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THE WOOD-SHEPPARD PRINCIPLES
Companies wishing to support Race Equality in Employment are
asked to give general endorsement to these Principles; to work progressively
towards their implementation and be willing to provide a modest response
annually on their progress. The Principles are a model for Positive
Action and do not imply any form of 'positive descrimination'.
Early
in 2003 the REEP Trustees considered that it was necessary to review
the wordings.
The
reasons for this include feedback from other organisations, changes
in the way certain terms are used and understood, also new ways in
which employers are expected to implement Racial Equality.
The
revision process was the result of a full day REEP workshop and a
further review by the Trustees. The new wordings are designed to strengthen
the principles but without specifying outcomes. A manual has been
written for the use of REEP practictioners and this includes extensive
guidelines for the measurement and assessment of outcomes.
These
cover a similar range of issues to the original wordings but the order
has been slightly changed.
- Adopt
and value ethnic diversity as a cornerstone of human resource policies
which is reflected in the workforce.
- Declare
a clear intention to reflect at all levels in the workforce the
ethnic diversity found within the local community.
- Create
and implement an effective and practical race equality policy incorporated
within the overall business plan and owned by the entire organisation.
- Monitor
EOP performance against targets and improve over time.
- Use
fair and transparent recruitment and selection processes.
- Make
access to comprehensive training opportunities available to all
employees irrespective of the level of entry and/or the qualifications
held at the time of entry into the organisation.
- Assign
a Senior Management E.O. champion to enable all line managers to
design and maintain their own E.O. action plans in line with the
overall business plan.
- Building
on a base of compliance with statutory regulations on discrimination,
develop a culture and processes that make racial and religious harassment
or discrimination a serious offence within the organisation.
- Publish
an annual profile by ethnic origin, gender and grade within the
organisation in relation to the Annual Report.
- Make
one Board member responsible for overseeing EOP monitoring and actively
seek an appropriately qualified ethnic minority Board member.
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