When line managers welcome equal opportunities
Article Abstract:
More women in the workforce and increased market competition caused Wellcome PLC to reassess its employment policies and institute changes toward equity. A study by two outside consultants was undertaken who determined the need for a clear policy statement on topics including: recruitment, training, and promotions. The personnel policy changes included: a confidential, tear-off portion on job applications for data not directly relevant to candidacy; applicant files no longer being separated by gender; in-house training for managers on women in the workforce; and incentives to women employees encouraging their return after childbirth. Two further recommendations are: awareness training by external experts catered to companies' specific needs; and regular internal communications regarding equal opportunities.
Publication Name: Personnel Management
Subject: Human resources and labor relations
ISSN: 0031-5761
Year: 1989
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Delegates press for speed-up in processing equal pay cases: TUC Women's Conference
Article Abstract:
The British TUC (Trades Union Congress) is being pressured by women to change the practices that have delayed the implementation of the Equal Pay and Sex Discrimination Acts. Attendees of the 56th TUC Women's Conference held in March 1986 in Leicester, England presented a list of five amendments to the equal value regulations to the General Council. These amendments do not require the law to be changed. They ask that part-time equal value experts be replaced by people who will make the work their primary commitment; that section 74 questionnaires be issued automatically to respondents; that advice be issued automatically to applicants as early as possible; that the rights of complainants be secured; and that the role of tribunals be expanded.
Publication Name: Personnel Management
Subject: Human resources and labor relations
ISSN: 0031-5761
Year: 1986
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Are your opportunities equal?
Article Abstract:
A computerized personnel information system (CPIS) was used to track the career development of male and female banking personnel at progressive ages. It was discovered that men were promoted more frequently than women, and that by retirement age men with the longest career service were in the highest positions. There were no women at all in the highest grades, at any age. Yet it was found that, on the whole, women were just as career-minded as men and often better qualified. It was also found that women returning to the work force after child-bearing and -raising years could be important management sources.
Publication Name: Personnel Management
Subject: Human resources and labor relations
ISSN: 0031-5761
Year: 1987
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