high level group on non discrimination equality and diversity

With some groups having particular needs. A range of specific external sources of evidence are set out in the 912 0 obj <>stream The conference will be attended by representatives of national authorities members of the high-level groups on combating racism and xenophobia and on non-discrimination, equality and diversity, representatives of international organisations and equality bodies, as well as civil society organisations working on the ground. prepare them for external assessment and also promote equality, support diversity and tackle discrimination, victimisation, harassme nt, stereotyping and bullying. Programme Overview. Equality data are crucially important when assessing the effective implementation of legislation and policies that promote equality and non-discrimination. This publication provides guidance, advice and support to help ensure equality for all. h޼Wk��F�+��.��;wlǦ����-�|Pv�WԱ���l�}��! • We will understand how our activities, services and functions impact on diverse groups, enabling us to eliminate unlawful discrimination related to the protected characteristics. Diversity & inclusion and employee well-being are linked in four ways: workplaces that are inclusive foster enhanced employee well-being. The Subgroup has met in April, June and December 2018 and in March 2019. Reported levels of discrimination are highest for black employees and lowest for white employees; all other non-white groups are far more likely to report experiencing discrimination than white employees. It also allowed for an exchange of practical knowledge as to how to implement the guidelines on improving the collection and use of equality data. It combines thematic discussions on topics of common interest related to equality data, the exchange of practices and new developments in EU Member States and Norway. The information may be quantitative or qualitative in nature. We work to cultivate a sentiment in favour of equality and diversity by raising awareness and fighting discrimination in our community. In the Group, non-discrimination is an issue that concerns each Human Resources Director and many managers are dedicated to tackling this issue. This ensures there is a level playing field and everyone has the opportunity to reach their potential. issues, the Group holds the view that diversity and inclusion are strategic priorities. receive a high level of service from us, and that everyone is treated fairly. b��Y"���D�Aly3��7����������Hh����o�d���g� j�� However, many people in the EU continue to experience discrimination, inequality and social exclusion in their everyday life – across a range of different grounds – as FRA’s research and survey findings consistently show. To consider working together with the European Commission with regard to its List of actions to advance LGBTI equality, making full use of the High Level Group on Non-Discrimination, Equality and Diversity to discuss relevant issues and explore ways to accelerate progress, fully respecting the Member States' competences, national identities and constitutional traditions; and guidance see Guidelines on Improving the Collection and Use of Equality Data, Equality Sub-Group, High Level Group on Non-Discrimination, Equality and Diversity, European Commission, DG Justice and Consumers, Brussels, 2018. Diversity ensures that there is space at the table for everyone and not just those who fit into one particular group of people. employees with high levels of well-being are more inclusive. It aims the exchange of information and views on policy development in the areas of non-discrimination, equality and diversity. Conclusion: Diversity in the Context of Mobility – a Balancing Act. Diversity This can include (but is not limited to) age, appearance, ability, role, values, beliefs, sexual orientation and gender. ‘equality’ refers to the importance of recognising, respecting, and accepting the diversity of individuals and group needs, and of ensuring equality in terms of access, participation and benefits for all children and their families. endstream endobj startxref 9 The right to equality and non-discrimination encompasses both positive and negative obligations - the obligation to refrain from discriminating or eroding equality and the obligation to protect and advance the fulfilment and enjoyment of the rights to equality and non-discrimination for all people. group or part of the majority/dominant group (adapted from Murray and Urban, 2012). paper was presented and discussed during the High Level Event on Non-Discrimination and Equality in Rome (November 2014)1. By celebrating this diversity within settings and communities, it is recognising that we are all unique and all of equal value. discrimination, harassment of victimisation when they interact with us. C��PQ��G������(Vƫ�C�ЅRأ�j����p���H6�����U���� ���'(�Z����*(����(�l�#'��v� E�Q����:����G\K��.�aE$p1��NK�v�L׋��3a��̤�%DH��L?��L_���xQ���&���Yj��{�R�� �%�i]��)�9� �a�v]��A����ɸ��1L��&��>C|�� ������t("^��~���8���c7�&��R8q�G'�!�埂�ٽ{?����0���S7�`B���ah��}��m2ʶ�Ȉ��{2�>dtCHN�2��9S,B��m`�O� �uu) It aims to: • explain your legal and professional obligations to promote equality, tackle discrimination and foster good relations as set out in the Equality Act 2010 The principles of equality and non-discrimination are part of the foundations of the rule of law. 7 steps on how to write an Equality & Diversity Policy: To begin the policy, write a statement that outlines your organisation’s commitment to equality; that explains your aims are to create a workforce that is diverse, promotes positivity, and instils a can-do attitude in everyone, no matter their background or characteristics. Equality data is defined as any piece of information that is useful for the purposes of describing and analysing the state of equality. People from all religions report experiencing discrimination on the basis of their faith, but this is by far the highest among Muslims. Equality Rights Group GGR. This group brings together about 70 people comprising officials of Member States, European Economic Area countries and the European Commission. 849 0 obj <> endobj In this policy, we set out our legal duties around equality, diversity and inclusion (EDI). 872 0 obj <>/Filter/FlateDecode/ID[<73BCE5FF44CE7147B498D15125291873><63A5091551D21543AF2842297F3FEE8B>]/Index[849 64]/Info 848 0 R/Length 120/Prev 901130/Root 850 0 R/Size 913/Type/XRef/W[1 3 1]>>stream Find out more about the Agency and its work here. The level of awareness about what equality data are and how they monitor progress on the ground varies strongly among Member States, as well as among data providers and data users. Our approach to equality, diversity and inclusion builds on the Equality Act 2010, which provides a legal framework to protect people from discrimination, harassment and victimisation in the The EU has an advanced legal framework to promote equality and non-discrimination. The two complementary tools, the compendium of practices and the diagnostic mapping tool, were launched at the meeting of the High Level Group in March 2019. This offered members of the Subgroup - and of the High Level Group - the opportunity to get a deeper understanding of how different institutions in this country collect and use equality data, and of how institutions work and cooperate with each other to achieve this goal. Explore the social construction and status implications of identity, culture and diversity within Irish society. Equality and diversity ��$�C�7��9>�K����,��ڹE�4Z�/ז�|�ո�Ԍgv-�����k���N� �S��|Z���M�#X9.7���%U����C��w�r��ԇ�Y��l'��z��#/ 6��{W��Lę)n�?m�K���*����"�n�U����G�$CG��0T-�h��+j�W�2��`����庒N�ܠ�}����K����m�(Aݍ�|裣�}�e�'����Y)N�kD{u[K�^D���i���=�}�Wy���z!��|3a�7ۋo��o���ͅ.��A|��;ٹM8�(�I�=ݸݐ� ��\�T:E H��SMO�0�G����T���B�-��� UQIKM�d��'��'P$G�߼y��,/��zY-:8?��]W-^�g�ɲ}����k-�պ��u�\\�x:��. To support the Mayor to ensure the experiences of specific groups are represented in policy and programme, through convening stakeholder equalities groups drawing in wider expertise to inform the development of policy initiatives and/or programmes. Nevertheless, there are still gaps and shortcomings in the way Member States collect and use equality data, including the lack of a systematic approach to data collection. Diversity, equality, inclusion and discrimination are important terms to understand for the Level 2 Diploma Unit ‘Equality and Diversity in Care Settings’. We set objectives for developing our practice in EDI and explain how we will monitor our progress towards meeting them. Domov / Dogodki / High Level Group on Non-discrimination, equality and diversity and are not subjected to unlawful discrimination by the University on the basis of their protected characteristic(s). Photo: UN Women/Jodie Mann In the first ever high-level meeting on gender diversity and non-binary identities held at UN headquarters in New York, Member States, UN entities and civil society came together to discuss the current state of LGBTI rights globally. Fundamental rights define minimum standards to ensure everyone is treated with dignity. %%EOF The Agency will join the EU’s High Level Group on non-discrimination, equality and diversity in Brussels from 23 and 24 October. They are indispensable for monitoring and measuring progress on the ground. endstream endobj 850 0 obj <>/Metadata 53 0 R/Outlines 894 0 R/PageMode/UseOutlines/Pages 847 0 R/StructTreeRoot 162 0 R/Type/Catalog>> endobj 851 0 obj <>/MediaBox[0 0 596.04 842.04]/Parent 847 0 R/Resources<>/ProcSet[/PDF/Text/ImageB/ImageC/ImageI]/XObject<>>>/Rotate 0/StructParents 0/Tabs/S/Type/Page>> endobj 852 0 obj <>stream The European Commission asked FRA to facilitate the work of this Subgroup. S We also aim to: ensure everyone can maximise their potential regardless of their background Reported levels of discrimination are highest for Black employees and lowest for White employees; all other non-White groups are far more likely to report experiencing discrimination than White employees. They are also a powerful tool in the fight against discrimination and exclusion. In the same vein, "diversity, non-discrimination and fairness" has recently been listed by the High-Level Expert Group (AI HLEG) on Artificial Intelligence (AI) in their "Ethics Guidelines for Trustworthy AI" as one of the seven key requirements for realising trustworthy AI, to be implemented and evaluated throughout the AI system's lifecycle. It provides a forum for relevant national authorities and EU institutions, to discuss challenges and opportunities in improving the collection and use of equality data. © European Union Agency for Fundamental Rights, 2007-2020, Irregular migration, return and immigration detention, EU Framework for the UN Convention on the Rights of Persons with Disabilities, EU CRPD Framework - contribution to EU review process, Civil society and the Fundamental Rights Platform, NHRIs, Equality Bodies and Ombudsperson Institutions, UN, OSCE and other international organisations, From institutions to community living for persons with disabilities: perspectives from the ground, Second European Union Minorities and Discrimination Survey – Main results, Second European Union Minorities and Discrimination Survey (EU-MIDIS II) Muslims, Together in the EU: Promoting the participation of migrants and their descendants, Second European Union Minorities and Discrimination Survey (EU-MIDIS II) Roma, Child-friendly justice – perspectives and experiences of professionals: Press pack, Jewish people’s experiences and perceptions of hate crime, discrimination and antisemitism, Child-friendly justice – perspectives and experiences of children, Justice, victims’ rights and judicial cooperation, Data protection, privacy and new technologies, Support for human rights systems and defenders, EU Fundamental Rights Information System - EFRIS, Promising practices: equality data collection, EU High Level Group on Non-discrimination, Equality and Diversity, uropean Handbook on Equality Data – 2016 Revision, Justice, victims rights and judicial cooperation. 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