Diversity Revolution

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Smile..even when it’s not World Happy Day!

world happy day

Smile…it’s World Happy Day!

Smile. World Happy Day, is a reason to be cheerful despite what may be going on in some darker corners of the world.

To celebrate thousands of people will try to spread a little good cheer by sharing their views on Happy, a short movie examination of the emotion from Oscar nominated director Roko Belic.

The film is listed for screening at 600 venues across 60 countries on every continent.

Happiness does make life better, says Belic.

If you are happy, you are likely to live longer, enjoy better health, care for your environment and are less likely to involve yourself in crime.

Happy people also bring big benefits to their communities by helping others and finding more creative solutions to problems.

“Our goal is for people all around the world to come together, on the same day, start the conversation about happiness and begin to live happier, more fulfilling lives,” said Belic.

Action for Happiness, a movement passionate about creating a happier society is showing the film in the UK. The group has 20,000 members who take practical action to make happier communities, families, schools and workplaces.

Mark Williamson, director of Action for Happiness said: “Happy is a wonderful film that had people laughing out loud, moved to tears and spontaneously applauding when we screened it in London recently.

“World Happy Day is a unique global event where people in local communities all around the world will connect and be inspired to help build happier lives and communities.”

Groups affiliating with Action for Happiness are springing up all over the country, with activities, events and workshops aimed at making people feel better ranging from laughter clubs to meditation.

“Small things can cause big positive changes, so choose one of our 10 actions and make it happen,” says the group’s web site.

For more information about the Happy movie and Action for Happiness go to [link http://www.actionforhappiness.org/ ]

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A smile and kind words makes work a better place

A smile is all it takes to make the work place better, according to a new study.

Someone just being nice with a smile and a few kind words is enough to improve the way many people feel, says the Feel Good Factor Index published by PruHealth.

Although spending time with family and friends ranks highest, doing a kind deed for some else, job security and being recognised for achievements at work are all important for someone’s wellbeing.

The study reinforces the view that most people are at their happiest when they have the right work-life balance.

The survey asked more than 2,000 people what made them happy – top of the list was spending time with family and loved ones (56%), followed by sharing in their achievements (36%).

Someone being nice or smiling took third place (27%).

The other results were:

  • Taking a walk on a nice day (24%)
  • Getting a good night’s sleep (24%)
  • Doing something for someone else (17%)
  • Job and financial security (17%)
  • Time with pets (13%)
  • Nights out (13%)
  • Keeping fit (12%)
  • Finding a money saving deal (11%)

Dr Katie Tryon, health and wellbeing expert at PruHealth, said: “It would be great if everyone could smile at someone today and get the warm glow from knowing you’ve made someone happy.

“It’s really important for our physical and mental wellbeing to feel good, and as our index shows there are many inexpensive ways to get that feeling, including taking time out to go for a walk.”

The over 55s had the best outlook on life – with 62% opting for a ‘glass half full’ approach and only 12% confessing they were pessimists.

Many of the people surveyed admitted they succumbed to guilty pleasures, with one in four disclosing they enjoyed slobbing in front of a movie on the TV while munching a pile of chocolate.

The findings showed the biggest treat was time off work on holiday.

This article  is filed under: Gender,  Discrimination, Diversity, emotional intelligence, Leadership, Minorities, women, mothers faimly work-life balance
Do you want more than what Equality Training or Diversity Training Courses can deliver? See Diversity at Work in the workplace http://www.diversityleaders.org/our-services/training-a-events
For more content Diversity Leaders Magazine http://paper.li/diversitylead/1308375628 Key topics : Leadership, Discrimination, Diversity

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85% of mentally ill complain of discrimination

 

Mental health issues are still a stigma with people discriminating against sufferers, according to the latest government statistics.

Tolerance of those suffering mental health problems is improving, although significant numbers still have fear and uncertainty over the condition.

The Health and Social Care Information Centre, part of the NHS, has conducted the study each year since 1994.

Significant changes

Some significant changes in that time include:

  • The percentage of people agreeing that ‘Mental illness is an illness like any other’ increased

from 71% in 1994 to 77% in 2011.

  • The percentage saying they would be comfortable talking to a friend or family member about

their mental health rose from 66% in 2009 to 70% in 2011.

  • The percentage saying they would feel uncomfortable talking their employer about their

mental health was 43%, compared to 50% in 2010.

Other highlighted findings for 2011 include:

  • 25% of respondents agreed ‘Most women who were once patients in a mental hospital

can be trusted as babysitters’.

  • Agreement that one of the main causes of mental illness is a lack of self-discipline and willpower stands at 16%.
  • The percentage of people saying that locating mental health facilities in a residential area

downgrades the neighbourhood stood at 17%.

Stigma and discrimination

Two new questions about stigma and discrimination were asked in 2010 and repeated this year:

  • Whether people with mental illness experience stigma and discrimination nowadays, because of their mental health problems;
  • Whether mental health-related stigma and discrimination has changed in the past year.

“Overall, 85% respondents in 2011 said that people with mental illness experience stigma

and discrimination,” said the report. “ Half (50%) said they experience a lot of discrimination, and a further 35% that they experience a little discrimination. There was no significant change in responses to this question from 2010 to 2011.

“Around a half of respondents (48%) in 2011 said that mental health-related stigma and

discrimination has not changed in the past year. Again there were no significant changes in responses to this question between 2010 and 2011.”

A copy of the report and datasets are available from [LINK: http://www.ic.nhs.uk/pubs/attitudestomi11]

What is diversity? See http://www.diversityleaders.org/our-services/what-is-diversity

Do you want more than what Diversity Training can deliver? See Diversity at Work in the workplace http://www.diversityleaders.org/our-services/training-a-events

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Give your views on how equality is working

 

Equality and diversity managers have their chance to influence government policy as part of David Cameron’s red tape challenge to slimline bureaucracy.

The government is seeking views on how equality legislation is working – and what, if anything, can be changed to improve the law.

The Equality Act 2010 is umbrella legislation that replaced nine major statutes and around 100 sets of regulations aimed at making diversity management easier for business and public sector organisations.

Equalities Minister Lynne Featherstone said: “The Equality Act is here to stay. Fairness and opportunity for all remain at the heart of government. But there is always more we can do to ensure that business is not being strangled by red tape.

Unnecessary rules

“This government is committed to economic prosperity and reducing unnecessary rules and regulations. We want to hear from individuals, businesses, public sector organisations and voluntary and community organisations about how the act is working in practice.

“We want to know whether the act could be simplified, better implemented, or if certain provisions should be dropped or amended, or whether it should be kept exactly as it is.”

For more about the red tape challenge and how to respond, go to http://www.redtapechallenge.cabinetoffice.gov.uk/home/index/

One major change was implemented by Home Secretary Theresa May when she scrapped gender pay reporting measures under section 78 of the act. The government is urging businesses to publish the data voluntarily instead.

Meanwhile, Director of People and Policy at BT, Caroline Waters, has taken up the post as equality champion tasked with mediating the easing of legislation between the government and industry.

Deadline for consultation

The clocking is also ticking on government consultation about reforming the Equality and Human Rights Commission, with the deadline for submissions is June 15, 2011.

The consultation and forms for response are available for download from http://www.equalities.gov.uk/default.aspx?page=1789

EHCR has already published a short response – promising a more detailed document will follow.

The EHRC view is that the government is right to examine the early progress of the commission, but some of the current proposals for change may run counter to equality policy and a broader approach to deregulation and decentralisation.

Do you want more than what Diversity Training can deliver? See Diversity at Work http://www.diversityleaders.org/our-services/training-a-events

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Finding an accessible home online

 

A new web site promises to open doors for the disabled looking for a place to live or holiday that suits their needs.

The Accessible Property Register [LINK: http://accessible-property.org.uk/] is a new venture that has around 40,000 visitors a month looking for accommodation with easy access.

Run by Conrad Hodgkinson and Dr Christine Barton, a couple from Sheffield, the site lists homes for rent and sale all over the UK.

As a wheelchair user, Dr Barton can empathise with many browsing the site for a home.

The web site has developed in to a one-stop shop advertising adapted homes and holiday accommodation with adapted or wheelchair access.

Private and social housing properties are listed for sale and rent.

Easy to access homes

“Estate agents sometimes seem to think adaptation will put people off so they suggest, sometimes subtly, sometimes not so subtly, removing them or ask people not to mention them,’’ said Mr Hodgkinson.

“Increasingly we have estate agents coming to us saying there’s a wheelchair-accessible property available and we’d like to advertise it with you.”

Unlike many property web sites, The Accessible Property Register details enhancements for the disabled.

To meet the web sites strict ‘accessible’ property definition, all listings meet the following conditions:

  • Off-street or unrestricted on-street parking
  • No steps between the closest parking and property entrance
  • Level or ramped access to at least one entrance
  • Level access to all main living rooms
  • A WC on the same level as the entrance

Wheelchair-friendly

Other factors considered to make a property easier to use for someone in a wheelchair or suffering a physical problem include:

  • Entrance level bath or shower
  • Adapted bathroom with features like an electrically-operated seat, walk-in bath or fixed handrails
  • Adapted kitchen with lowered working services and appliances
  • Wider-than-standard doorways
  • Stair\wheelchair lifts to upper floors
  • Fixed or tracking ceiling hoist
  • Environment or SMART controls
  • Intercom and remote door opening
  • Supported living

Most advertising is free, although some charges are involved if homeowners need help with posting their property details online.

Around 460 properties are advertised for sale or rent in the UK and some overseas locations. property listings include holiday lets as well as permanent homes.

What is diversity? See http://www.diversityleaders.org/our-services/what-is-diversity

Do you want more than what Diversity Training can deliver? See Diversity at Work in the workplace http://www.diversityleaders.org/our-services/training-a-events

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Employers focus on ‘retiring’ older workers

 

One in four employers is retiring older workers who they would normally let work on because of concerns about keeping staff on after the default retirement age is scrapped.

Among the latest is Sheffield Teaching Hospitals NHS Foundation Trust, which has written to 203 staff aged over 65 to tell them their contracts would expire in October.

Letters were sent on March 31, a week before the default retirement age of 65 years old was abolished.

The trust said the decision was not taken lightly, particularly in light of the service given to the hospital by some of the employees who are being forced to retire, but added that they were following a policy where if a post was no longer required, the employee would automatically be retired.

450 older workers lose jobs

Meanwhile, a study of 157 organisations by The Age and Employment Network (TAEN) shows that 70% of employers will let retire when they wish.

But the the findings also highlighted a quarter of employers are targetting older employees in the transitional period before the default retirement age is finally abolished on October 1.

Including those losing their jobs in Sheffield, this affects around 450 employees in 42 private and public sector organisations.

Employers review retirement changes

The report also disclosed some other findings:

  • A third of employers have not decided post-default retirement age policy
  • Around one in four (38%) of employers are reviewing other policy areas for amendment as a result of retirement law changes
  • A quarter (23%) have reviewed or changed performance management and reviewed capability procedures, while 17% have reviewed pensions and benefits
  • 12% have reviewed or changed succession planning
  • At 31% of employers, managers discuss retirement plans with workers and 33% plan to introduce similar discussions.
  • 31% will train managers on how to discuss retirement plans with employees

TAEN is an independent, not-for-profit that monitors and campaigns for older workers’ rights.

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BBC slammed for diversity failings

The BBC needs to switch on to the real world instead of portraying Christians as ‘derogatory stereotypes’ and marginalising older women.

This indictment of the broadcaster’s diversity policy is even more damning as the main critics are viewers and the BBC’s staff.

Many believe the organisation goes too far in representing minority views, with positive discrimination affecting recruitment and too much time spent concentrating on ‘tokenism’ and diversity ‘box ticking’.

The results of a diversity study carried out by the BBC were leaked by the Daily Mail. The report was compiled form a survey of 4,500 people.

The research repeatedly slammed the BBC over depictions of Christians on TV.

Derogatory stereotypes

Many respondents claimed the BBC was anti-Christian and poorly represented Christianity.

“Christians are specifically mentioned as being badly treated, with a suggestion that more minority religions are better represented despite Christianity being the most widely observed religion within Britain,” said a quote from the report.

Others said:

  • “As a Christian I find that the BBC’s representation of Christianity is mainly inaccurate, portraying incorrect, often derogatory stereotypes.”
  • “Seldom do we find a Christian portrayed in drama, and when we do, it is usually a “weak” person or a “bigot”

A recurring criticism was soap storylines lacked pro-Christian themes but often showed the faith in a poor light.

Doomed to fail

In many ways, the BBC is doomed to fail whatever minority group or religion is portrayed in programmes, as the content often generates complaints from other minorities or faiths.

The study also highlighted that many viewers were concerned at the treatment of older women, who were often shown as feeble and unable to lead a normal life.

Others moaned that the organisation is tainted politically as left-wing or too liberal..

A BBC spokesman said: “We have strict editorial guidelines on impartiality, including religious perspectives, and Christian programming forms the majority and the cornerstone of our religion and ethical output.”

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Health and safety ruling is a smoking gun for employers

Health and safety ruling is a smoking gun for employers

Employers who have relied on the defence against compensation claims that risks to health were within ‘safe levels’ need to revisit their health and safety policies.

Following a Supreme Court ruling that there is no low level for safe exposure to asbestos, the question is what other fatal dangers might lurk in the workplace.

Many health risks are – or should be – reasonably obvious and are quickly detected as the symptoms rapidly present themselves.

Asbestos was different – a silent killer that could take 30 years or more to painfully torture a victim to death.

The Supreme Court held that the responsibility for death lay with anyone ‘materially increasing the risk of the victim contracting the disease’.

The judgement was made in the case of Dianne Willmore, 49, of Wrexham, who died in 2009 after exposure to asbestos while a school pupil in the 1970s. Her family was awarded £240,000 compensation against her local council in Knowsley, Merseyside, for negligently exposing her to the killer dust.

The wider problem highlighted by the case is how does an employer safeguard against a risk that may not present itself as injurious or fatal for the best part of a lifetime?

Passive smoking is one condition that can slip in to this category as a smoking gun.

An employment tribunal case highlighted that risk should not only be assessed for the able-bodied but also employees who may have less obvious health conditions.

In the case, the tribunal heard that although workplace smoking was outlawed in 1997, the ban was lax at a community centre were Karen Whitehead worked. Her colleagues routinely smoked around her, even though she suffered from asthma.

She was sacked after taking 16 days off sick out of just 45 days working at the centre.

She was awarded £17,000 compensation for unfair dismissal even though she had worked for her employer for less than the normal 12 months because she was registered disabled because of the asthma.

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Dual discrimination rules scrapped in Budget

Dual discrimination rules scrapped in Budget

Scrapping dual discrimination rules was among a raft of measures to cut red tape for business announced in the 2011 Budget by Chancellor George Osborne.

The rules were introduced by the Equality Act 2010 but remained on the statute book waiting to start on April 6.

Dual discrimination regulations would have let people who felt they had a discrimination case under two ‘protected characteristics’ to launch a combined claim. The characteristics include race, religion, belief, gender and sexual orientation.

Groups and charities working with minority individuals slammed the move.

Richard Hawkes, chief executive of disability charity Scope said: “This Budget won’t help the government to deliver on its commitment to support disabled people. It is undermining the Equality Act by delaying the dual discrimination clauses. This shows questionable support of disabled people in employment and in everyday life.

Businesses get a free pass from new rules

“The Equality Act is hugely important to disabled people and has already been through a rigorous process to become legislation. Why are we hitting the pause button yet again when it comes to giving disabled people the protection and confidence they need to contribute to society?”

Consultation has also opened on the best way to remove the “unworkable” Equality Act 2010 requirement calling on employers to prevent harassment of their staff by third parties.

The Chancellor claims deregulation will save businesses around £350 million as firms with 10 or less employees were given a three-year moratorium on complying with new rules.

Alongside the Budget rule changes, the government has also indicated that a review of European Union regulations and directives considered ‘burdensome’ is under way.

This includes looking at EU proposals to give 20 weeks maternity leave and two week’s paternity leave on full pay that is likely to cost UK businesses around £2 billion a year.

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Spending cuts spark equality act challenges

Spending cuts spark equality act challenges

Council spending cuts that impact on minority or disadvantaged groups may face diversity law challenges from special-interest groups.

Lawyers from the Royal National Institute of Blind People (RNIB) have already demanded equality assessment papers from councillors in Stoke-on-Trent in a row over scrapping a £13,600 a year subsidy.

The money helps the RNIB run a door-to-door Talking Books scheme for 173 blind and partially-sighted people in the Staffordshire city.

The council decided to stop the subsidy last year and the cash runs out on March 31, 2011.

RNIB legal policy officer Paul Hackney has written to the council urging a rethink and pointing out the charity believes the council has breached the Equality Act by failing to consult people using the 18,000-title audio book service.

From April 1,2011 the blind and partially sighted will have to pay £82 a year for the service or make do with deliveries of a reduced selection of audio books from the city’s Homelink library service.

The RNIB’s letter says: “For many Talking Books subscribers, Homelink will be inadequate.

“The Homelink service does not allow people to choose their own books, it will not offer enough titles, the format and quality of the recording will cause difficulties and the service will be unable to cope with demand.

“The council has failed to consult service users before withdrawing the service. The individual contact made with affected individuals was not consultation but merely informed them of the decision.

“We believe that blind and partially sighted people forced to access the council’s library services through the Homelink service are being placed at a substantial disadvantage.
If blind and partially sighted people wish to access a library service which more closely approximates the service offered to sighted readers they will have to pay for it.”

A Stoke City Council spokesman said: “Financial pressures have affected our support for the RNIB’s Talking Books service, but this decision wasn’t taken lightly and the equality impact of the decision was considered.”

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