We've made real strides on equality

Oct 26 2009 by Andrew Mernin, The Journal

THE appearance of Nick Griffin on BBC's Question Time last week certainly increased the scale of debate on equality and diversity, albeit in a way which could and probably should have been managed in a much better way.

While there is much debate about the merits or otherwise of the decision to give the BNP such a high profile, there is some consensus that the tenor and tone of debate was nasty, pernicious and vindictive. This should be a surprise to no-one.

What a contrast to Thursday night’s unpleasant slanging match with the spectacle of the North East Equality Awards the following evening.

That event was immensely positive and hugely encouraging for anyone with aspirations for a fairer, more equal society. The awards celebrate a range of actions, the steps employers have made to embedding excellent practice in equality and diversity in their workplace, the impact that learning providers can make, as well as the efforts of individuals and trade unions. It is encouraging that these awards are attracting more applicants each year and also that the quality of actions on equality and diversity are getting better.

Perhaps what is most encouraging, however, is the changing attitudes of employers to issues of equality and diversity. At the start of the relatively rough passage of the Equality Bill through Parliament there were some employer voices espousing the usual mantra about ‘more regulations harming business’. As the Bill approaches the House of Lords reading and committee stage there is a growing body of evidence that suggests a much more positive employer attitude.

Equality North East has developed, with employers, an excellent ‘Equality Standard’, a toolkit employers can use to help them progress. The standard is relatively new, but already there are around 100 employers looking to achieve it. As part of this process the Government Equalities Office asked Equality North East to survey the attitudes and experiences of participating employers.

The primary reasons employers have given for seeking to achieve the standard include ‘wanting to be seen as a ‘good’ employer.’ Other reasons include a belief that achieving the standard will help the business attract public sector contracts and to avoid future litigation.

Employers, it seems, are increasingly seeing good practice in equality and diversity as the right thing to do, both morally and as something that is good for business. The discourse that suggests this is an onerous burden has all but gone and that must be something everyone interested in equality and diversity is greatly encouraged by.

Kevin Rowan is regional secretary, Northern TUC