Positive action means the steps that the Company can take to encourage people from groups with different needs or with a past record of disadvantage or low participation, to apply for positions within the Company.
Positive action means the steps that an education provider is allowed (but not required) to take to encourage people with a protected characteristics from groups with different needs or a past track record of disadvantage or low participation to access education.
Positive action means the approval, increase, or resumption of service such as increasing the amount of assistance or decreasing the fee level and copayment.
Examples of Positive action in a sentence
Positive action is different from positive discrimination which is illegal.
Positive action describes measures targeted at a particular group that are intended to redress past discrimination or to offset the disadvantages arising from existing attitudes, behaviours and structures.
Positive action will be taken to ensure that this policy is followed in all personnel practices, including recruitment, hiring, placement, upgrading, transfer, demotion, treatment during employment, rate of pay or other forms of compensation, selection for training, layoff, or termination.
Positive action measures can be used to counteract the effects of past discrimination so that people in such groups can achieve their potential.
Positive action strategies are intended to be temporary measures only.
More Definitions of Positive action
Positive action means the steps that an employer can take lawfully to encourage people from groups with different needs or with a past track record of disadvantage or low participation to apply for jobs. For example, an employer can use positive action where it thinks reasonably and on the basis of evidence that participation in an activity by people from BAME backgrounds is disproportionately low. In such a case, an employer can take proportionate action to enable or encourage participation.
Positive action means an evidence-based curriculum that uses a cognitive-behavioral approach, 12 to teach positive development for the physical, intellectual, social, and emotional areas of the individual.
Positive action means the steps that your employer can take to address the different needs or past track record of disadvantage or low participation of people who share a particular protected characteristic.
Positive action means the steps that an employer can take to encourage people from groups with different needs or with a past track record of disadvantage or low participation to apply for jobs.
Positive action means the steps that an employer can take to encourage people from groups with different needs or with a past track record of disadvantage or low participation to participation to take up training, development, promotion or transfer opportunities.
Positive action means the steps that an employer can take to address the different needs or past track record of disadvantage or low participation of people who share a particular protected characteristic. Equality law says that an employer has to go through a number of tests to show that positive action is needed. The tests say that the steps an employer is allowed to take as part of positive action must: • be related to the level of disadvantage that exists • not be simply for the purposes of favouring one group of people over another where there is no different need or disadvantage or under- representation in the workforce. An employer must not have a blanket policy or practice of automatically treating people who share a protected characteristic more favourably than those who do not have it in the way that they manage them. They must look at whether it is needed for a particular group in a particular situation. To avoid legal pitfalls, however, authorities need to be sure that the group targeted by the positive action is under-represented and are advised to consult their legal advisers before implementing their proposals. Equality and diversity awareness training should be available to all employees and arrangements made to ensure that they can participate fully. PAY, GRADING AND CONDITIONS OF SERVICE Aim Pay, grading and conditions of service negotiations at both national and local level, should seek to ensure consistency, transparency and equality. NJC guidance on pay and grading reviews, equal pay auditing and equality impact assessing is set out in Parts 4.9, 4.10 and 4.11.