Urban UK Directory 07/08 by The Diversity Group

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Urban Publishing Ltd. have made every effort to ensure that the information provided within this directory is accurate. Under no circumstances whatsoever will Urban Publishing Ltd. Accept liability for any error in, or omission of, any entry, whether relating to spacing, artwork, position, wording or contact details. No part of this publication may be reproduced, scanned, or transmitted in any form or by any other means, electronic, photocopying or otherwise without the express permission of the publishers, Urban publishing Ltd. Copyright ÂŠ 2007 Urban Publishing Ltd. All rights reserved

Foreward Welcome to the first edition of the annual Urban UK Directory produced by Urban Publishing Ltd. The Directory has been developed in line with our mission statement for all to be united as one race â&#x20AC;&#x2DC;The Human Raceâ&#x20AC;&#x2122;. The purpose of the Directory is to eliminate barriers to employment through reassuring people from all backgrounds that there are organisations offering an equal and fair chance, thus encouraging people to pursue careers, education and training regardless of age, disability, gender, race, sexual orientation, religion or belief and ultimately for the workforce of organisations to reflect the society in which they operate. It is our vision for everyone to have a fair and equal chance in society. We would like to say a big thank you for the support of those organisations included in this Directory, actively promoting diversity and would like to wish them every success and look forward to working together in the near future for our shared concern for social inclusion nationwide. Many Thanks

P Sesay - Smith Paul Sesay Smith Managing Director

The all new CEHE and Comission for Equality and Human Rights The Commission for Equality and Human Rights (CEHR) will take over the three existing commissions and acquire new responsibilities to promote other aspects of equality and human rights, all in one organisation. The government's proposed date for this is late 2007.

Further information will become available about the transition throughout 2006 and 2007. To find out more visit the CEHR transition website.

Sex Discrimination and Equal Pay Acts This is a brief summary of the Sex Discrimination Act and Equal Pay Act, the rights they give people, and how to make a complaint under these acts.

The Sex Discrimination Act (SDA) came into force in 1975. The Equal Pay Act (EPA) took effect in 1975. Each act has been amended a number of time since they came into force.

What do the acts say? The SDA makes it unlawful to discriminate on the grounds of sex. Specifically, sex discrimination is not allowed in employment, education, advertising or when providing housing, goods, services or facilities. It is unlawful to discriminate because someone is married, in employment or advertisements for jobs. It is also unlawful to discriminate in the employment field on the grounds of gender reassignment, or pregnancy and maternity. Harassment in employment, vocational training and further education is also specifically prohibited. The EPA says women must be paid the same as men when they are doing equal work and vice-versa

What is the EOC? The Equal Opportunities Commission was created by Parliament in 1976. We have three main tasks:

working to end sex discrimination

promoting equal opportunities for women and men

§ reviewing and suggesting improvements to the Sex Discrimination Act and the Equal Pay Act. The EOC does not deal with discrimination on the basis of race, age, disability or other grounds.

What are my rights? Employment Employers must not discriminate against you because of your sex or because you are married, because you have undergone (or intend to undergo) gender reassignment or because of your pregnancy or maternity leave. Harassment at work is also unlawful. This applies to recruitment, your treatment in your job, chances for promotion and training, dismissal or redundancy. Employers must not label jobs 'for men' or 'for women' except in some very special circumstances: a person's sex can be considered a 'genuine occupational qualification' in jobs such as acting or for reasons of privacy and decency.

Equal Pay Employers must not discriminate against you on the basis of sex, in relation to your pay. For example, if you and another colleague of the opposite sex are doing the same job but you are paid less then you have a right to equal pay – unless the employer can show there is a genuine reason for the pay difference which is not based on sex.

Education Co-educational schools, colleges and universities must not discriminate in the way they provide facilities or in the way they admit students. For example, all students should have equal access to the National Curriculum. The careers service must not discriminate between boys and girls in the way they provide advice and assistance. Single-sex schools may restrict admission to boys or girls, but they must not restrict the types of subjects they teach as a result.

Housing, goods, facilities, and services With a few exceptions, no one providing housing, goods, facilities or services to the public may discriminate against you because of your sex. For example, you must not be discriminated against when:

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applying for a mortgage or loan

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taking part in recreational activities

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buying or renting accommodation

Advertising Advertisements must not show that the advertiser intends to discriminate unlawfully. The Equal Opportunities Commission can take legal action against advertisers who discriminate.

Victimisation You are protected by the law in case you are victimized for trying to exercise your rights under the Sex Discrimination or Equal Pay Acts.

What should I do first? To help you decide whether to start a case, visit the Know your rights section of this website for information on the different types of sex discrimination.

Where do I take my complaint? If you feel that you have been treated unfairly because of your sex, marriage or gender reassignment you can take your complaint to a county court, in England or Wales, or to sheriff court in Scotland. If your complaint is about employment or equal pay you go to an employment tribunal. If your complaint is about education in a state school, college or university you must first give the Secretary of State a chance to exercise the Secretary's powers under the Education Acts.

How soon must I take action? You must present your complaint of sex, marriage or gender reassignment discrimination in employment to a tribunal not later than three months (minus one day) after the act you are complaining about took place. For further information visit the Know your rights section of this website. You may be able to take a complaint after this time if you can show a good reason that you could not make your complaint earlier. Complaints about unequal pay can be presented to an employment tribunal at any time while in the job to which your claim relates and up to six months (minus one day) after leaving the job. If you are taking a case to a county or sheriff court you must begin your legal action not later than six months (minus one day) after the act you are complaining about took place.

What does the Sex Discrimination Act say This is a summary of what the Sex Discrimination Act says, and what rights it gives you.

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The Sex Discrimination Act 1975 (SDA) prohibits sex discrimination against individuals in the areas of employment, education, and the provision of goods, facilities and services and in the disposal or management of premises.

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It also prohibits discrimination in employment against married people. Since the Civil Partnership Act 2004 came into force on 5th December 2005, the same protection is afforded to those in a civil partnership as those who are married. It is not unlawful to discriminate against someone because they are not married.

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Victimisation because someone has tried to exercise their rights under the SDA or Equal Pay Act is prohibited.

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The SDA applies to women and men of any age, including children.

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Discriminatory advertisements are unlawful but only the Equal Opportunities Commission can take action against advertisers.

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The SDA applies to England, Wales and Scotland.

What is sex discrimination? The SDA prohibits direct and indirect sex discrimination. There are special provisions about discrimination on the grounds of gender reassignment, pregnancy and maternity and harassment in employment. Part I of the SDA describes the forms of discrimination to which the SDA applies.

Direct sex discrimination This is where a woman (or man) is treated less favourably than a person of the opposite sex in comparable circumstances is, or would be, because of her (or his) sex.

Indirect sex discrimination In the employment field This is where a provision criterion or practice is applied (or would be applied) to both sexes but which puts one sex (or married persons) at a particular disadvantage and cannot be shown to be a proportionate means of meeting a legitimate aim. For example, a requirement to work full-time might be unlawful discrimination against women.

In other fields covered by the SDA Indirect sex discrimination occurs when a condition or requirement is applied equally to both women and men but, in fact, it affects a significantly greater proportion of women than men (or vice versa) and is not justifiable on objective grounds unrelated to sex.

Discrimination on grounds of gender reassignment There are special provisions prohibiting discrimination on the grounds of gender reassignment in the employment field with certain exceptions. Harassment on the grounds that someone intends to undergo, is undergoing or has undergone gender reassignment is also expressly prohibited by the SDA. There are no express provisions prohibiting discrimination on grounds of gender reassignment in the other fields covered by the SDA. However, there is a good argument that the general definition of sex discrimination prohibits this, although there is not yet any legal authority on this point.

Discrimination on the grounds of pregnancy or maternity There are special provisions in the SDA prohibiting discrimination on the grounds of pregnancy or maternity leave in employment. If a woman can show that 'but for' her pregnancy or maternity leave, she would not have suffered less favourable treatment, this is sex discrimination. She does not have to compare herself to how a man was or would be treated. There are no express provisions prohibiting discrimination on the grounds of pregnancy in other fields covered by the SDA. However a woman who was discriminated against because of pregnancy outside of employment could attempt to bring a claim of direct sex discrimination, arguing that 'but for' her pregnancy she would not have been treated this way. However, she may have to be prepared to compare her treatment to how a man would have been treated in similar circumstances.

Harassment There are special provisions in the SDA prohibiting harassment in employment, vocational training and further education. Harassment is defined as either:

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unwanted conduct on the grounds of the recipient's sex or;

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unwanted verbal, non-verbal or physical conduct of a sexual nature

In either case the conduct must have the purpose, or the effect of violating the recipient's dignity, or of creating an intimidating, hostile, degrading, humiliating or offensive environment for the recipient. It is also harassment to treat somebody less favourably because they have rejected or submitted to either type of harassment described above. Harassment on the grounds that someone intends to undergo, is undergoing or has undergone gender reassignment is also expressly prohibited by the SDA.

There are no express provisions prohibiting harassment in access to goods, facilities and services but the recipient could take a claim of direct sex discrimination based on the fact that that the harasser would not have treated somebody of the opposite sex in this way.

Discrimination on grounds of sexual orientation The SDA has been held by the courts not to prohibit discrimination on the grounds of sexual orientation. Discrimination on the grounds of sexual orientation in the employment field is unlawful under the Employment Equality (Sexual Orientation) Regulations 2003.

Discrimination in the employment field In general, it is unlawful for an employer to discriminate directly or indirectly on grounds of sex or marriage in:

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Recruitment (although sex discrimination will be lawful if one of the defined genuine occupational requirements applies e.g. the job needs to be held by a man to preserve privacy and decency, or a role in a performance needs to be held by a woman for reasons of authenticity).

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Treatment at work (but note that claims relating to discrimination in contractual pay and benefits are brought under the Equal Pay Act).

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Dismissal.

Discrimination on the grounds of gender reassignment, discrimination on the grounds of pregnancy and maternity and harassment are also expressly prohibited in the employment field (see above). Discrimination against ex-employees is also covered by the SDA where the discrimination complained of is related to the previous employment. Employees (and potential employees) have rights under the SDA whatever their length of employment and whatever hours they work. The SDA applies even if some of the work is to be done outside Great Britain. Even if the employee works wholly outside of Great Britain, they are still covered by the SDA if their employer has a place of business at an establishment in Great Britain and the work is for the purposes of the business carried out at that establishment; and the employee is ordinarily resident in Great Britain at the time when he applies for is offered the employment, or at any time during the course of the employment.

The SDA also protects people who are not "employees" in the sense required for some other employment rights, such as the right not to be unfairly dismissed. It protects people engaged under a contract personally to execute work or labour. Contract workers whose labour is supplied by their employer to another person (the principal) are protected against discrimination by the principal. Office holders are now also protected under the SDA. There are special provisions prohibiting discrimination

by firms against partners or potential partners

by trade unions and employers' organisations against members or potential members

by authorities or bodies in conferring authorisations or qualifications needed for or facilitating engagement in a particular profession or trade

by people providing vocational training including all forms of unpaid practical work experience and vocational guidance.

by employment agencies

by or in relation to barristers or advocates.

Part II of the SDA contains the provisions relating to discrimination in the employment field, except for the provisions about barristers, which are in Part III.

Discrimination in education Co-educational schools, colleges and universities must not discriminate directly or indirectly on grounds of sex in the way they treat or admit students. Single sex schools may restrict their intake to boys or girls (with very limited exceptional admissions of pupils of the opposite sex). Single sex schools which intend to change to co-educational admission, can get approval for a limited exemption from the SDA during the transitional phase. Local education authorities must not discriminate in carrying out their functions under the Education Acts.

Harassment in further education establishments is unlawful. Part III of the SDA contains the provisions relating to discrimination in education.

Discrimination in the provision of goods, facilities and services and premises With a few exceptions, it is unlawful to discriminate directly or indirectly on grounds of sex in the provision of goods, facilities or services to the public, or a section of the public or in the disposal or management of premises. The main exceptions include:

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Discrimination by non-profit making voluntary bodies in restricting their membership to one sex or providing benefits to one sex only in accordance with their main object.

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Discrimination in the provision of facilities or services to avoid serious embarrassment to users which would be caused by the presence of members of the opposite sex.

Part III contains the provisions relating to discrimination in the provision of goods, facilities and services and premises.

Is positive discrimination lawful? In general, positive discrimination to favour one sex is not lawful. There are limited exceptions allowing discrimination in training, or encouragement to apply for particular work in which members of the relevant sex are under-represented. These lawful exceptions are often referred to as positive action. The positive action provisions are contained in Part V of the SDA.

How can an individual enforce their rights under the SDA? Employment related claims are brought in the employment tribunal. Other claims are brought in a county court in England and Wales or in a sheriff court in Scotland. Strict time limits apply: 3 months (less one day) from the act of discrimination for employment tribunal claims and 6 months (less one day) for other claims. Special provisions apply to claims about discrimination in the state education sector.

What remedies are there for unlawful discrimination? Possible remedies include:

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A declaration that unlawful discrimination has occurred.

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Compensation for financial loss, injury to feelings and injury to health with interest.

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In employment tribunals, a recommendation that the employer take action which will reduce the effect of discrimination on the complainant

The Gender Equality Duty (GED) is a statutory duty which came into force in April 2007. All public authorities in England, Wales and Scotland must demonstrate that they are promoting equality for women and men and that they are eliminating sexual discrimination and harassment. Here you will find how GED is relevant to you, and get access all the resources you need to ensure you meet the requirements of the duty.

The need for the Gender Equality Duty 30 years after the introduction of the Sex Discrimination Act [SDA], there is still discrimination. The rights of individuals do not oblige organisations to promote equality. The GED will bring about real change in the culture of organisations as the onus will be on organisations to promote equality, rather than on individuals to highlight discrimination.

The difference it will make to the general public The gender equality duty should mean that women and men get services that mean their needs more closely. For example, you may recognise these situations from your own experience:

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Men are less likely than women to visit their GP, which means that they often seek treatment late in an illness. This is bad for their health and wellbeing, and costs the NHS more in the long run. For example, although women are more susceptible to lung cancer, more men die of the disease because they seek help late. The Gender Equality Duty could see GPs improving the way they provide services to men, possibly by targeting men and providing drop-in clinics at sporting events or workplaces.

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Women use public transport in different ways and for different reasons than men. They are more likely to need to access healthcare, childcare and food shopping as well as going to work. Unfortunately, transport services and town planning rarely recognise this, as routes are often aimed at commuters. They don't always provide easy access to transport for those carrying children or pushchairs, or recognise that women have a greater fear of travelling at night.

§ The Gender Equality Duty could see transport service planners improving bus routes across town to supermarkets, schools and health centres.

Who has to comply with the Gender Equality Duty §

The general duty applies to all functions of every public authority. This includes councils, schools, hospitals and police authorities as well as central government departments. The definition of a public authority is 'any person who has functions of a public nature’ which is the same approach taken within the Disability Discrimination Act 2005 and the Human Rights Act 1998. Because this definition is used the organisations covered by the general duty are not set out in a list.

The gender duty applies directly to certain private or voluntary sector bodies when they are carrying out public functions on behalf of the state. An example of this is a private company who transports prisoners. Public bodies are still covered by the duty when services are contracted out to external organisations. This could include community transport, stationery or catering services.

What public authorities will have to do Public service providers and public sector employers will have to think about policies they develop and the services they deliver with the different needs of women and men in mind. Public service providers will need to look at who uses their services, and ask questions like:

What are the different issues and priorities for women and men who use the services we provide?

For example, during housing distribution, a man may be allocated a one bedroom house, without consideration being given to the fact he looks after his two children every weekend.

Do they have different requirements and needs to be met by our service?

For example, women and men fear different types of crime. Women fear rape, mugging and physical attack more than men do. Yet more resources are directed at combatting crimes which men fear than those which women fear. This is particularly apparent in the case of sexual assault and rape.

§ Will women or men be put off using a service because of lack of childcare or an unsafe or unwelcoming environment?

For example, if a young mother attends college on a plumbing course, she may not be able to take the course if the childcare at the college does not open until 9am, but her course starts at 8am. The college may not have taken into account the needs of students with caring responsibilities, particularly in this case as plumbing is likely to be a male dominated course. This could also affect men, as they too may benefit from the childcare facilities.

Are there some services which are more effectively delivered as women-only or men-only?

If there is enough evidence to show that services are needed for men-only or women-only. It will still be legal to provide single sex services, where there is a clear need to preserve decency or privacy, such as a women's refuge. Public authorities will also have to look at their employment policies to see how they affect women and men. Some gender issues they may have to think about are:

Is there a pay gap between men and women doing the same job or jobs of similar value?

How could flexible working help staff and how will it benefit men and women?

How do we recruit staff and are we likely to get a good gender balance of candidates?

Do we have a gender imbalance? If so, how could we try and rectify the situation?

Do we have a good return rate from maternity leave? If not, why and how can we improve?

Public authorities will also need to look at how their employment policies affect transsexual men and women. Some issues they may have to think about are:

Do your Equal Opportunities policy and harassment policy cover trans people?

Do your practices and procedures support the dignity and privacy of trans people?

For instance, when your organisation requests identification from employees, does it restrict it to items such as birth certificates. If so, a transgender person may have to inadvertently reveal their original sex to you against their wishes as they may not have been able to obtain a corrected birth certificate.

Do you have a policy on supporting employees who are undergoing gender reassignment?

For example, do you have a system to support existing staff who intend to "transition" whilst at work? Have you thought about the issues this could raise?

Do you encourage job applications from the trans community?

For instance, have you got policies and procedures that would put obstacles in the path of prospective employees who may want to work for you?

How public authorities can achieve their goals §

Most major public authorities will have to follow a series of steps known as 'specific duties'. This includes setting their own gender equality goals and consulting their service users, customers and employees. They will then have to re-design or tweak services to make sure that they achieve the goals.

For example: A local primary care trust may have a goal to 'decrease the number of fatal incidences of Coronary Heart Disease'. In order to achieve this goal, it should take into account the differences between men and women, and set out the actions it will take to address those differences.

Men typically develop heart disease ten years earlier than women, but they are less likely to visit their GP. To ensure that prevention work is effective, the trust should look at their current service and to see how they could specifically target men, educate them about the risks at an early age, and set up a means of early diagnosis of the disease. By setting up medical units at football or rugby matches – which have a high concentration of men in attendance, the health trust will have set a goal and taken action to achieve the goal.

Women, on the other hand, often underestimate the risk of heart disease. Although most women believe that breast cancer is the most pressing health worry, heart disease is a greater risk, causing some 20,000 deaths in the UK every year. Tests for coronary heart disease (CHD) are designed to be performed on men - yet the symptoms in men and women are different. Local action needs to be taken to make women aware of the risk of heart disease, and to make healthcare professionals aware of the different symptoms experienced by women.

The gender equality goals and plan to tackle them are known as an action plan. Major public authorities will have to have an action plan.

The benefits for public authorities and organisations covered by the duty Any successful business strives to satisfy customers and retain good staff. By taking gender into consideration you could:

On services:

Understand what women and men really need from your services

Improve customer satisfaction by tailoring services to actual needs

Better quality and more cost effective services

More effective targeting of resources

Improved service means fewer complaints and potentially more profit

Less time dealing with complaints leaves staff more time to deal with core responsibilities

More time working on core activity means higher efficiency

On employment:

Improve recruitment. Considering gender could help you fill the skill gaps you may have

Flexible working and improving the work – life balance means happier staff and higher staff retention

Equal pay for like jobs will prevent costly tribunal cases

Action on maternity leave will increase staff returning – saving you money on recruitment

More efficient use of talent in the workforce

By complying as a private sector business or voluntary/charity organisation, you will be able to tender for contracts with public sector authorities.

Unification through Diversification

Urban UK Nation Opportunities NORTH WEST AND WALES CHESHIRE CUMBRIA CLWYD DYFED GREATER MANCHESTER GWENT GWYNEDO LANCASHIRE MERSEYSIDE MID GLAMORGAN POWYS SOUTH GLAMORGAN WEST GLAMORGAN

SOUTH AND GREATER LONDON AVON BEDFORDSHIRE BERKSHIRE BUCKINGHAMSHIRE CORNWALL DEVON DORSET EAST SUSSEX ESSEX GREATER LONDON HAMPSHIRE HERTFORDSHIRE ISLE OF WIGHT KENT OXFORDSHIRE SOMERSET SURREY WEST SUSSEX WILTSHIRE

North West and Wales

South and greater London

NORTH EAST AND SCOTLAND BORDERS REGION CENTRAL REGION CLEVELAND DUMFRIES AND GALLOWAY REGION DURHAM FIFE REGION GRAMPIAN REGION HIGHLAND REGION HUMBERSIDE LOTHIAN REGION ORKNEY ISLAND AREA SHETLAND ISLANDS AREA STRATHCLYDE REGION TAYSIDE REGION WESTERN ISLES ISLAND AREA NORTHUMBERLAND NORTH YORKSHIRE SOUTH YORKSHIRE TYNE AND WEAR WEST YORKSHIRE

WEST MIDLANDS AND EAST ANGLIA CAMBRIDGESHIRE DERBYSHIRE GLOUCESTERSHIRE HEREFORD AND WORCESTER LEICESTERSHIRE LINCOLNSHIRE NORFOLK NORTHAMPTONSHIRE NOTTINGHAMSHIRE SALOP STAFFORDSHIRE SUFFOLK WEST MIDLANDS WARWICKSHIRE

North East and Scotland

West Midlands and East Anglia

WORKING TOGETHER TO WIN A BETTER DEAL FOR EVERYONE

Unite members get a better deal throughout their working lives - better pay, job security, promotion and pensions for all

Unite the Union is the "Union for Life". The best way to protect and improve your rights at work is to join Unite - call FREE on 0800 587 1222 or visit www.unitetheunion.com

Transport and General Workers’ Union

Campaigning for equality

TONY WOODLEY General Secretary JACK DROMEY Deputy General Secretary JIMMY KELLY Chair – GEC BRENDA SANDERS Vice Chair – GEC COLLETTE CORK-HURST National Secretary for Equalities

tel: 020 7611 2500

www.tgwu.org.uk

fax: 020 7611 2555

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Benefits include: 30 Days annual leave civil service pension annual pay reviews flexible working in most areas family friendly policies

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want to know more? t: 0151 231 5340 e: ecl-Recruitment@ljmu.ac.uk or visit our website: www.ljmu.ac.uk

afia was taught in an Arabic country (Saudi Arabia) throughout the primary phase of her education. She arrived in England aged 11 and started the Secondary phase of her education in Liverpool, and at the time she only spoke two words in English which were “yes” and “no”. However, Safia’s passion for reading enabled her to grasp the English language quickly and although Secondary school was both difficult and challenging she received much support and encouragement from her teachers. Having achieved good‘A’ levels results she was successful in securing a place on a 4 year BA honours in Primary Education teaching course at Liverpool John Moores University. She describes this as “a real eye-opener” as there is much contrast between her own primary experience in Saudi Arabia and that of the English system. During her school placements she was able to compare, and select the most appropriate strategies for the children in her care, drawing on her experience of two different educational systems in both Saudi Arabia and England. Although Safia found the school placements demanding she also found them enlightening and gained much from them, especially as she was able to experience various different faith schools in many areas of Liverpool. She found that lecturers, mentors and teachers were always friendly and supportive throughout the course and due to their support and encouragement she was able to reach her goal of becoming a Primary School Teacher. Having graduated in July 2007 with a First Class Honours degree Safia has been inspired by her family and university lecturers go on with her studies to PhD level. Safia applied for and gained a scholarship to study for her PhD at John Moores full-time in a very competitive field of potential candidates. For the next three years Safia will be conducting research into the role faith plays in the achievement of primary aged children in Liverpool.

want to know more? t: 0151 231 5340 e: ecl-Recruitment@ljmu.ac.uk or visit our website: www.ljmu.ac.uk

I was the most popular person at the party when I said I worked for the British Antarctic Survey. People always make assumptions and I just love surprising them. When you tell them you’ve worked in Antarctica, it really does turn heads. You could say I have a spirit of adventure and you definitely need one to work in one of the most remote and fascinating places on earth. Your skills are absolutely vital in maintaining the life of the stations down there and you’ll be there supporting genuine research into issues such as global warming which affect us all.

Not that it’s all work and no play. There’s plenty of time to really experience what Antarctica has to offer. Plus all your essentials like food and living arrangements are funded, so you see a lot more of your salary when you get back. If you want to enjoy a different kind of challenge, then why not find out more about working in Antarctica. It’s thousands of miles away from the everyday. Further information is available on our website www.antarctica.ac.uk/employment You must be physically capable of working in Antarctic conditions

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Consistently rated in the top three UK university institutions, Imperial College London is a world leading science-based university. Our reputation for excellence in teaching and research attracts over 11,000 students and 6,000 staff from all over the world to create a top quality international learning experience. The College is committed to attracting, retaining and developing talented staff at all levels. We value diversity and are committed to equality of opportunity. If you would like information about current employment vacancies, or details about studying at Imperial, visit our website, www.imperial.ac.uk

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is one of the UK’s most innovative overseas development charities. Working alongside the poorest and most marginalised people, our vision is a world free from poverty and injustice. If you believe you have the passion and commitment to help us meet this challenge then we would love to hear from you.

Education, training and related job opportunities in the land-based industries Askham Bryan College • Askham Bryan • York • YO23 3FR Tel: 01904 772277 Email: enquiries@askham-bryan.ac.uk • www.askham-bryan.ac.uk

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The Competition Commission (CC) is a public body which has a key role in implementing UK competition policy. The CC is committed to appointments being made on merit. Applications are welcome from all qualiﬁed individuals regardless of race, ethnic or national origin, religion, marital status, disability or sexual orientation.

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every successful

journey begins... with a destination in mind

Tel: +44 (0)1227 782900 Fax: +44 (0)1227 782888 admissions@canterbury.ac.uk www.canterbury.ac.uk/education

NCH supports the European Year of Equal Opportunities for All

Whatever you do, NCH has a place for you We are always looking for people who share our commitment and determination to improving the lives of children and young people To learn more about NCH and to see our employment and volunteering opportunities, please visit our website www.nch.org.uk

Promoting equality, valuing diversity The benefits of working with NCH

Many people have an image of NCH (formerly the National Children’s Home) based on our history – a charity started by a Methodist minister in 1869, they think, must surely be conservative and old fashioned. Many people have simply never heard of us, mainly because we focus most of our resources on providing services rather than on advertising. Those who know NCH, however, know that NCH’s greatest strength is our diversity – in the services we provide, the communities we work in and in the diversity of our staff and volunteers. NCH works with more vulnerable and excluded children and young people than any other UK charity. To reach these children, we work closely with their families and their communities, tailoring our services to the local community and involving children, young people and their families in deciding which services are most appropriate for them. And as communities become increasingly diverse, our services and our staff reflect and respond to that diversity. Our Pinnacle project in South London, for example, empowers boys and young men from African, Caribbean and mixed-parentage background to r ecognise their potential and strive for personal development opportunities, and our successful London Black Families adoption service has now been expanded to four other centres across the UK. Other examples include our San Jai project in Scotland working with the Chinese community, with staff trained in Mandarin, and our Young Refugee Project, which provides mentoring, befriending and support to young asylum seekers in the greater Glasgow area. In Birmingham, our Community Children’s Centre helps families from black and minority ethnic backgrounds who have children with profound disabilities and life-limiting conditions. NCH can offer such varied services to such a wide range of communities because of the calibre of our staff. We recruit professionals who demonstrate how they can contribute to upholding NCH’s values of promoting equality and valuing diversity in their day to day work. We aim to be creative in the ways we develop our workforce and recognise their achievements. We have established a workplace Diversity Champion’s Network, a Staff Mentoring Scheme and a Diversity Initiative Award, all in place to promote and celebrate the innovation and good practice that exists across NCH. We are always looking for people who share our commitment and determination to improving the lives of children and young people. To learn more about NCH and to see our employment and volunteering opportunities, please visit our website www.nch.org.uk

Make a dif ference

Teach.

Our Postgraduate Certificate in Education (PGCE) courses cover differ ent age groups (from 3 to 18) and subjects: t t t t t t

Primar y A rt and Design Design and Technology English Histor y Information and Communications Technology

t t t t t t

M athematics M odern Languages M usic Physical Education Religious Education Science

For some courses your degree may be in any subject. To find out more telephone 01225 875875 or email teaching@bathspa.ac.uk w w w .bathspa.ac.uk

The Nursing and Midwifery Council (NMC) is the statutory regulator for nurses and midwives in the UK and our primary purpose is the protection of the public. We do this by maintaining a register of over 680,000 nurses and midwives eligible to practise in the UK, by setting standards for their education, training and conduct and by considering allegations of unfitness to practise. Based at two sites in central London (Portland Place & Oxford Street), we recruit to a variety of positions including administrators, secretaries, receptionists, project managers, press and media professionals, lawyers, accountants, nurses, midwives, ICT and HR professionals and senior managers. We are committed to attracting, retaining and developing talented staff at all levels of the organisation. We are an employer that values the diversity of our workforce and we welcome applications from all sections of the community, particularly, under-represented groups. We are also committed to ensure that disabled applicants who meet the criteria for a post are interviewed. For further information about the organisation and to view current vacancies, please refer to our website, www.nmc-uk.org.

Commission for Equality and Human Rights (CEHR) The Equality and Human Rights Commission champions equality and human rights for all, working to eliminate discrimination, reduce inequality, protect human rights and to build good relations, ensuring that everyone has a fair chance to participate in society. The Equality and Human Rights Commission replaces the three former equality commissions: the Commission for Racial Equality (CRE), the Disability Rights Commission (DRC) and the Equal Opportunities Commission (EOC). How we live together is one of the big challenges of the twenty-first century: as serious as climate change and more immediate. A milestone along the road to a fairer, more equal Britain, the new Equality and Human Rights Commission opened on 1 October 2007. The new commission is working to eliminate discrimination, reduce inequality, protect human rights and to build good relations, ensuring that everyone has a fair chance to participate in society. The previous commissions – the Equal Opportunities Commission, the Commission for Racial Equality, and the Disability Rights Commission – have made enormous advances, changing Britain into a fairer place. But much remains to be done. The new commission is building on their legacy to achieve change to benefit some of the most disadvantaged and voiceless people in our society. The new commission brings together the work of the three previous equality commissions and also takes on responsibility for the other aspects of equality: age, sexual orientation and religion or belief, as well as human rights. The Equality and Human Rights Commission acts not only for the disadvantaged, but for everyone in society, and can use its new enforcement powers where necessary to guarantee people’s equality. It also has a mandate to promote understanding of the Human Rights Act.

The Equality and Human Rights Commission is a non-departmental public body (NDPB) established under the Equality Act 2006 – accountable for its public funds, but independent of government. Why a single commission? A single commission will have many benefits, including: bringing together equality experts means we can act as a single source of information and advice •

being a single point of contact for individuals, businesses and the voluntary and public sectors •

helping businesses by promoting awareness of equality issues, which may prevent costly court and tribunal cases •

tackling discrimination on multiple levels - some people may face more than one type of discrimination •

giving previously under-represented groups, such as older people, a powerful national body to tackle discrimination •

Being together means that we will be able to continue the good work of previous commissions from a more powerful base, while learning valuable lessons from each other. The Equality and Human Rights Commission covers England, Scotland and Wales, but not Northern Ireland. The commission has offices in Cardiff, Edinburgh, Glasgow, London and Manchester. Equality and discrimination

Age It is unlawful for your age to be the cause of less favourable treatment in your workplace or in vocational training. Find out more about age discrimination and how and where it may affect you. Religion and belief Your religion or belief, or those of somebody else, should not interfere with your right to be treated fairly at work, at school, in shops or while accessing public services such as health care and housing. Learn more about religious discrimination in this section. Disability If you have a physical or mental impairment, you have specific rights that protect you against discrimination. Employers and service providers are obliged to make adjustments for you. Find out more and what to do if you need help. Gender Women, men and transgender people should not be treated unfairly because of their gender, because they are married or because are raising a family. This section explains your rights and how to use them. Race Wherever you were born, wherever your parents came from, whatever the colour of your skin, you have a right to be treated fairly. This section explains the rights that protect you against racial discrimination and prejudice.

Sexual orientation Whether you are gay, lesbian, bisexual or straight should not put you at a disadvantage. Find out more about discrimination in the workplace, including harassment, on grounds of sexual orientation in this section. Age Unlawful age discrimination happens when someone is treated unfavourably because of their age, without justification, or is harassed or victimised because of their age. Does age discrimination apply to me? Age discrimination law currently applies only in employment and vocational training where you have been treated less favourably on the basis of your age, without justification. This may be because you are considered too young or too old. Age discrimination law does not currently apply to goods and services, though human rights law may give some protection in these areas. Legally, the test for many potential cases of age discrimination is whether the discrimination can be said to be ‘justified’. Unlike most other types of discrimination, justification can be used lawfully as a defence for direct age discrimination, as well as indirect age discrimination.

What is age discrimination? For definitions of the different types of discrimination, such as direct, indirect, harassment and victimisation. The following are examples of age discrimination: An employer refuses to offer a job to a young candidate, even though the candidate has the skills and competencies required for it. The employer sees the position as one of authority and does not feel the young candidate will be respected or taken seriously because of his age. This is an example of direct discrimination.

•

An employer insists that all candidates for a job have to meet a physical fitness test (that younger candidates can meet more easily) even though the fitness standard is not required for the job in question. This is indirect discrimination.

•

An employee has been consistently passed over for promotion, and is not allowed to attend meetings unaccompanied, because she looks young for her age. Her manager, who is 10 years older than her, feels that she is too ‘wet behind the ears’ to be given more responsibility, despite the fact that she has the right qualifications and five years’ experience in her role. This is an example of direct discrimination.

•

A general work culture appears to tolerate people telling ageist jokes, bullying or name calling. This could count as harassment on the grounds of age. Harassment is a form of direct discrimination. As one of its requirements, a job advert lists 10 years’ experience in a relevant field, when two or three years’ experience would be adequate for the job. This could be seen as indirect discrimination.

•

When is age discrimination lawful? In certain circumstances, age discrimination may be lawful, but there must be an ‘objective justification’ in every case.

Objective justification An objective justification allows an employer to discriminate both directly and indirectly on the basis of age. They must, however, show that this discrimination is ‘proportionate’ and contributes to a ‘legitimate’ aim. Under human rights and anti-discrimination legislation, you have the right to hold your own religious beliefs or other philosophical beliefs similar to a religion. You also have the right to have no religion or belief. Religion or Belief Under the Equality Act 2006, it is unlawful for someone to discriminate against you because of your religion or belief (or because you have no religion or belief): •

in any aspect of employment

•

when providing goods, facilities and services

•

when providing education

•

in using or disposing of premises, or

•

when exercising public functions.

There are, however, some limited exceptions when discrimination may be lawful. Contact CEHR for more advice. What is a religion? The Equality Act 2006 contains definitions of religion and belief, which will be interpreted by the courts with reference to relevant case law, including cases relating to the European Convention on Human Rights.

In order to be protected under the Equality Act 2006, a religion or belief must be recognised as being cogent, serious, cohesive and compatible with human dignity. The concept includes religions that are widely recognised in Britain (although it isn’t limited only to these), such as: •

Baha’i faith

•

Buddhism

•

Christianity

•

Hinduism

•

Islam

•

Jainism

•

Judaism

•

Rastafarianism

•

Sikhism

•

Zoroastrianism

Denominations or sects within a religion will also be considered as religions, or religious beliefs, such as Catholicism and Protestantism, which are divisions of Christianity. What is a belief? For the purposes of the Equality Act 2006, belief is defined as including philosophical beliefs, such as humanism, which are considered to be similar to a religion. Other categories of beliefs, such as support for a political party, are not protected by the Equality Act.

Disability

The Disability Discrimination Act says a disabled person is someone with ‘a physical or mental impairment which has a substantial and long-term adverse effect on his ability to carry out normal day-to-day activities’. Examples include cancer, diabetes, multiple sclerosis and heart conditions; hearing or sight impairments, or a significant mobility difficulty; and mental health conditions or learning difficulties. People in these circumstances and some others (such as people with a facial disfigurement) are likely to have rights under the Disability Discrimination Act (DDA) to protect them from discrimination. However, only the courts can say if a particular individual is defined as disabled under the legislation. Based on research, around one in five people of working age are considered to be ‘disabled’. Read through this section for information on Education, Employment, how to use your rights, what the law says and more. If you have an impairment or a long-term health condition that has an impact on your day-to-day life, you are likely to have rights under the Disability Discrimination Act (DDA).

Disability Discrimination Act The Disability Discrimination Act (DDA) 1995 aims to end the discrimination that many disabled people face. This Act has been significantly extended, including by the Disability Discrimination Act 2005. It now gives disabled people rights in the areas of: •

employment

•

education

â&#x20AC;˘

access to goods, facilities and services

buying or renting land or property, including making it easier for disabled people to rent property and for tenants to make disability-related adaptations â&#x20AC;˘

The Act now requires public bodies to promote equality of opportunity for disabled people. It also allows the government to set minimum standards so that disabled people can use public transport easily. Human Rights Act The Human Rights Act brings into UK law the rights you have under the European Convention on Human Rights. If you experience discrimination on the grounds of disability, you may have a case under both the Human Rights Act and the Disability Discrimination Act. Gender Unlawful sex discrimination happens when someone is treated unfairly because of their gender. Women, men and transsexual people can all experience sex discrimination. Sexual discrimination also includes treating someone less favourably because they are married or in a civil partnership: for example, by not hiring married women. Race It is unlawful for a person to discriminate on racial grounds against another person. The law defines racial grounds as including race, colour, nationality or ethnic or national origins.

What is race discrimination?Â The 1976 Race Relations Act is concerned with people's actions and the effects of their actions, not their opinions or beliefs. Racial discrimination is not the same as racial prejudice. It is not necessary to prove that the other person intended to discriminate against you: you only have to show that you received less favourable treatment as a result of what they did. Under the Race Relations Act, it is unlawful for a person to discriminate on racial grounds against another person. The Act defines racial grounds as including race, colour, nationality or ethnic or national origins. To bring a case under the Race Relations Act, you have to show you have been discriminated against in one or more ways that are unlawful under the Act. Your protection under the Race Relations Act 1976 The Race Relations Act protects you from racial discrimination in most, but not all, situations. You will therefore have to show that the discrimination you have suffered comes within the areas covered by the Act. On 2 April 2001, amendments to the Race Relations Act came into force which covers public authorities that had previously been exempt. This means that around 45,000 public authorities in the UK are now required to meet the general duty to promote race equality. A few public authorities are exempt, such as the Security Service.

Racial discrimination may occur in the way that someone provides you with goods, facilities and services, including housing. It can also occur in public services, such as health and education and other public services. Racial discrimination may also occur in, the field of employment. There are a few small number of areas not covered by the Act these are outlined in the section called When is racial discrimination lawful? The Race Relations Act 1976 (Statutory Duties) Order 2001 identifies specific steps to be taken by public authorities to comply with this specific duty. Discrimination in any of the areas listed below is unlawful under the Race Relations Act. Sexual Orientation Unlawful sexual orientation discrimination happens when someone is treated less favourably due to their sexual orientation, their perceived sexual orientation, or the sexual orientation of those they associate with. Does sexual orientation discrimination apply to me? Legal protection from discrimination on the basis of sexual orientation applies to everyone, whatever their sexual orientation. Sexual orientation discrimination includes being treated less favourably because: •

you are lesbian, gay, bisexual or straight

•

people think you are lesbian, gay, bisexual or straight, or

you are associated with someone who is lesbian, gay, bisexual or straight, for example a friend, relative or colleague.

•

The law applies to direct and indirect discrimination as well as to harassment and victimisation. The law applies to the private, public and not-for-profit sectors. Source CEHR

North Wales Black Police Association (NWBPA) is a support network consisting of black and minority ethnic (BME) police officers and police staff of all ranks and grades from across the force. We also have a number of associate members who are not BME staff but have an interest and commitment to furthering the aims of the NWBPA. NWBPA was established in 2002 and officially launched in March 2004. It has the ongoing support of our Chief Officers. DCC Wolfendale in particular has championed our cause from the outset and we are indebted to him. The definition of "Black" does not refer to skin colour. The emphasis is on the common experience and determination of the people of African, African-Caribbean and Asian origin to oppose the effects of racism. Our aims are to: •

Providing a support network for BME staff

•

Working more closely with Unions and Staff Associations to support staff within the working environment

•

Being instrumental in improving Recruitment, Selection & Retention & Progression of ethnic officers and support staff

•

Influencing the direction of policies locally, in line with equality issues, and anti-discrimination legislation within North Wales Police

•

Advising and consulting on matters of racism, internally and locally

•

Working towards improved relations and to bring greater/better understanding between North Wales Police and the local minority ethnic communities

•

Establishing working relationships with other groups and individuals whose aims are compatible with those of ours.

•

To arrange, facilitate and or participate in, the holding of exhibitions, talks, lessons, seminars and training courses in pursuance to the NWBPA’s aims.

We subscribe to the national BPA’s motto "ONE VOICE, STRENGTH IN UNITY" and are in constant close liaison with its elected president and national representatives.

Unification through Diversification

South and Greater London Opportunities NORTH WEST AND WALES CHESHIRE CUMBRIA CLWYD DYFED GREATER MANCHESTER GWENT GWYNEDO LANCASHIRE MERSEYSIDE MID GLAMORGAN POWYS SOUTH GLAMORGAN WEST GLAMORGAN

North West and Wales

South and greater London

MIDLANDS AND EAST ANGLIA CAMBRIDGESHIRE DERBYSHIRE GLOUCESTERSHIRE HEREFORD AND WORCESTER LEICESTERSHIRE LINCOLNSHIRE NORFOLK NORTHAMPTONSHIRE NOTTINGHAMSHIRE SALOP STAFFORDSHIRE SUFFOLK WEST MIDLANDS WARWICKSHIRE

North East and Scotland

Midlands and East Anglia

For details of our policies, hatecrime reporting procedure and the Council's equalities and diversity work, please visit www.lbbd.gov.uk or contact the Equalities and Diversity team on 020 8227 2203

We are looking to recruit families for a number of children up to the age of ten. Do you feel you could offer a child a home and change their life forever?

020 8227 5818

Lewisham College is an equal opportunities employer and we aim to have a workforce that represents Lewisham boroughâ&#x20AC;&#x2122;s population.

Specialised.

Special Constables We’re actively looking to recruit from all ethnic groups within our community, so we can work with and further build the trust and confidence of Cambridgeshire’s diverse population.

Special Constables work voluntarily for at least 16 hours a month. They have the same powers and equipment as regular officers. They're trained to handle exciting, challenging and unusual work. And through their work, they gain valuable, life-enhancing skills. If you're aged between 18 and 50 you could join them. So go on. Specialise your life. For more information, call us on 01480 415573 or visit www.cambs.police.uk These voluntary positions are open to both men and women.

C C

R NS LA T NS AB U AR TAB U L Y

RE E R

IDG E S H BR M R IDG E S I HI B M

PROMOTING DIVERSITY IN THE WORKPLACE

LONDON EAST

As a Special Constable Ahmed monitors football crowds, patrols the streets at closing time, apprehends car thieves, comforts assault victims, catches shoplifters, searches for missing people and joins raids on drug dealers.

With a culturally rich community and ambitious plans for our future we’re committed to developing a workforce that’s just as special. Join us and discover how it feels to really be valued.

Delivering a key service for Young People - Providing access to information, advice and support for all 13 to 19 year olds and a continuing service for young people up to the age of 25 with Special Educational Needs

4th Floor, Solar House, 1-9 Romford Road, London E15 4LJ.

''Contributing to Young People Services in Your Community''

www.yourroutes.co.uk

Please visit our website at www.newham.gov.uk for further information about the opportunities currently on offer across the Council. Newham Council – Equal Opportunities For All.

ESSEX COUNTY FIRE & RESCUE SERVICE

DOING MORE THAN WE HAVE EVER DONE TO MAKE ESSEX SAFE Essex County Fire and Rescue Service is working to create a culture where everyone recognizes and respects diversity. We aim to work with all our communities, preventing accidents and fires by understanding people’s needs and helping to keep them safe as well as responding to emergencies. To be really effective in delivering the full range of our services, we need people from a variety of ethnic, cultural and social backgrounds and lifestyles, with a range of skills, qualities and attitudes. If you would like to find out more about working for Essex County Fire and Rescue Service, please visit our website, www.essex-fire.gov.uk or contact us on 01277 222531

SMOKE ALARMS SAVE LIVES

Fit smoke alarms on each floor level in your home. Check smoke alarms weekly, and replace the battery every 12 months. Consider installing 10 year smoke alarms or hard wire alarms. Never remove the batteries for use in other electrical appliances. THEY’RE NOT AN EARLY WARNING; THEY’RE YOUR ONLY WARNING

TEST YOURS TODAY

For more information about fire safety and community safety initiatives please contact our Community Safety team on 01277 222531. Doing more than we have ever done to make Essex safe

Lewisham College is committed to staff development. Three of its staff explains how the college has helped their careers: ROBIN GHURBHURUN

MARGARET ASEMOTA

Head of Learning and Development and Chair of AoC NILTA

Deputy Head of

I was a systems analyst in industry but had a passion for training and development so decided to join FE as a lecturer. FE has a pivotal role in the skills development of a diverse community of learners and, as our students choose to study in FE, you get a greater sense of contributing to a community that wants to learn. Working in FE is great – you really get a sense of making a difference to the community. The College has given me the confidence and opportunity to shine on the public stage and also lead a team on a high profile agenda. It’s challenging working at Lewisham College but they nurture talent, listen to what you say and give you the chance to achieve your ambitions

Hospitality and Leisure

I joined Lewisham College as a student - I was working in the hospitality industry and studying at the College on a day release programme. I wasn’t looking for a new job but one of my tutors said I should be a lecturer. At first I wasn’t interested as it wasn’t really what I wanted to do but she persuaded me to join as a technician – what she didn’t tell me was that part of the job was teaching! That was in 1987 and I have taken on more responsibilities and am now the Deputy Head of Hospitality and Leisure. I have had a lot of support from colleagues and training and support is always available. The College really does believe in life long learning and I have been encouraged to continually update my skills. Being a lecturer in inner London isn’t always easy but we can, and do, transform the lives of some of our students and, even though my role is now mostly managerial, I still bump into ex-students who have gone on chieve great things. That is real job satisfaction.

ANGELA GREEN Lecturer, Senior Practitioner

Before working in further education I worked as a Mystery Shopper and before that I was a London Transport bus driver but I wanted to work in FE after meeting and studying with my tutors/lecturers at College and at university. They were so helpful and encouraging –they kept me motivated I wanted to do to others what they did to me. I originally wanted to teach interior design to adults but my first session at Lewisham College was teaching a group of 14-16 year olds painting and decorating. I then went on to teach 16-19s and realised this was the age group I wanted to work with. My role developed from lecturer to course co-ordinator, senior practitioner, and Subject Learning Coach. I have had constant development and growth in my roles and the College gives you access to a lot of training opportunities.You are encouraged to develop yourself and your role and I have never been held back. You really feel your qualities are recognised and appreciated.

For more information about Lewisham College and information about current positions please check the website www.lewisham.ac.uk.

Why Croydon College?

www.croydon.ac.uk

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Croydon College – serious about equality and diversity

HOSPITALITY AND CATERING

Are employees protected from race discrimination? Yes. The Race Relations Act 1976 (as amended) makes it illegal to treat a person less favourably than others on racial grounds. Race discrimination covers all aspects of employment - from recruitment to pay, and training to the termination of a contract. What does race discrimination cover? Discrimination covers four areas: 1.

direct discrimination - treating someone less favourably on racial grounds

indirect discrimination - applying practices that might favour one racial group over another

harassment - unwanted conduct that violates a person's dignity and creates a hostile or degrading environment.

victimisation - unfair treatment of an employee who has made a complaint about racial discrimination.

Can jobs ever be restricted to certain ethnic or national groups? Yes. A genuine occupational requirement is a valid reason for restricting a job to people of a particular race or ethnic or national origin. A genuine occupational requirement may apply in limited circumstances - for example, to achieve authenticity a theatre company may need black actors to depict certain scenes. Further information: â&#x20AC;˘

ďż˝www.cre.gov.uk

Are employees protected from sex discrimination at work? Under the Sex Discrimination Act 1975 (as amended), employers should not discriminate on grounds of sex, marriage or because someone intends to undergo, is undergoing or has undergone gender reassignment. What does sex discrimination cover? Sex discrimination covers all aspects of employment - from recruitment to pay, and training to the termination of a contract. It also includes applying requirements or conditions which, though applied equally to all, have a disproportionately detrimental effect on one sex or on married people and which cannot be shown to be justifiable (for instance to be job-related). There are limited exceptions: the Act permits employers, under certain conditions, to train employees of one sex in order to fit them for particular work in which their sex has recently been underrepresented; they may also encourage the under-represented sex to take up opportunities to do that work. Further information: The Guide to the Sex Discrimination (gender reassignment) Regulations 1999 (PL99 GR) can be obtained by calling 0845 602 2260.

Is there protection from discrimination on the grounds of Religion or Belief? Yes. The Employment Equality (Religion or Belief) Regulations 2003 protect people from discrimination on the grounds of all religions and beliefs. The law means that an organisation's recruitment and selection procedures, as well as employment practices - such as dress codes and disciplinary procedures - must treat everyone fairly regardless of their religion or belief.

Is there protection from discrimination on the grounds of sexual orientation? Yes. The Employment Equality (Sexual Orientation) Regulations 2003 give protection from discrimination on grounds connected with sexual orientation. This includes 'orientation towards someone of the same sex (lesbian or gay men), opposite sex (heterosexual) or both sexes (bisexual)'. The law means that an organisation's recruitment and selection procedures, as well as employment practices - such as dress codes and disciplinary procedures - must treat everyone fairly regardless of their sexual orientation.

Source: ACAS

Unification through Diversification

Midlands and East Anglia Opportunities NORTH WEST AND WALES CHESHIRE CUMBRIA CLWYD DYFED GREATER MANCHESTER GWENT GWYNEDO LANCASHIRE MERSEYSIDE MID GLAMORGAN POWYS SOUTH GLAMORGAN WEST GLAMORGAN

North West and Wales

South and greater London

North East and Scotland

Midlands and East Anglia

celebrating diversity

Life would be very boring if we were all the same but thankfully weâ&#x20AC;&#x2122;re not. Each one of us is unique - with our diversity of cultures and beliefs, our individual tastes, aspirations and ideas. As a progressive local authority, we want to reflect and embrace the rich diversity of the people we serve. To create a workforce that is as varied, dynamic and resourceful as our community. A workforce that truly reflects our community.

Working in partnership

If you want to work for us you can contact us on 024 7683 3030 email: jobs@coventry.gov.uk minicom: 024 7683 3487 (for hearing impaired callers) or visit our Website: www.coventry.gov.uk

Working towards equality - valuing diversity

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East Lindsey District Council is committed to promoting equality regardless of a personâ&#x20AC;&#x2122;s ethnic origin, race gender, disability, sexual orientation, age, religion or belief. Recognising and appreciating diversity is essential in order that the Council can plan its services to address the needs of all people and help all communities in the District to reach their full potential. For more information regarding current job opportunities please visit our website: www.e-lindsey.gov.uk East Lindsey District Council Tedder Hall, Manby Park, Louth, Lincolnshire, LN11 8UP Telephone (01507) 601111

Vacancies throughout the year For full job list check out www.emarecruitment.com

Let your career take off with East Midlands Airport Over 100 companies Variety of Occupational Areas

HMP Gartree Gartree opened in 1965 as a category C training prison but quickly changed

its role and came within the high security system, reverting to a category B prison in 1992. Since then the population of life sentenced prisoners has been growing and in 1997 its role changed to that of a main lifer centre. HMP Gartree is an employer of choice, offering a wide range of opportunities including posts such as Prison Officer, Operational Support Grades, Psychologists, Nurses, Caterers, Skilled Tradespersons, Managers. Equality of Opportunity is one of the core principles in the Prison Serviceâ&#x20AC;&#x2122;s Vision Statement. Selection for posts will be on the basis of merit. The criteria for advancement in the service are ability, qualifications and suitability for the work regardless of race, nationality, ethnic origin, religion, gender, sexual orientation, age, disability, marital status or any other irrelevant factor. Wherever possible, positive assistance will be given to develop the individualâ&#x20AC;&#x2122;s full potential.

For current vacancies, please visit: www.hmprisonservice.gov.uk

police.pdf

10/7/07

15:50:28

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Norfolk Constabulary Further information about careers at Norfolk Constabulary as a Police Ofﬁcer, Police Community Support Ofﬁcer or Police Staff, call our 24 hour recruitment line on 01953 423823 email: recruitment@norfolk.pnn.police.uk For more information on the Special Constabulary, please call 01953 423823 or write to us at: Jubilee House, Falconers Chase, Wymondham NR18 0WW. All of our current vacancies are available at www.norfolk.police.uk

Keeping Norfolk Safe C

www.norfolk.police.uk We are seeking to develop a workforce that reflects the diversity of the communities we serve

Committed to Equal Opportunities

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CMY

WORKING FOR THE POLICE. COULD YOU? Do you want a career that’s different, worthwhile and where you will face challenging situations daily? Then you should look for a career within your local police force. The Police are looking for people who thrive on challenges and are willing to work hard and learn new skills for a difficult but critical role of a police officer. Through a comprehensive training course, you will learn new tasks and skills such as: Protecting the public from violence. Reassuring presence within your community. Supporting victims of crime. Investigating complex crimes. Gaining a career within the police force will help you see life different, you will discover allot about yourself and learn just how much you really are capable of achieving. Within the police force you will have a rewarding job, where no two days are never the same, you will be constantly challenged and be a valued contribution to your community and continual opportunities for advancement. For more information on careers within the police, you can visit your local police recruitment website.

POLICE CADET SCHEME

Don’t worry if your aged 14 – 18 and looking for a career within the police force, there are a number of police cadet’s schemes available. Designed to provide a sense of what it’s like to be a police officer. For more information on joining the police cadets please visit their website: www.met.police.uk/cadets

Just doing his job regardless... Policing a diverse community isn’t just about being able to use the tools and restraint items on your belt. It’s about understanding and respecting the people on your patch. That’s why we’re committed to building a force that reflects our communities, but we can’t do it without people like you. To find out more about becoming a police officer, please call 0121 265 7007. www.west-midlands.police.uk/recruitment 30461

SECOND BIGGEST DOESN’T ALWAYS MEAN SECOND BEST West Midlands Police is the best performing Metropolitan police force in the country. We are committed to recruiting a workforce that reflects all strands of diversity, and this has enabled us to be recognised by a large number of major national awards for being a 'Best Employer'. Investors in People Since October 1999, the force has had the prestigious Investors in People award, a national standard which sets out a level of good practice for the training and development of staff. 'Top 50 Places Where Women Want to Work' In October 2006/7 the force was named as one of the nation’s top employers for women, by The Times newspaper. Stonewall 2007 Workplace Equality Index In January 2007, the force was ranked 15th out of the country’s top 100 employers for gay and lesbian staff. Shaw Trust Star Awards Since February 2005, the force has been working alongside the Shaw Trust to support the employment of disabled people. By providing temporary one-year contracts, disabled individuals get the opportunity to demonstrate their skills and progress to permanent employment within the force. As well as winning the Partner Organisation employer award category in 2006, three members of West Midlands Police staff have also been honoured in the awards. Race for Opportunity Gold Award The force was awarded the 'Race for Opportunity Gold Award' in June 2006 for completing 'race for opportunity' benchmarking. This demonstrates the force's commitment to an action plan that promotes the business case for race and diversity and engaging black and other ethnic minorities as part of a diverse customer base, workforce and community partners. In addition, the force received the 'Opportunity Now' Silver award for demonstrating a commitment to creating gender equality and diversity in the workplace. West Midlands Police has a positive equal opportunities policy to ensure that all applicants are treated fairly. We welcome applications from all sections of the community regardless of age, race, religion, colour, marital status, gender or sexual orientation. If you have a disability and you meet the essential job requirements, you will be shortlisted for inclusion in the recruitment process. To find out more about the exciting career opportunities with West Midlands Police, visit: www.west-midlands.police.uk/recruitment

Norwich City Council vacancies are advertised externally in local press & all current vacancies are on our website www.norwich.gov.uk Norwich City Council strives to be an equal opportunities employer and in particular welcome applications from people from minority ethnic groups and from disabled people. Interested in a job at Norwich council contact Chris Maitland and Gillian Newton on 01603 212471/ 01603 212472.

We want to

recruit you! Shropshire

Hereford & Worcester

www.shropshirefire.gov.uk

www.hwfire.org.uk

Fire & Rescue Service 01749260220

Fire & Rescue Service 08451224454

Warwickshire

Fire & Rescue Service 019260466217

www.warwickshire.gov.uk /fireandrescue

We want to recruit you! All three of our Fire & Rescue Services provide services to the people in our local areas, whether this is giving out community fire safety information, putting out fires, dealing with road accidents, giving advice to businesses or giving talks to schools to educate young people about the risk of fire. There are many elements to the work that we have to undertake and this is just a few examples of what we do. One of our aspirations is to try and employ a workforce that is representative of the communities that we serve. In order to do this we work within our communities to try and encourage our under-represented groups to apply for posts within our organisations. We try hard to dispel any misconceptions there maybe about the role of firefighters. Working for the Fire Service does mean you can be a Firefighter (wholetime or retained); but there are many other opportunities at the Fire Service that may interest you! We have jobs in Finance, Human Resources, Community Safety, Development, Administration, Mechanics, IT, Control Operators plus many more. If you would like to come and work for your local Community, call the contact numbers given to the left We are committed to equality and fairness at work and positively welcome applications from disabled people and from minority groups, who are under-represented within our workforce.

Private Johnson Gideon Beharry VC (born 26 July 1979, in Grenada), of the 1st Battalion, Princess of Wales's Royal Regiment is a British soldier who, on 18 March 2005, was awarded the Victoria Cross, the highest military decoration for valour in the British and Commonwealth Armed Forces, for twice saving members of his unit from ambushes on 1 May and 11 June 2004 at Al-Amarah, Iraq. Private Beharry was formally invested with the Victoria Cross by Her Majesty Queen Elizabeth II on 27 April 2005. Colour Sergeant Major Kanjarga MM (born in Kenya) of the 3rd Battalion, The Kings African Rifle’s was awarded the Military Medal for his bravery during the East African Campaign at Bulo Erillo (in the former Italian Somaliland) on the 13 February 1941. On that day his Battalion was attacked by Italian armoured cars. Despite the danger to himself, Colour Sergeant Major Kanjarga stood his ground and opened fire on one of the armoured cars until he was knocked over. He then continued his attacked by thrusting his bayonet through the open visor of the vehicle. His courage was an inspiration to his men and helped them to successfully resist the attack. In today’s British Army soldiers from the Black Community can be found across the Army carrying out vital and valuable roles. These include:

The performance of the Army is enhanced through the service and bravery of black officer’s and soldiers within its ranks. Contributions, both past and present are valued and recognised and have helped to make the British Army the best in the world. The Army is a equal opportunities employer, for more information go to:

Combat Engineering IT / Communications Logistics Health Care HR/Admin & Finance Specialist Further Education Officer

www.armyjobs.mod.uk

Unification through Diversification

North West and Wales Opportunities NORTH WEST AND WALES CHESHIRE CUMBRIA CLWYD DYFED GREATER MANCHESTER GWENT GWYNEDO LANCASHIRE MERSEYSIDE MID GLAMORGAN POWYS SOUTH GLAMORGAN WEST GLAMORGAN

North West and Wales

South and greater London

North East and Scotland

Midlands and East Anglia

Carmarthenshire

NHS TRUST

YMDDIRIEDOLAETH GIG Sir Gaerfyrddin

Thinking about a career in the NHS? Then why not join us at Carmarthenshire NHS Trust?

With 4000+ employees, both hospital and community based, we offer a wide range of career opportunities from Doctors, Nurses and Midwives, to Speech and Language Therapists and Radiographers, from administrators and managers to engineering and maintenance staff, from porters, catering staff and domestic assistants to Pharmacists and Pathology staff and many more...

We can offer you a rewarding career with flexible working opportunities in a friendly and supportive environment. Whatever skills, experience and qualifications you have, we have a place for you. Situated in South West Wales, in an area of outstanding natural beauty, with easy access to local amenities, and the rest of Wales, we can offer a lifestyle suited to modern needs.

Human Resources, West Wales General Hospital, Carmarthen. Telephone : 01267 227795 Web : http://www.carmarthen.wales.nhs.uk

Interested? SA31 2AF.

Congleton Borough equal opportunities Congleton Borough Council Council isis anan equal opportunities employer appointing bestcandidate candidate forour alljobs, our jobs, employer appointing the the best for all regardless gender, disability, ethnic origin,origin, regardless ofofgender, disability,colour, colour, ethnic sexual orientation, race race or belief. sexual orientation, orreligious religious belief.

IF YOU ARE INTERESTED IN A CAREER AT CONGLETON VISIT OUR WEB SITE AT WWW.CONGLETON.GOV.UK

Granby

Children’s Centre

Granby Children’s Centre is new and purpose built, designed to serve all communities in the Granby/Toxteth area. A vibrant and welcoming centre that brings together a wide range of services for children. Early education led by fully qualified childcare practitioners. Childcare places from birth to 5 years.Child and family health services e.g. antenatal and postnatal support such as baby massage, aromatherapy drop-in, baby yoga, healthy eating and TOP TOTS. Family support and advice including parenting skills and meeting other parents. Support for parents e.g. stressed mums support group, pregnancy yoga and yoga for mums. A wide range of advice on all aspects of children’s development. Dad’s Group facilitated by Toxteth Tigers. Links with Jobcentre Plus e.g. support in accessing training, employment and benefits. Links with Granby Adult Learning Centre, who provide ESOL classes within our Centre. Services to local childminders including drop-ins, training and development. Services for Children with Special Education Needs and Disabilities, to include developing speech, hearing, vision, sleep and behaviour. The Centre offers a new Multi-Sensory Room to help with Children’s physical, intellectual, emotional and social development. Training facilities available for community groups, families and individuals.

Visit us: Granby Children’s Centre, Eversley Street, Liverpool.L8 2TU Telephone: 0151 233 3200 Fax: 0151 233 3201 Email: granbycc@Liverpool.gov.uk Website: www.liverpool.gov.uk/childrencentres

Are you looking for a career in further education and training? City College Manchester is a successful further education college based in Manchester. In addition, it is the largest single provider of prison education in the country.

•

Education

•

Employment

•

Lifelong Learning

•

Offender Learning

•

Training

•

Social Inclusion

The curriculum includes Visual and Performing Arts, Business, Hairdressing, Complementary and Beauty Therapies, Care, Humanities, Science, provision for speakers of other languages and students with learning difficulties and/or disabilities. Work with offenders includes Skills for Life and a range of vocational options. Jobs include full-time and part-time teaching, as well as a range of technical, professional and support roles, all with training and development oppurtunities.

If you are interested, please contact us:

Admissions: 0800 013 0123 Jobs: 0161 611 7589 Jobs minicom: 0161 611 7591

Email: personnel@ccm.ac.uk Web : www.ccm.ac.uk/jobs

HMP Forest Bank Address

HMP Forest Bank Agecroft Road Pendlebury Manchester M27 8FB

Contact

Tel: 0161 925 7000 Fax: 0 161 925 7001

If you have what we are looking for, we can offer you: Competitive salary Subsidised gym membership Healthshield scheme Contributory company pension scheme 28-35 days annual leave (depending on position) Additional holiday for long service Personal development and training programme Pleasant working environment Employee assistance programme Some meals while on duty.

HMP Forest Bank recognises that its staff have a vital role to play in running a secure service where prisoners are treated decently and encouraged to live useful, law-abiding lives after custody.

Kalyx is an equal opportunities employer.

We can offer a variety of rewarding careers. As well as Prisoner Custody Officers, we have employment opportunities in HR, Training, Healthcare,Chaplaincy, Operational Support, Catering, Education, Vocational Training, PE, Maintenance and Administration.

We also manage prisons at Ashford, Middlesex, and Peterborough, and we shall shortly be recruiting for a new prison at Addiewell in Scotland.Please see our website at www.kalyxservices.com for all current vacancies.

Looking for a

challenge?

From electricians to prison officers, from Administrative Assistants to Governors we have the career opportunities you are looking for. Amongst the 14 Public Sector Prisons in the North West area are;

HMP Buckley Hall | HMP Styal

| HMP/YOI Hindley

HMPS are a flexible employer, and offer flexible working times and part time working. We operate family friendly schemes such as child care vouchers and are committed to investing in our employees through in house development schemes and external training packages. HMPS is committed to a policy of equal oppurtunities for all staff regardless of race, region, sex, disability, age (subject to begin within the normal minimum requirement age for the grade) or any other factor.

To find out more, email: julia.houldsworth@hmps.gsi.gov.uk - HMP Styal maureen.whittle@hmps.gsi.gov.uk - HMP/YOI Hindley Kay.Grayson@hmps.gsi.gov.uk - HMP Buckley Hall or alternatively visit our website: www.hmps.gov.uk

ENJOY INVOLVE COMMUNICATE RECOGNISE EMPOWER ENABLE SUPPORT

Merseyside Play Action Council MPAC has office space within its fully accessible building which can be rented. Training rooms can also be hired. MPAC provides a wide range of Play and Training Equipment by way of a membership loan scheme. MPAC runs a year round Arts in Play Programme to its members subject to availability. Visit MPACâ&#x20AC;&#x2122;s website www.merseplay.com.for further details

RESOURCES, TRAINING, RECYCLING & ARTS PROGRAMME

1 - 27 Bridport Street Liverpool 0151 708 0468 www.merseysideplay.com mpac@merseyplay.com

Fostering takes energy, commitment and a really positive outlook. Have you got what it takes to be a professional foster carer?

WE OFFER

t A competitive professional fee t 21 days/nights paid respite t 24 hour support from a local team of social workers, therapists, education specialists & support workers t High quality training to NVQ Level 3 If you have a spare bedroom and can provide a safe, stable and supportive home environment for a young person in Foster Care...

Call us today on:

0800 085 2225

w w w . i w a n t t o f o s t e r . c o m CARE THAT COUNTS The role of a Foster Carer can often be demanding but with the right support and guidance it can also be extremely rewarding. As the UKâ&#x20AC;&#x2122;s leading independent foster care agency, FCA prides itself on providing a structured support network for all its carers, with one ultimate goal: to ensure young people and children in care are able to lead fulfilling lives in the community. It believes that by providing stable and caring home environments, these children are able to flourish and develop. Taking care of some of the most disadvantaged and vulnerable children in our society, whom for one reason or another are unable to live with their own families, can make a real difference to their lives. At FCA our aim is to bring out the best in our children, many of whom have endured emotional turmoil and lack a sense of identity and security. FCA are looking to recruit carers from diverse communities, who not only understand, but can support and can accommodate the cultural needs of children and young people from ethnic minority backgrounds. Foster Care Associates needs Carers now, across the North West. If you feel you have the qualities, the time in your life and care about the wellbeing of children and young people, find out how FCA can help you to become a Foster Carer. Call free phone 0800 085 2225 or visit our website: www.iwanttofoster.com

homegrown music

Home Grown Music is a, not for profit, community music group. We are based in Kensington but would like to reach out to everyone in Liverpool who, like us, shares a passion (or at least an interest!) in music. We organise workshops where we teach skills in rapping, lyric writing, DJ skills, drums and guitars, and Music technology. We also organise live performances and a yearly festival called the Home Grown Music Festival in Botanic Park. Home Grown Music has been established since May 2005. We have been successful in working with many kids throughout Liverpool from disadvantaged backgrounds. We try to promote a life away from street crime and help develop skills in key areas of the music industry We have also set up a young organisation called Home Grown Voices which contains many young people, some of which are kids we have worked with. They are a constituted separate group who have their own meetings. Home Grown Music is the umbrella organisation. .

Staff Sam Ihekoroyne. Sam has worked in music for over 20 years. He is totally committed to the project and wants it to succeed . He currently works with young people, helping them to develop skills in performance including showcase and nightclub events. He also teaches D.J. skills and D.J. equipment knowledge as well as vocal performance and lyrical skills. Sam is the Chairman of Home Grown music.

Dan Lees. Dan has been producing music for eleven years now. He writes dance music and is a re-mixer. He is also a qualified and experienced sound engineer. He has worked as chief engineer at a commercial recording studio working for labels such as Warner and Sony. He has also worked as engineer and tutor at a community studio in Shropshire. He was responsible for leading workshops in music technology. He has a HND in audio engineering from the World renowned SAE Institute. Dan is our Music technology teacher and Secretary.

Brendan Oâ&#x20AC;&#x2122;Rourke. Brendan is a 24 year old, semi pro musician from Liverpool. He has been in and out of bands since he was fifteen and is a singer/songwriter. He has also studied popular music (BTEC) and Music technology (HND) at Liverpool Community College. As a member of Home Grown music he runs workshops in singing, songwriting and guitar and bass tuition and is our Treasurer.

Great Education, Great Location, Great Career Prospects HMP Manchester

is now part of the Directorate of High Security. It is a core local prison with an Operational Capacity of 1269, holding adult males. As a local prison, approximately 25% of the population are unconvicted prisoners. The establishment holds various types of inmates including sex offenders and category A prisoners. HMP Manchester an employer of Choice, offering a variety of jobs including Prison Officer, Operational support grade, Administrative positions, telephonists, nurses, caterers, cleaners, skilled trades people and psychologists. Equality of Opportunity is one of the core principles in the Prison Service’s Vision Statement. Selection for posts will be on the basis of merit. The criteria for advancement in the service are ability, qualifications and suitability for the work regardless of race, nationality, ethnic origin, religion, gender, sexual orientation, age, disability, marital status or any other irrelevant factor. Wherever possible, positive assistance will be given to develop the individual’s full potential.

For current vacancies, please visit: www.hmprisonservice.gov.uk

STUDY IN THE BEST MODERN LANGUAGES DEPARTMENT IN THE NORTH WEST*, JUST 20 MINUTES’ WALK FROM MANCHESTER CITY CENTRE Undergraduate degree programmes Undergraduate degree programmes are available with the study of one, two or three different languages including Arabic and Chinese (new for 2008), French, German, Italian, Portuguese, Spanish and English as a Foreign Language Arabic/English Translation and Interpreting degree and foundation degree programmes are available for native speakers of Arabic – the only programmes of their kind in the UK

Postgraduate degree programmes Masters programmes available in Applied Linguistics, TESOL and Translation and Interpreting (including Chinese/English and Arabic/English) Programmes taught by top-rated researchers and highly experienced practitioners

For further information please see our website: www.languages.salford.ac.uk/admissions56 Contact us: School of Languages, University of Salford, Salford, M5 4WT T +44 (0)161 295 5990 Enquiries-languages@salford.ac.uk *according to Guardian League Tables, 2006 Ref: 3597

School of Languages

for the teaching of English as a foreign language

The Whitechapel Centre when whatâ&#x20AC;&#x2122;s needed most is a helping hand

Open Mon - Fri 9.00am - 3.30pm Sun & Bank holidays 11am - 2.30pm Drop-in centre offers advice and information on housing, benefits and general issues Breakfast Bar: Mon, Tues, Thurs Fri 8am - 11 am (special service Rough sleepers only) Free hot meals a day Langsdale Street (Off Shaw Street) Liverpool L3 8DU Tel: 0151 207 7617 Fax: 0151 207 4093

Partner The Bringing Region, Make a Difference People Together

Interested in

Fostering?

Do you have room in your heart for a child who cannot live with their family? Could you provide a safe and loving home especially for brothers and sisters, older children or children with disabilities? Then fostering could be for you! We offer generous financial allowances, support and ongoing training.

Telephone us today on: 0161 947 4646 www.stockport.gov.uk/foster

The Northwest Regional Development Agency drives economic growth in all the regionâ&#x20AC;&#x2122;s communities, supporting business expansion, investment,and skills development. We value the difference we can all make to the region and welcome people from different backgrounds to work together to make our region even better. We have a wide range of career opportunities and would encourage you to visit our website at www.nwda.co.uk for further information .

St Helens College - The Employer Looking for a rewarding challenging career? St Helens College could be for you, with careers in lecturing, administration, student support and information technology. In return for hard work and commitment you will receive a benefits package to include between 30 and 47 days annual leave plus bank holidays, contributory final salary pension scheme and flexible working. In addition we have an on-site gym and leisure facility, on-site nursery, a fine dining restaurant and an award winning real ale bar. This combined with hair, beauty and sports therapy treatments make St Helens College an enviable employer. Details of vacancies currently available on our website at www.sthelens.ac.uk or www.fejobs.com We pride ourselves on being an equal opportunities employer and welcome applications from all sections of the community. We particularly welcome from under represented groups and ethnic minorities

move forward...

...with the together trust

The Together Trust is a charitable organisation, operating in the North of England and North Wales providing care, education, support and improved life opportunities for young people in need.

The Together Trust Schools Hill, Cheadle Cheshire SK8 1JE

We have opportunities to join our dynamic organisation and work with us in many varied and rewarding roles, with a chance for you to develop your skills and experience.

Registered Charity Number 209782

The Trust is committed to equal opportunities and welcomes applications from men and women, regardless of their racial, ethnic or national origin, religion or belief, disability, sexuality, age or responsibilities for dependants. To find out more visit www.togethertrust.org.uk email jobs@togethertrust.org.uk or call us on the recruitment hotline 0161 283 4828

Make a difference to a childâ&#x20AC;&#x2122;s life. The Together Trust are recruiting Foster Carers and Adoptors who have a unique and valuable role, in the lives of vulnerable children. Fostering can be for short periods or permanent, until the young adult can live alone. The children can be any age. They may be on their own, or with brothers and sisters, for a few days, months or years. There may be a lot of contact with family members and others have none. All, require someone to care for them, who can understand where they have come from and 'be there' for them. In return, Foster Carers are given training, including NVQ level 3, paid a generous allowance/fee, 24 hour support, and regular supervision. Our adoption agency seeks to provide adopters for children who cannot be brought up by their birth family for whatever reason. Again adoption allowances can be paid, and support and training are provided. Bringing up a child is rewarding, great fun and hard work. Especially when you choose to bring up a child who was not born to you. But, whatever the challenges, you have the opportunity to change a child's life, and provide a brighter future. If you telephone, you can speak to one of our social workers and find out more.

Tel: 0161 217 1001 Fax: 0161 474 0860

Pobl wahanol. Gwerthoedd cyffredin. Mae Llywodraeth Cynulliad Cymru yn gyflogwr Cyfle Cyfartal, sy’n golygu ein bod yn trin pawb gyda pharch ac urddas. Rydym yn benderfynol o sicrhau ein bod yn hyrwyddo a chynnal amgylchedd sy’n gwerthfawrogi amrywiaeth, lle nad oes gwahaniaethu, aflonyddu a bwlio yn bodoli. Nid oes raid i chi gael cymwysterau i ymuno, ac mae’n ein proses dewis a dethol yn sicrhau ein bod yn edrych ar eich gallu, eich cymhwysedd a pha mor addas yr ydych ar gyfer y swydd. Pan fydd swyddi gwag gennym, byddant yn ymddangos ar ein gwefan www.cymru.gov.uk/recruitment

Different people. Same values. The Welsh Assembly Government is an Equal Opportunities employer; which means we treat everyone with dignity and respect. We are determined to ensure that we promote and maintain an environment that appreciates diversity and is free from discrimination, harassment and bullying. You don’t necessarily need any qualifications to join, and our selection process ensures we look for evidence of your ability, competence and suitability for the job. When vacancies arise they will be posted on our website www.wales.gov.uk/recruitment

At Powerhouse Foyer you will get your own flat, with staff to help and support you. Common Room,pool tables PCs and internet Supportive staff to help with colleges, training and jobs. Independance and a positive step forward Help moving to your own place Think you fit the bill and would benefit from living here give us a call or drop in anytime.

Powerhouse Foyer 300 Upper Parliament Street Liverpool L8 7JU Tel: 0151 288 8100

Bring Your Dreams s.elton-chalcraft@cumbria.ac.uk 01524 384 522

The UKâ&#x20AC;&#x2122;s newest University; committed to providing an inclusive, diverse and equal experience that will help you realise your dreams. For more information, please visit www.cumbria.ac.uk <http://www.cumbria.ac.uk/> or contact Sally at Sally.Elton-Chalcroft@cumbria.ac.uk

Unification through Diversification

North East and Scotland Opportunities NORTH WEST AND WALES CHESHIRE CUMBRIA CLWYD DYFED GREATER MANCHESTER GWENT GWYNEDO LANCASHIRE MERSEYSIDE MID GLAMORGAN POWYS SOUTH GLAMORGAN WEST GLAMORGAN

North West and Wales

South and greater London

North East and Scotland

Midlands and East Anglia

City of Sunderland College always makes an extra special effort to raise money for Children in Need and November 2006 was no exception. Rather than raise money the traditional way, the Student Union of one of the College’s three sixth forms - Bede Sixth Form Academy - came up with a twist – they planned, promoted and implemented a fashion show, which showcased ethnic fashion in the Sunderland area. No detail was left to chance for the show – a break dancer was brought in to teach the dance routines as part of the show and even a professional modelling agency came on board to show the students how to strut their stuff on the catwalk!

175 years

of providing quality training and education

24,000 students

1800

employees

1 Vision: to be recognised by 2010 as one of the

top colleges in the UK offering a unique range of courses from basic education to postgraduate degrees.

This is an exciting time to be part of Bradford College â&#x20AC;&#x201C; either as a member of staff or as a student. In pursuit of our vision, we will be investing in a state-of-the art ÂŁ100 million campus and pursuing university college status as well as leading the way in wide range of other innovative developments.

To view current vacancies and download application forms, job descriptions please visit:

www.bradfordcollege.ac.uk

Contact

Tel: 01430 426500 Fax: 01430 426501

Address

HMP EVERTHORPE 1A Beck Road Brough East Yorkshire HU15 1RB

For current vacancies, please visit: www.hmprisonservice.gov.uk The Prison Service is an Equal Opportunities Employer

HMP Everthorpe is a training prison holding over 600 adult male offenders, and works in partnership with the community to improve life chances and reduce re-offending. We regularly recruit various grades of staff in Administration, Industrial grades and Operational Support Grades, and each year Prison Officers are recruited as part of a regional campaign within Yorkshire and Humberside. We are currently under represented by ethnic minorities and would particularly welcome applications from these groups. For more information regarding current vacancies please visit our website: www.hmprisonservice.gov.uk or contact our local Human Resources team on the above telephone number.

ANSWERING THE CALL

To apply for a career in one of the North East of Englandâ&#x20AC;&#x2122;s Fire and Rescue Services please contact:

Regional recruitment line: 0191 4441659 www.twfire.gov.uk/recruitment/firefighters/register

rethinkyour career A wide range of opportunities exist from Prison Governer to Gardener. Contact for further details regarding opportunities for gaining employment. Applicants from all backgrounds encouraged to apply. Tel: 0191 3323219 | Email: catherine.alderson@hmps.gsi.gov.uk

Your career, your future, your move! North Yorkshire County Council has over 23,000 employees in roles as diverse as teaching, road maintenance, catering, cleaning, accountancy, countryside services, archaeology, recycling, social care and administration support to mention just a few.

There are many opportunities for you within the Council, careers to suit all abilities, experiences and backgrounds. The County Council is an Equal Opportunities employer and welcomes applications from all sectors of the community, we appoint on merit.

To find out more about working for us or to view current vacancies, please visit www.nyccjobs.co.uk or www.sector1.net

Developing skills for learning, life and work

Leeds Thomas Danby is a market leader in the post 16 sector, with over 14,000 students and 700 staff. It enjoys a local, regional and national reputation for excellence. As one of the seven independent Colleges in the Leeds Federation of Colleges, LTD has a proven record in effectively meeting the learning needs of a diverse community. As an Equal Opportunities employer and Investors in People, we recognise the importance of our people and their development. We embrace and value diversity.

To checkout our vacancies, please visit our website at www.leedsthomasdanby.ac.uk For further details on courses, call freephone

Foster Carer

0800 096 2319

Foster Carer

A role to be proud of. We need special people to work as foster carers who can offer space and a safe, supportive and stable environment in their own home. We offer: Professional Allowance Preparation and Training Ongoing Individual and group support

Interested? Ring Lynne Dobson on: 01924302160 Or Email l.dobson@wakefield.gov.uk

www.wakefield.gov.uk

VALUING DIVERSITY

>>>HIGH PROFILE PRISONERS >>>HIGH PROFILE PRISONS >>>HIGH PROFILE CAREERS

HMP Belmarsh is currently recruiting Prison Officers. The prison is located inThamesmead, South East London and accepts a wide variety of maleprisoners, from maximum security to low risk offenders. Working as a Prison Officer is a challenging and rewarding professional career offering NVQ qualifications, fast track promotion opportunities and specialist training. The work is varied and challenging, you will work with some interesting people with an opportunity to effect change in offender’s lives, assist their rehabilitation and protect the public. HMP Belmarsh provides prisoners with regular access to education, work shops, gymnasium, comprehensive drug treatment and referral services, resettlement and housing advice. The job is rewarding in more ways than one: salaries for new entrant Prison Officers start at £24,661 (including £3100 local pay allowance), with an excellent pension and opportunities to work additional paid hours. Professional development training is available in areas as varied as Diversity, physical education, drug treatment and advice, offender management, security and intelligence, rehabilitation programme delivery and suicide prevention, all within one of the most modern, safe and well equipped establishments in the country.

Both as prison and employer we are serious about Diversity and Equality. The population of Belmarsh represents London's rich ethnic and cultural mix, and it is important to us that our staffing reflects this. Belmarsh is committed to actively recruiting people from black and minority ethnic backgrounds in order to promote cultural awareness enable meaningful interactions and provide positive role models to make a difference in offender’s lives.

Disability Employment Advisers Injury, disabilities or health problems can come into someone’s life at any time, often when least expected. Disability Employment Advisers (DEA) at Jobcentre Plus can help people with disabilities or health problems overcome their barriers to work, discuss their situation and goals and agree what work is best for them. Every year Jobcentre Plus helps more than 100,000 disabled people back to work. •

Over one million disabled people in the UK want to work but don’t have a job.

•

Approximately 49% of disabled people of working age were in work, compared to 81% of non-disabled people in work.

•

2.7 million people of working age in the UK receive incapacity benefits because of a health condition or disability.

•

By the year 2010, 40% of the UK population will be over 45 – the age at which incidence of disability increases.

•

Total spending power of disabled people is estimated at between £45-50 billion.

Jobcentre Plus works closely with employers who have vacancies to fill. Advisers can help employers to attract a wider pool of workers in many different ways, such as encouraging them to employ a more diverse workforce and modifying equipment. Examples include installing a large flat screen monitor that can aid employees with poor eyesight, adaptations to work stations (e.g. a chair with lumbar support) and also providing appropriate advice and training for new colleagues to cope with conditions such as epilepsy. Disabled Peoples’ Questions Answered: Anna Riva is a specialist DEA at Jobcentre Plus. She answers some of the questions typically asked by someone with a disability or health problem affecting their work, when they visit Jobcentre Plus. If you would like an answer to a specific enquiry, please contact Clo Davey or Abigail Tye on 020 7839 4321 or jobcentreplus@fishburn-hedges.co.uk. Q: I’m not sure which job suits me and my disabilities best. A: Jobcentre Plus can help you find out how your disability or health condition affects the type of work or training you want to do by arranging for an Employment Assessment. Following this a DEA would help identify an appropriate job that suits your needs. This could include for example thinking about what your skills and interests are and how they could apply to different sorts of jobs you may not have considered.

Q: It’s been a long time since I last worked and I’m worried how I will cope as I can’t remember how to do it! A: A DEA will work with you to discuss and agree an Action Plan, which can involve Work Preparation, a session with a Work Psychologist and IB Options Courses. Work Preparation is an individually tailored programme designed to help disabled people, or those with health conditions, return to work following a long period of sickness or unemployment. DEAs, as part of the Work Preparation programme will be able to advise you on various work experience opportunities and possible training options, suited to your needs. Training can help you to: •

Develop your existing skills and abilities

•

Develop new skills

•

Get useful qualifications

Q: I’m scared I am going to lose my job, as my disability sometimes affects my work. A: If you are concerned that you may be at risk of losing your job then Jobcentre Plus’s DEAs can give you and your employer advice. The DEA can explain how Access to Work may be able to help by arranging for your needs to be assessed and funding the right sort of support. For example it may be possible to arrange special adaptations for a workstation, such as a split back chair, lumbar support and a headrest. Q: I’m worried as I have been off work with an illness for a while and now I’m unable to continue in work. What financial help can I get? A: There is a wide range of benefits that your DEA can introduce you to, in order to allay financial difficulty if you’ve become ill while you are working. These benefits will also hopefully help you to get back to work. Contact your local Jobcentre Plus for further information on what benefits you may be eligible for. Q: I’m an employer and I’ve heard about the Disability Symbol, what is it? A: It’s a recognition given by Jobcentre Plus to employers who have agreed to meet five commitments regarding the employment, retention, training and career development of employees. It means the employer will guarantee an interview to a potential employee if they meet the minimum criteria for that job, regardless of their disabilities. Q: I’m registered disabled and claim Disability Living Allowance, plus income support. I can’t go out to work because of my disability, but I’m good at handicrafts and would like to sell my work. Could I be accused of benefit fraud and lose my benefits? A: Disability Living Allowance (DLA) is not related to income. The majority of people in receipt of DLA are not in employment, but you can still receive this benefit in some cases if you are working. However, the level of Income Support you receive could be affected if you work, as it is generally paid to people on a low income. Despite this, there are some rules in place that enable disabled people to work under certain circumstances without forfeiting their benefits, so you may have nothing to worry about. Your local Jobcentre Plus will advise you about your personal situation.

USEFUL WEBSITES Association of Women in Science and Engineering www.awise.org Aim is to advance the participation of girls and women in the sciences, from biomedicine to mathematics and the social sciences, in engineering, and technology â&#x20AC;&#x201C; all areas at all levels.

The Audit Commission www.audit-commission.gov.uk The Audit Commission is an independent body responsible for ensuring that public money is used economically, efficiently and effectively.

Everywoman www.everywoman.co.uk Everywoman is a provider of training, resources and support services for women in business, aiming to increase the number of women in the UK economy and raise their status. Many of the services are online, and membership is free.

Family and parents institute www.familyandparenting.org Their aim is the wellbeing of children and families and to achieve this, they carry out research and policy work to find out what matters to families and parents. They develop ideas to improve the services families use and to improve the environment in which children grow up. They also work to inform policymakers and public debate and develop practical resources for people working with families.

Fathers Direct www.fathersdirect.com Fathers Direct is the UK's national information centre for fatherhood.

Fawcett Society www.fawcettsociety.org.uk A national voluntary organisation working to create greater equality for women.

Flexecutive www.flexecutiveclient.co.uk Flexible Working - information, advice, opportunities and consultancy. Flexecutive helps organisations to introduce and support flexible working. They also work with organisations to think creatively about resourcing, and provides access to quality candidates.

Genderquake www.genderquake.com Genderquake is a strategic consultancy focussed on the gender dynamics of social, economic and technological change

info4local www.info4local.gov.uk Info4local is a one-stop portal providing easy access to information from the web sites of central government departments and agencies. Sign up to info4local's e-mail alert service to receive the latest information from the Equal Opportunities Commission and other central government departments and agencies.

Low Pay Unit www.lowpayunit.org.uk The site contains information on the Low Pay Unit's campaigns, statistics on low pay and inequality, and advice leaflets on employment rights.

Maternity Alliance www.maternityalliance.org.uk An independent national voluntary organisation working to improve rights and services for all Britain's pregnant women, new parents and babies.

Need2Know www.need2know.co.uk Need2Know is the new portal for 13 - 19 years olds. It provides a 'first-stop-shop' for everything in life, with relevant sign-posts to valuable web sites in the public, private and charitable sectors.

Open.gov.uk www.open.gov.uk Government website providing links to UK public sector information.

Opportunity Now www.opportunitynow.org.uk Business led campaign that works with employers tackling barriers to women's progress.

Oxfam - the right to be equal Oxfamâ&#x20AC;&#x2122;s UK Poverty Programme focuses on equality between women and men. Their work includes action on regeneration, gender budgeting, women's influencing, and lone fathers. www.oxfamgb.org/ukpp/equal

Prowess PROWESS is a UK-wide advocacy network that supports the growth of women's business ownership through the development of an effective women-friendly business support infrastructure and enterprise culture. www.prowess.org.uk

SET â&#x20AC;&#x201C; Promoting Science, Engineering and Technology for Women Unit www.setwomenresource.org.uk New UK Resource Centre for Women in Science, Engineering and Technology. This DTI funded organisation is replacing a lot of the work previously done by the DTI as seen on their web site www.set4women.gov.uk which is due to be phased out shortly.

Tommy's www.tommys.org Tommy's is a registered charity which addresses the concerns of parents-to-be in the workplace. It was established over 10 years ago to help reduce the number of babies who die during pregnancy and at birth.

Through their Pregnancy Accreditation Programme they work with employers to improve the working conditions and wellbeing of pregnant women in the workplace.

Trades Union Congress www.tuc.org.uk Trade Union issues and campaigning body

Truth about rape www.truthaboutrape.co.uk A group committed to making a difference to how society understands rape.

UK Feminist Action groups.yahoo.co.uk/group/ukfeministaction A mailing list for UK feminists of all ages, backgrounds and political affiliations to share news about feminist activism, activities, groups, events, protests, campaigns etc.

The UK Resource Centre for Women in Science, Engineering and Technology www.setwomenresource.org.uk Based in Bradford, The UK Resource Centre for Women in Science, Engineering, Construction and Technology offers a range of conference and training facilities to employers, professional bodies, Sector Skills Councils, careers professionals and learning providers. It also provides a range of resources aimed at promoting careers in SET to girls and women.

The Who Cares? Trust www.thewhocarestrust.org.uk A national charity working to improve public care for around 60,000 children and young people who are separated from their families and living in residential or foster care. The Who Cares? Trust has runs the CareZone community site, the first UK-wide multi-agency site for professionals and carers working to improve the lives of looked after children. The only one-stop shop for care, the Community Site will direct you to appropriate knowledge, practice and support in the areas of child development, social care, health and education. This site can be found at: www.carezonecommunity.org.uk

WINIT (Women in IT) WINIT are undertaking an in-depth survey of women in the IT industry, the projects will investigate why women are poorly represented in the IT sector as a whole and will seek to find reasons for, and solutions to, the female 'IT brain-drain'. www.isi.salford.ac.uk/gris/winit/index.

Women's Engineering Council www.engc.org.uk

Women and Equality Unit www.womenandequalityunit.gov.uk The Women and Equality Unit is part of the Cabinet office

Women in Film and Television UK www.wftv.org.uk Women in Film and Television UK (WFTV) is a membership organisation open to women with at least one year's professional experience in the film, television and digital new media industries. WFTV exists to protect and enhance the status, interests and diversity of women working at all levels in the visual media.

Women's National Commission www.cabinet-office.gov.uk/wnc An official independent advisory body giving the views of women to government.

Working Families (formerly New Ways to Work) www.workingfamilies.org.uk/asp/home_zone/m_welcome.asp Campaigns and provides expert advice on new and flexible ways of working.

Regional links

Equality Commission Northern Ireland www.equalityni.org Combating discrimination and promoting equality in Northern Ireland.

Equality North East Ltd Tackles equal opportunities and diversity issues in employment ultimately removing the barriers to economic and social life for all. The Pinetree Centre Durham Road Birtley Chester-le-Street Co Durham DH3 2TD 0191 492 1333 or 0191 492 1444 email: info@equality-ne.co.uk website: www.equality-ne.co.uk

Fair Play East Midlands The Djanogly Innovation Centre for Europe The Nottingham Trent University Burton Street NOTTINGHAM NG1 4BU Tel: 0115 948 6519 Fax: 0115 948 6568 e-mail: Jane.Thompson@NTU.ac.uk website: www2.ntu.ac.uk/dice/fairplay/menupage.htm

Fair Play South West C/o Equality South West East Reach House Taunton Somerset TA1 3EN website: www.fairplaysw.org.uk e-mail: info@fairplaysw.org.uk

Fair Play South East Southwater Business Resource Centre 29f Industrial Estate, Station Road Southwater HORSHAM West Sussex RH13 7UD Tel: 01403 739373 Fax: 01403 734432 website: www.fairplayse.org.uk website: www.seequality.org.uk

Fair Play Eastern Business in the Community PO Box 93 58 High Street NEWMARKET CB8 8ZN Tel: 01638 663272 Fax: 01638 666841 e-mail: prae@bitc.org.uk

Fair Play Bedfordshire and Luton The Old Chapel Carlton Road Turvey BEDFORD MK43 8EG Tel: 01234 881708 Fax: 01234 881708

Fair Play Scotland Equal Opportunities Commission St Stephens House 279 Bath Street, Glasgow G2 4JL Tel: 0141 248 5833 Fax: 0141 248 5834

Chwarae Teg Chwarae Teg Companies House Crown Way Maindy CARDIFF CF4 3UZ Tel: 029 20381331 Fax: 029 20381336 website: www.chwaraeteg.co.uk

Know your rights

ACAS â&#x20AC;&#x201C; Advisory, Conciliation and Arbitration Service www.acas.org.uk Mediating in employment; advice on good industrial relations practice, including equal pay. Advice and information for individuals and employers about Age Discrimination: www.acas.org.uk/index.aspx?articleid=1046 Guidance on Sexual Orientation in the workplace, and Religion and Belief in the workplace: www.acas.org.uk/index.aspx?articleid=337

Commission for Racial Equality www.cre.gov.uk Advice and information on race equality.

Community Legal Service www.justask.org.uk Legal help and information in England and Wales.

Disability Rights Commission www.drc-gb.org Working towards a society where all disabled people can participate fully as equal citizens.

Employment Tribunals www.employmenttribunals.gov.uk The Employment Tribunals are judicial bodies established to resolve disputes over employment rights. The website provides information about the tribunals and guidance about how to apply to them, both in England and Wales, and in Scotland. The ET's General Enquiry Line will also try to answer any enquiries, including providing statistical information. However they cannot provide any type of legal advice.

Labour Research Department www.lrd.org.uk Provides news and information for Trade Unionists, workers and the labour movement on key workplace issues such as work/life balance, redundancy, pensions and more.

Law Centres www.lawcentres.org.uk Law centres provide a free and independent professional legal advice service to people who live or work in their catchment areas.

Low Pay Unit www.lowpayunit.org.uk The site contains information on the Low Pay Unit's campaigns, statistics on low pay and inequality, and advice leaflets on employment rights.

Muslim Women's Helpline The Muslim Women's Helpline aims to provide any Muslim girl or woman in a crisis with a free, confidential listening service and referral to Islamic consultants, plus practical help and information where required. www.mwhl.org

NACAB â&#x20AC;&#x201C; Advice guide www.adviceguide.org.uk This site, set up by the National Citizens Advice Bureaux, gives basic information on your rights. It gives a broad outline of where you stand and what you can do.

Parents at Work www.parentsatwork.org.uk Sources of information for working parents on employment rights and helpful advice on childcare and flexible working.

Pay Wizard www.paywizard.co.uk This website allows workers to compare their pay with those of others doing similar work, while providing visitors with information on employment rights.

SafeWorkers www.safeworkers.co.uk Reference point to provide extensive information on well being and safety in the workplace.

Tailored Interactive Guidance on Employment Rights (TIGER) www.tiger.gov.uk Department of Trade and Industry site giving guidance and information on UK employment law. Sections on employment relations, National Minimum Wage and maternity rights.

Trades Union Congress www.tuc.org.uk Includes information on your rights at work, as well as contact details for individual trade unions.

How to put equality into practice

ACAS â&#x20AC;&#x201C; Advisory, Conciliation and Arbitration Service www.acas.org.uk Mediating in employment; advice on good industrial relations practice, including equal pay.

Age Positive www.agepositive.gov.uk Department for Work and Pensions website promoting age diversity in employment.

Andrea Adams Trust www.andreaadamstrust.org UK Charity dedicated to tackling workplace bullying.

Angel Productions www.angelproductions.co.uk Angel Productions produces a range of video/DVD based training packs about equality and diversity at work.

Children Mean Business www.cmb.org.uk Provides a useful introduction to the variety of family friendly measures available to employers as well as showing, through case studies, how some of these work in practice.

Commission for Racial Equality www.cre.gov.uk Enforcing and promoting racial equality

Commission for Equality and Human Rights www.cehr.org.uk Contains information about Government plans to develop a single agency.

COPE for Equality Ltd www.copeforequality.co.uk COPE provides a range of private and in-house individually tailored training programmes: professional development, equality and diversity, and positive action.

Department for Trade and Industry www2.dti.gov.uk/er/workingparents.htm Information and advice about how to balance work and childcare responsibilities to the benefit of employers, employees and their children.

Disability Rights Commission www.drc-gb.org Working towards a society where all disabled people can participate fully as equal citizens

Diversity Dimension www.diversitydimension.com Cultural Diversity consultancy that can provide you with a head start in reaching the many different communities within the U.K.

Diversity UK www.diversityuk.co.uk If you're professionally involved in equality and diversity issues as a practitioner working in an organisation; an external trainer; an organisational policy or strategy maker or a consultant working with organisations, take a look at The Diversity Directory, aimed at giving employers the widest choice of equality and diversity consultancies.

Diversity Xchange www.diversityxchange.com Diversity Xchange is a print and on-line forum for promoting best business practice. It seeks to stimulate interest in diversity management as part of a business corporate social responsibility. The forum regularly delivers current issues and debates surrounding age, disability, gender, race, religion and sexual orientation.

Employers' Organisation for Local Government You can find a summary of the Equality Standard for local government on this site. The standard was developed jointly with the Equal Opportunities Commission, the Commission for Racial Equality and the Disability Rights Commission. www.lg-employers.gov.uk/diversity/equality/index.html

Employers Forum On Age www.efa.org.uk A network for employers providing advice and practical support about how business can benefit from age-diversity.

Employers for Work-life balance http://www.employersforwork-lifebalance.org.uk Aim to share best practice and demonstrate to large and small employers how work-life policies can be introduced on a practical basis.

EORdirect Online subscription service from IRS, part of Butterworths Tolley, containing equal opportunities law and practice information for personnel and legal professionals www.eordirect.com

Equality Challenge Unit The Equality Challenge Unit has been working, since 2001, with higher education to improve equal opportunities for all who work or seek to work in the UK higher education sector. www.ecu.ac.uk

Equality Direct www.equalitydirect.org.uk Advice for employers on a wide range of equality issues, also providing an England-wide telephone service, telephone 0845 600 3444.

Equality and Diversity Forum www.equalitydiversityforum.org.uk A network of national organisations committed to progress on age, disability, gender, race, religion and belief, sexual orientation and broader equality issues.

European Commission: For Diversity â&#x20AC;&#x201C; Against Discrimination www.stop-discrimination.info/index.php?guide Contains basic information on the new European Union Anti-Discrimination Policies and give practical advice on how organisations and individuals can avoid and combat discrimination. A number of factsheets are specifically aimed at employers.

European Social Fund News www.esfnews.org.uk Details of the European Community's EQUAL programme to support equality between men and women.

Financial Mail Women's Forum www.fmwf.com Network for senior business women.

info4local http://www.info4local.gov.uk Info4local is a one-stop portal providing easy access to information from the web sites of central government departments and agencies. Sign up to info4local's e-mail alert service to receive the latest information from the Equal Opportunities Commission and other central government departments and agencies.

Investors in People www.investorsinpeopledirect.co.uk Investors in People is a national quality standard which sets a level of good practice for improving an organisation's performance through its people.

Low Pay Unit www.lowpayunit.org.uk The site contains information on the Low Pay Unit's campaigns, statistics on low pay and inequality, and advice leaflets on employment rights.

Opportunity Now www.opportunitynow.org.uk Works with employers to realise the full potential of women in the workforce.

Proactive Reputation Management www.prorepman.co.uk Proactive Reputation Management focuses on people issues in organisations, for example their diversity, their behaviour and how they impact their organisations' reputations. They provide consultancy and implementation services to private and public organisations.

Public Appointments Unit www.publicappointments.gov.uk Information about public appointments, including public appointment vacancies and how to apply.

Tailored Interactive Guidance on Employment Rights (DTI site) www.tiger.gov.uk Department of Trade and Industry site giving guidance and information on UK employment law. Sections on employment relations; the National Minimum Wage and maternity rights.

Tommy's www.tommys.org Tommy's is a registered charity which addresses the concerns of parents-to-be in the workplace. Through their Pregnancy Accreditation Programme they work with employers to improve the working conditions and wellbeing of pregnant women in the workplace.

TUC www.tuc.org.uk/changingtimes Practical guidance for employers and unions to achieve a better work-life balance in the workplace.

WomenBusinessDirectory.com www.womenbusinessdirectory.com A comprehensive directory of resources and information for women in business.

Women and Equality Unit www.womenandequalityunit.gov.uk Government department established to help the government deliver for women on the issues that matter most to them - includes information on reducing the pay gap and Work Life balance.

Working Families Working Families is the UKâ&#x20AC;&#x2122;s leading work-life balance organisation. Working families helps and give a voice to working parents and carers, whilst also helping employers create workplaces which encourage work-life balance for everyone. www.workingfamilies.org.uk www.workingfamilies.org.uk/asp/employer_zone/e_bulletin/e_bulletin_quality_work_hours.asp

Work Life Balance Centre www.worklifebalancecentre.org The Work Life Balance centre is a virtual resource that aims to: raise awareness and promote discussion of work life balance issues, promote and disseminate best practice in achieving work life balance, conduct research into working practices and issues, disseminate findings as widely as possible, encourage contributions from academics, business leaders, government organisations, professional associations and others and produce practical interventions to encourage better work life balance.

The Law

Lawrights http://www.lawrights.co.uk/emp.html Information on all areas of employment law, including discrimination.

UK Legislation http://www.legislation.hmso.gov.uk Local and public Acts of Parliament, full text of statutory instruments back to 1987.

British Employment Law http://www.emplaw.co.uk Site for employers, employees, lawyers, HR professionals and all who need information on British Employment Law.

Employment Tribunals http://www.employmenttribunals.gov.uk The Employment Tribunals are judicial bodies established to resolve disputes over employment rights. The website provides information about the tribunals and guidance about how to apply to them, both in England and Wales, and in Scotland.

The ET's General Enquiry Line will also try to answer general enquiries, including providing statistical information. However they cannot provide any type of legal advice.

Closing the income gap Organisations that are working to close the income gap between women and men and who will continue to lobby for change for greater equality between women and men include the following: Commission for Equality and Human Rights (CEHR) From October 2007 the CEHR will take over the role that the Equal Opportunities Commission has had since1976 to tackle sex discrimination and promote gender equality. www.cehr.org.uk Fawcett Society Fawcett campaigns for equality between women and men in the UK on pay, pensions, poverty, justice and politics. www.fawcettsociety.org.uk Women's National Commission The official, independent, advisory body giving the views of women to the Government. It is the only organisation of this kind in the UK. It aims to ensure that women's views are taken into account by the Government and are heard in public debate. www.thewnc.org.uk Trade Union Congress (TUC) The TUC campaigns for a fair deal at work and for social justice at home and abroad. The TUC is the umbrella for Trade Unions in the UK www.tuc.org.uk Child Poverty Action Group CPAG is the leading charity campaigning for the abolition of child poverty in the UK and for a better deal for low-income families and children. www.cpag.org.uk Low Pay Commission The Low Pay Commission (LPC) was established as a result of the National Minimum Wage Act 1998 to advise the Government about the National Minimum Wage. www.lowpay.gov.uk Scottish Low Pay Unit An independent organisation committed to improving the position of low paid workers in Scotland. www.slpu.org.uk

The Tiger (Tailored Interactive Guidance on Employment Rights) This interactive guidance within the Direct Gov website can be used by workers, employers, professional advisers or anyone with an interest in knowing how the national minimum wage law works. www.direct.gov.uk Women's Budget Group (WBG) The Women's Budget Group is an independent organisation bringing together individuals from academia, non-governmental organisations and trades unions to promote gender equality through appropriate economic policy. www.wbg.org.uk

Supporting modern families Organisations that are working to improve support for modern families and transform the way we work and care, which in turn will bring greater equality between women and men include the following: Commission for Equality and Human Rights (CEHR) From October 2007 the CEHR will take over the role that the Equal Opportunities Commission has had since1976 to tackle sex discrimination and promote gender equality. www.cehr.org.uk Child Poverty Action Group CPAG is the leading charity campaigning for the abolition of child poverty in the UK and for a better deal for low-income families and children. www.cpag.org.uk One Parent Families One Parent Families believes we can build a fairer society for all families, in which lone parents and their children are not disadvantaged and do not suffer from poverty, isolation, or social exclusion www.oneparentfamilies.org.uk The Daycare Trust Daycare Trust is the national childcare charity working to promote high quality childcare for all. www.daycaretrust.org.uk Working Families Working Families is the UK's leading work-life balance organisation.They help and give a voice to working parents and carers, whilst also helping employers create workplaces which encourage work-life balance. www.workingfamilies.org.uk

Fathers Direct Fathers Direct is the national information centre on fatherhood. www.fathersdirect.com Families need Fathers Families need Fathers provides support on shared parenting issues arising from family breakdown. Their primary concern is maintaining the child's relationship with both parents. www.fnf.org.uk Carers UK Carers UK is the voice of carers fighting to end injustice and for recognition of the contribution made by carers to society. www.carersuk.org Age Concern The UK's largest charity working with and for older people. www.ageconcern.org.uk National Childbirth Trust NCT is the leading UK charity for pregnancy, birth and parenting. www.nct.org.uk Mothers Union A Christian organisation working and caring for families worldwide www.themothersunion.org The Office for Disability Issues The Office for Disability Issues is the focal point within government to coordinate disability policy across all departments www.officefordisability.gov.uk Joseph Rowntree Association One of the largest social policy and research development charities in the UK who seek to better understand the causes of social difficulties and explore ways of overcoming them. www.jrf.org.uk Disability Alliance Disability Alliance aims to break the link between poverty and disability. It provides information on social security benefits and tax credits to disabled people, their families, carers and professional advisers; and undertakes research into the income needs of disabled people. www.disabilityalliance.org Royal College of Midwives (RCM) RCM seeks to inform and influence the development of policy that affects both midwives and the women and children for whom they care. www.rcm.org.uk

Modernising public services Organisations that are working to modernise public services so that they are better suited to our needs as women and men include the following: Commission for Equality and Human Rights (CEHR) From October 2007 the CEHR will take over the role that the Equal Opportunities Commission has had since1976 to tackle sex discrimination and promote gender equality. www.cehr.org.uk Women's Budget Group (WBG) The Women's Budget Group is an independent organisation bringing together individuals from academia, non-governmental organisations and trades unions to promote gender equality through appropriate economic policy. www.wbg.org.uk National Council for Voluntary Organisations (NCVO) Umbrella organisation giving voice and support to voluntary and community organisations. www.ncvo-vol.org.uk Scottish Council for Voluntary Organisations (SCVO) SCVO is the national body representing the voluntary sector in scotland. www.scvo.org.uk/scvo/ Mens Health Forum (MHF) MHF works to improve male health and wellbeing in England and Wales. www.menshealthforum.org.uk Men's Health Forum Scotland (MHFS) MHFS exists to raise men's health awareness in Scotland. www.mhfs.org.uk NHS Employers NHS Employers aims to help employers improve the working lives of NHS staff as a path to better patient care. www.nhsemployers.org DirectGov Umbrella information website for all public services. www.direct.gov.uk

Tackling violence and ensuring safer communities Organisations that are working to tackle gender-related violence and ensure safer communities for women and men include the following: Commission for Equality and Human Rights (CEHR) From October 2007 the CEHR will take over the role that the Equal Opportunities Commission has had since1976 to tackle sex discrimination and promote gender equality. www.cehr.org.uk Rape Crisis Rape Crisis is the umbrella organisation for rape crisis groups across the UK, offering support and information that survivors of sexual violence, friends and family need to access the services they need. www.rapecrisis.org.uk End Violence against Women This is a coalition of individuals and organisations, including survivors, campaigners and service providers, who are calling on the Government, public bodies and others to take concerted action to end violence against women. www.endviolenceagainstwomen.org.uk Women's Aid Women's Aid works to end domestic violence against women and children and supports a network of over 500 domestic and sexual violence services across the UK www.womensaid.org.uk Amnesty Amnesty's purpose is to protect individuals wherever justice, fairness, freedom and truth are denied. It is a movement of ordinary people from across the world standing up for humanity and human rights. www.amnesty.org.uk Refuge Refuge provides a network of safe houses for women and children when they are most in need as a result of domestic violence. www.refuge.org.uk Suzy Lamplugh Trust The Suzy Lamplugh Trust provides practical support and personal safety guidance to reduce fear of crime and develop skills and strategies for keeping safe. www.suzylamplugh.org Womankind Worldwide Womankind Worldwide enables women to articulate their needs and ideas so that they can improve their lives and lift their families and communities out of poverty. www.womankind.org.uk

Sharing power Organisations that are working to close the 'power gap' and bring about greater equality between women and men include the following: Commission for Equality and Human Rights (CEHR) From October 2007 the CEHR will take over the role that the Equal Opportunities Commission has had since1976 to tackle sex discrimination and promote gender equality. www.cehr.org.uk Fawcett Society Fawcett campaigns for equality between women and men in the UK on pay, pensions, poverty, justice and politics. Fawcett's Equal Power: 2028 is a campaign to get public support for equal power between women and men. www.fawcettsociety.org.uk Electoral Reform Society The Electoral Reform Society campaigns to change the way we choose our politicians, believing that a fair voting system will improve democracy, allow politicians to better represent people and help them to tackle the serious issues facing our society. www.electoral-reform.org.uk

Disability Rights Commission http://www.drc-gb.org/ Working towards a society where all disabled people can participate fully as equal citizens.

Employers' Forum on Disability http://www.employers-forum.co.uk The Employers' Forum on Disability is a unique business-led organisation which promotes the mutual benefit of business and disabled people working together. The Forum is a UK charity with circa 400 member organisations, employing over 20% of the UK workforce. www.realising-potential.org is the new D-I-Y disability business case tool aimed at business leaders, policy makers and academics. Containing international statistics and practical corporate case studies, it outlines the business case for creating disability confident organisations that realise the potential of all disabled stakeholders.

Royal Association for Disability and Rehabilitation http://www.radar.org.uk Gives advice to employers and employees on all aspects of disability

Other Equality Issues Agebusters www.agebusters.org.uk Agebusters is a first port-of-call for anyone wishing to know about the UKâ&#x20AC;&#x2122;s Age Discrimination Regulations.

Age Concern www.ace.org.uk Practical help, information and advice on ageing issues

Age Positive www.agepositive.gov.uk

Broken Rainbow www.lgbt-dv.org Provides services to Lesbian Gay Bisexual & Transgender people experiencing domestic violence.

Campaign Against Age Discrimination in Employment www.caade.net

Commission for Racial Equality www.cre.gov.uk Enforcing and promoting racial equality.

Employers' Forum on Age www.efa.org.uk Promoting good practice â&#x20AC;&#x201C; the business case for age diversity.

Equality and Diversity Forum www.edf.org.uk/ The Equality and Diversity Forum is a network of national organisations committed to progress on age, disability, gender, race, religion and belief, sexual orientation and broader equality and human rights issues.

Gender Trust www.gendertrust.org.uk Offers information and support to transsexuals, as well as management guidelines for the employment of transsexuals.

Help the Aged www.helptheaged.org.uk

Press for Change www.pfc.org.uk/ A political and educational organisation campaigning for respect and equality for all transgender people.

Stonewall www.stonewall.org.uk A campaigning organisation for lesbian and gay equality.

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