Second among equals

Firms might say they offer equal opportunities, but is discrimination really dead?

Most companies now claim to have a policy of equal opportunities. However, a survey by the Commission for Racial Equality (CRE) has found that workplace equality is far from guaranteed in many companies.

Most companies now claim to have a policy of equal opportunities. However, a survey by the Commission for Racial Equality (CRE) has found that workplace equality is far from guaranteed in many companies.

"A staggering 61 per cent of organisations in Scotland that consider themselves an equal opportunities employer have policies consisting of no more than a written - or, in some cases, unwritten - statement," says Irene McClure, policy officer for the CRE. While there are no figures for England, her research suggests that similar findings "would not be surprising".

She believes the report poses a particular problem for job-seekers. "It is no longer enough for candidates who want to ensure fair treatment at work to ask at interview whether an employer has a policy. Instead, they will need to explore exactly what it consists of."

One of the problems with discrimination is that the laws designed to deal with it - the Sex Discrimination Act 1975, the Equal Pay Act 1970 and the Race Relations Act 1976 - are reactive rather than pro-active.

"The law lays down basic standards, but to translate those into action, a company must have specific policies," says Dianah Worman, adviser on equal opportunities at the Chartered Institute of Personnel and Development. "Furthermore, the company must ensure policies are understood and adhered to by all employees, and that they are continually updated."

Another problem with the legislation, says Ms Worman, is that it does not cover current problems. "The law, for instance, is still silent on issues including ageism and sexual origin. The Human Rights Act may affect this, but until we have a history of cases, we won't know to what extent."

Littlewoods is one company that has made a big effort to renovate its policy. Since the 1960s it has been running programmes to boost the representation of ethnic minority employees and promote opportunities for women. As early as 1970, paternity leave was introduced. In 1994 a review was carried out by the Equal Opportunities Commission (EOC). This made 44 recommendations to integrate the policies, and action on them, into the core functions of the business. Among the fundamental changes made since at Littlewoods are a complete overhaul of the remuneration package, improvements to employee communications and management development to support culture change.

"A revamped equal opportunities committee has been integral to this," says a spokesperson. "The result has been that while we've always had forward-looking policies, we are at last able to deliver them on the ground in every area of the business."

The EOC recommends that potential recruits should ask employers if any such policy is integrated into the company's overall business strategy. "Too many companies see a policy as an HR [human relations] add-on," says an EOC spokeswoman. "It's a worthwhile question because employers find it difficult to blag. You'll indirectly be asking for proof."

The CRE suggests asking employers if equality measures are fully communicated to staff and whether their impact is assessed. "The first step to ensuring that equal opportunities is being practised is to monitor its impact," says Ms McClure.

Take Ford, which recently appointed two key players in the equal opportunities field to its HR department, following a series of racial discrimination and harassment allegations. The move might sound impressive, but the CRE says it is essential to go by results rather than intentions. This information can be found on websites and annual reports. "Incorporating equality measures into managers' performance targets is one method of ensuring that equality is a core issue," says Ms McClure.

Businesses are becoming increasingly aware of the importance of demonstrating fairness. TNT UK, for example, recently reviewed its equal opportunities policy and displayed a statement on notice boards. Lloyds TSB gave a video and leaflet to all 77,000 members of staff, reminding them of the importance of achieving equality.

One reaction to discrimination is that it will always exist to some extent. But the record of companies with committed policies shows it can be minimised beyond expectation.