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Notes

1. See S 47 and 48 of the Sex Discrimination Act 1975, and S 6,35,36,37 and 38 of the Race Relations Act 1976.

2. Free leaflets about various aspects of the Act may be obtained by telephoning The Stationery Office on 0870 600 5522.

3. For further information see the Acas Advisory booklet - Delivering Equality and Diversity.

4. The Directory of Business Link operators can be contacted on 0845 6009006.

5. The local  can give details of availability.

6. Further information on the formation of a human resource plan is available from the J Bramham and P Reilly books listed in the Suggested Further Reading list.

7. Age Diversity at Work: a practical guide for business is available from the Department for Work and Pensions tel 08457 330360 or visit www.dwp.gov.uk/age-positive/

8. Competencies is a term used to describe 'all the work-related personal attributes, knowledge, experience, skills and values that a person draws on to perform their work well' (Gareth Roberts, Recruitment and Selection: a competency approach, IPD 1997).

9. Further advice and Codes of Practice can be obtained from the Equality and Human Rights Commission at www.equalityhumanrights.com/

10. For a good definition and examples of competency-based person specifications see Gareth Roberts, Recruitment and Selection: a competency approach IPD 1997.

11. The Code of Practice on Equal Pay is available from the Equality and Human Rights Commission at www.equalityhumanrights.com

12. See Acas Advisory booklet - Pay systems  for further information on avoiding discrimination in pay rates.

13. The Acas Advisory booklet - Personnel data and record keeping gives two examples of application forms, one suitable for management or specialist jobs, the other suitable for junior clerical or manual jobs. These can provide a basis for adaptation to suit your organisation.

14. An ex-offender may withhold details of criminal convictions when applying for a job - depending on the job, the offence and the time since conviction. For further information see A Guide to the Rehabilitation of Offenders Act 1974, available from the Stationery Office. The Police Act 1997 allows for employers to check applicants for certain types of work.

15. For full information on the Data Protection Act 1998 write to Publications, Information Commissioner's Commissioner's Office, Wycliffe House, Water Lane, Wilmslow, Cheshire SK9 5AF Information line 01625 545745.

16. The Health and Safety Executive Infoline is on 01787 881165.

17. The Codes of Practice published by the Equal Opportunities Commission and the Commission for Racial Equality both contain guidance on selection testing.

18. For further information see the Chartered Institute of Personnel and Development Key Facts onPsychological testing and the IPD Guide on psychological testing.

19. This definition, and a good description of Biodata, is to be found in Personnel Selection: adding value through people by Mark Cook (see Suggested Further Reading).

20. A Guide to the 1998 Data Protection Act is available from the Office of the Information Commissioner, Wycliffe House, Water Lane, Wilmslow, Cheshire SK9 5AF Information line 01625 545745.

21. The Health and Safety (Young Persons) Regulations 1997.

22. The Management of Health and Safety at Work Regulations 1992.

23. Acas' Equality can be contacted via your local Acas office or by calling 0300 123 1100.

24. The Management of Health and Safety at Work Regulations 1992. The appointment of health and safety assistants, advisers or departments does not absolve an employer from responsibilities for health and safety law. These health and safety advisers are (usually) different from TU or employee representatives or safety representatives.

25. The risk assessment will help identify information which has to be provided to employees under specific health and safety regulations, as well as any further information relevant to risks to employees' health and safety. Relevant information on risks and on prevention and protective measures will be limited to what employees need to know to ensure their health and safety. Information on emergency arrangements (eg fire, bomb, evacuation) must be provided to employees, along with the identity of staff nominated to assist in the event of an evacuation.

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