathematics) roles, ... Found inside – Page 195Savage, B. (2007) Sexual Orientation and Religion or Belief Discrimination in the Workplace, London: ACAS. Scarman, The Rt Hon. Found insideCorporate strategies are nowadays considered critical in the promotion of gender equality in the workplace. Found inside – Page 24... legislation in the area of equal treatment between men and women , September 2003 • Letter to Brenda Roper at ACAS – re draft guidance on religion and belief in the workplace and on sexual orientation in the workplace , September 2003 ... Found inside – Page 194Supporting trans employees in the workplace. Acas Research Paper 04/17. Retrieved from http://m.acas.org.uk/media/pdf/6/f/ ... These are: an assessment questionnaire to be used with a standard substance use (or other service) assessment; a guide to help therapists use the assessment instrument; and a glossary of concepts and terms. Found inside141–157. Anderson, N. and Hughes, K.D. (2010). The Business of Caring: Women's Self-Employment and the Marketization of Care, Gender Work and Organization, ... Found inside – Page 397Guidance on Sexual Orientation in the Workplace and Guidance on Religion or Belief in the Workplace published by ACAS . 2. Where gender is of particular ... Found inside – Page 96London: Acas. Ainsworth, S. 2002. The “feminine advantage”: A discursive analysis of the invisibility of older women workers. Gender, Work and Organization ... Found insideBringing together international authors, this edited collection addresses the need for greater inclusivity within organizational policy and practice, in order to tackle both visible and invisible inequalities amongst employees. Found inside – Page 235... standards 202–3 marital status 202 sexual orientation 203–4 religiously motivated behaviour 197 religiously required behaviour 197 'undue hardship' 217 ... On cover and title page: Equality Act 2010 code of practice Found inside – Page 202 provided in the ACAS Guidelines Sexual Orientation and the Workplace ' which give the following example of direct discrimination contrary to the Regulations : Whilst being interviewed , a job applicant says that she has a same sex partner ... With brand new content on gig economy workers, supporting diversity in the workplace, individual and group policies and the need for greater transparency in the employer-employee relationship, this book is a comprehensive guide to the ... Found inside – Page 109... assist their organisations in moving forward on sexual orientation work. ... Religion and Belief in the Workplace, Report prepared for Acas and CIPD, ... Found inside – Page 176For example, choosing a mentor of the same ethnicity may be of more importance to an Afro-Caribbean lesbian above either gender or sexual orientation ... Found insideThe book presents a critical framework for assessing whether organisational practice and function reinforces unseen potential differences amongst individuals in the workplace. Found insideworkplace relations and employment law (www.acas.org.uk). ... e.g. about marital status, sexual orientation or gender identity. As reflected in the ACAS ... Found inside – Page 189By diversity of the workforce we mean the policies and practices to include in the ... heritage, age, gender, sexual orientation, gender identity and other ... Found inside... Sexual Orientation and Religion or Belief Discrimination in the Workplace, United Kingdom Advisory, Conciliation and Arbitration Service (ACAS) (2007), ... Found insideWritten by expert contributors, this Handbook explores the meaning and impact of employee voice for various stakeholders and considers the ways in which these actors engage with voice processes such as collective bargaining, individual ... The good news is destructive conflict can be reduced – but this is a sensitive issue, requiring managers to call on tried and tested techniques. Found inside – Page 401... relations/diversity/ageing-workforce-report Disability Visit the Office for ... from Acas: www.acas.org.uk/index.aspx?articleid=2064 The Gender Identity ... Found inside – Page 14Sexual orientation is often viewed as different to other equality strands in that employers feel they are intruding into people's private lives . ... Collecting reliable workforce data enables employers to uncover problem areas and then take action to improve and measure progress . ... To help encourage disclosure , Acas recommends that : " Staff should be told why the organisation wishes to collect the data ... Found inside – Page 252Bias in the workplace: Consistent evidence of sexual orientation and gender ... Retrieved March 22, 2016, from http://apo.org.au/files/Resource/ACAS ... Found inside – Page 96ACAS sets out how it can happen to men, women and people of any gender or sexual orientation. Equally, it can be carried out by anyone of the same sex, ... Seminar paper from the year 2009 in the subject Leadership and Human Resource Management - Miscellaneous, grade: B-, University of Derby, language: English, abstract: Outline the legislative framework for achieving equality of opportunity ... Found insideLondon: Acas. Acker, J. (1990) Hierarchies, jobs, bodies: a theory of gendered organizations. Gender & Society, 4(2): 139–158. Ackerley, B. and True, ... Found insideinvolvement in social provision should be gender impact-assessed and ... Research Paper: Evaluation of Early ACAS Conciliation 2015, available at ... Found inside – Page 412Acas (2007) Sexual Orientation and Religion or Belief Discrimination in the Workplace. London: Advisory, Conciliation and Arbitration Service (Acas). Found inside – Page 531ACAS (2016), 'Guidance', accessed 25 July 2016, ... Dietert, M. and Dentice, D. (2009), 'Gender identity issues and workplace discrimination: The ... Found inside – Page 390'Diversity, identities and strategies of women trade union activists'. Gender, Work and Organization, 7/4: 242–57. Colgan, F. and Ledwith, S. (2002). Found inside2009. Research Paper: Management Handling of Sexual Orientation, Religion and Belief in the Workplace. London: Acas. Din, Ikhlaq, and Cedric Cullingford. Found inside – Page 87References ACAS (2015) Code of practice on disciplinary and grievance ... first line supervisor identity work', Human Relations, vol 62, no 3, pp 379–401. Found inside... sexuality or sexual identity, disability, and so on, although there might ... and thus saving costs.70 A 2012 survey of workplace mediation found that ... Found inside – Page 94... Sexual orientation, gender identity, gender reassignment and employment (2019) The role of employment tribunals (2019) Working hours and time off work ... Found inside – Page 16Callers were told of Acas ' in - house workplace mediation training and referrals were made for Acas mediators to assist in ... packages covering the regulations on religion or belief and sexual orientation in the workplace during 2006/07 . Found inside – Page 132We also designed our experiments to investigate the effects of gender stereotypes and age ... Our hypotheses were such that identity-incongruent stereotyped ... A compendium of research studies from some of the most prominent researchers studying the dynamics of workplace flexibility in organizational psychology, sociology, and law. Found insideThis Handbook presents a forward-looking review of IO psychology's understanding of both workplace technology and how technology is used in IO research methods. 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