Positive Action is not to be undertaken with the intent to punish, but rather to enable employees to learn from their mistakes and improve performance without diminishing the employees’ self-esteem.
Positive Action. The Parties commit to positive action, including education, training, and early resolution of conflict, to prevent discrimination and harassment in the workplace and to mitigate its ef- fects.
Positive Action. 13.1 Positive action aims to enable existing or potential new employees to overcome or minimise disadvantages arising from a protected characteristic, reduce their under- representation in the workforce, and meet their particular needs.
13.2 Positive action measures are permitted where there is evidence of disadvantage, different needs or disproportionately low participation in relation to a protected characteristic, such as may be reported as a result of the equality analysis described in Section 7 above.
13.3 Positive action, allows the College to: target training at particular groups that are under-represented in a particular area of work; encourage applications from groups that are under-represented through targeted advertising; or provide support and mentoring to meet particular needs, such as to support an employee who has undergone gender reassignment.
13.4 Positive action strategies are intended to be temporary measures only. They must be kept under regular review, and they cannot be used once the disadvantage is removed, the particular needs have been met, or if underrepresentation no longer exists.
Positive Action. Positive action aims to enable existing or potential new employees to overcome or minimise disadvantages arising from a protected characteristic, reduce their under-representation in the workforce, and meet their particular needs. Positive action measures are permitted where there is evidence of disadvantage, different needs or disproportionately low participation in relation to a protected characteristic, such as may be reported as a result of the equality analysis described in Section 7 above. Positive action, allows the College to: target training at particular groups that are under-represented in a particular area of work; encourage applications from groups that are under-represented through targeted advertising; or provide support and mentoring to meet particular needs, such as to support an employee who has undergone gender reassignment. Positive action strategies are intended to be temporary measures only. They must be kept under regular review, and they cannot be used once the disadvantage is removed, the particular needs have been met, or if underrepresentation no longer exists.
Positive Action. 5.1 As set out in the General Statement, positive action measures are permitted where the conditions set down in legislation are met.
5.2 Statements in advertisements, and the appropriate placement of advertisements, can encourage people from under-represented groups to apply.
Positive Action. Program implementation must be in alignment with the approved Action Plan and Budget submitted by the Contractor in response to HCA RFA #3882. This includes the approved program(s), dates and timelines, scope, dosage, Target Audience(s), leadership, and responsible parties.
Positive Action. Positive action aims to enable existing or potential new employees to overcome or minimise disadvantages arising from a protected characteristic, reduce their under-representation in the workforce, and meet their particular needs. Positive action measures are permitted where there is evidence of disadvantage, different needs or disproportionately low participation in relation to a protected characteristic, such as may be reported as a result of the equality analysis described in Section 7 above. Positive action, allows the College to: target training at particular groups that are under-represented in a particular area of work; encourage applications from groups that are under-represented through targeted advertising; or provide support and mentoring to meet particular needs, such as to support an employee who has undergone gender reassignment. Positive action strategies are intended to be temporary measures only. They must be kept under regular review, and they cannot be used once the disadvantage is removed, the particular needs have been met, or if underrepresentation no longer exists. Responsibilities Corporations should aim to ensure that they have a balanced membership that represents the different protected characteristics. Members of the Corporation are responsible for ensuring that: They are aware of the College’s statutory responsibilities in relation to equality, both as an employer and as a provider of education and services. The College is meeting the pubic sector equality duty. The College’s strategic plan includes a commitment to equality. Equality training features as part of the College’s strategic plan. They receive and respond to equality monitoring information. The College is meeting its objectives in relation to equality.
Positive Action. HIRING SALARIES TRAINING PROMOTIONS
Positive Action. Although it is unlawful to discriminate in favour of certain groups on the grounds of race or sex, positive action to enable greater representation of under-represented groups is permitted by law and the appropriateness of such action will be kept under review. Clients The firm is generally free to decide whether to accept instructions from any particular client, but any refusal to act will not be based upon the race, colour, ethnic or national origins, sex, creed, disability or sexual orientation of the prospective client. As above, equality is promoted in accordance with the relevant statute. Barristers
