Financial Firms To Appoint More Women To Boards Under New EU Directive

The year 2014 will mark the need for more women working in large financial organizations in their boards of directors. Well-known banks, investment companies and building societies will be asked by the European Union to register the number of women they intend to appoint to their boards of directors and also mention how exactly they think they would manage to do it. Download our Equal Opportunities Policy

According to the EU’s Capital Requirements Directive IV large financial companies will have to set up a nomination committee, the aim of which will be to set out the “target for the representation of the underrepresented gender on the management body and how to meet it”.

Consultation papers were published by the UK’s financial regulators, the Prudential Regulation Authority and the Financial Conduct Authority. These revealed the expectations of the EU that the equality on the board of directors will be improved.

These changes are now necessary after the April report from Cranfield University which pointed out that women held only 17% of board positions in FTSE 100 firms.

Linda Jones of law firm Pinsent Masons said that gender targets on UK businesses had to be set long ago.

However, Helena Morrissey, founder of the Thirty Per Cent Club, expressed her discontent with the directive.

“The UK is already making strong progress and to some extent any regulatory measures emanating from EU might seem academic as large banks already have stated targets,” she said.

She added that there needn’t be specially created quotas for women but they in fact had to demonstrate their skills and just then join boards.

Met Police Discusses Positive Discrimination Law Change

The government and the Metropolitan Police are now arguing about a change in the law saying it would allow them to positively discriminate when hiring new officers.

The discussion is over a policy due to which when a white person joins their ranks one from an ethnic minority must also be recruited, so dear employers think about your Equal Opportunities Policy.

Most people think this “50-50” system would not be helpful enough as less than 50% of the London’s population considers themselves as “white British” and at the same time nine in ten officers are white.

The talks with the government are still going on but Simon Byrne, Met Police assistant, stated that if the proposed plans started functioning, these would lead to a change in the law as it would amount to “positive discrimination”.

According to him modern London is a non-stop changing place so the force had to think of proper ways in order to reflect its diversity better.

In his words things had to change as with the years this organization got mainly white males.

Sir Peter Fahy, chief constable of Greater Manchester Police, also told the Guardian that the ethnic makeup prevented the UK police from struggling with terrorism.

“A big part of dealing with terrorism and crime is gathering intelligence, having people who get to know local people so they have the confidence to pass information.”

However, there were many who did not like the idea.

Chairman of the Metropolitan Police branch of the Police Federation, John Tully, said that people who have chosen this job should only prove they were capable of coping with it. The skin and background should not have any influence for the choice of police officers.

An Employee Wins Discrimination Case In European Court

An employee of British Airways won a case in the European Court of Human Rights claiming she felt discriminated because of the fact she was not allowed to wear a cross around her neck.

On the other hand, the result of three other similar cases turned to be unsuccessful.

In September 2006 Nadia Eweida was sent back home just because she said she would not remove the cross around her neck because this presented her faith. The airline changed their policy toward uniforms in next February and until then she did not go to work. According to her during the period she was off work she had lost around £3,500.

In the words of Ms Eweida members of other religions were allowed to wear religious symbols so she just wanted to have the same rights and wear her cross. She has spent years inUKand European courts until she managed to persuade people this was a violation of her human rights. In the end she felt “jubilant” on the decision the court made.

David Cameron wrote on twitter that “ppl [sic] shouldn’t suffer discrimination due to religious beliefs.”

The other three similar cases brought to court were rejected.

Being a nurse Shirley Chaplin was told she had to remove her cross because of health and safety purposes.  Ms Ladale lost her job because she refused to conduct same-sex civil partnership ceremonies and Mr. McFarlane because he was unwilling to offer sex therapy to couples with homosexual tastes.

Mr. McFarlane said he would not stop trying to win the case: “I don’t seek to make judgements about peoples’ rights to live the way they do,” said McFarlane, “but it creates a conflict for me…I would seek some reasonable accommodation of that view.”

Protect your business by downloading the Equal Opportunities Policy Template by The Legal Stop

 

Women Forced to Hide Their Real Names in Order to Find Job

According to a recent report the non-‘English names of ethnic minority women appear to be an obstacle before them when talking about job opportunities.

This report showed that women from ethnic minorities managed to find jobs after hiding their real names and background.

No matter their religion, Muslim women now agree to remove their hijabs when applying for job because they know it will deter them from finding one.

The co-founder of the Young Black Graduates non-profit organization, Jorden Berkeley, shared that after dropping her first name from her CV she started getting back much more calls than before.

She told the BBC: “I have many, many friends who were effectively told to ‘whiten’ their CVs by dropping ethnic names or activities that could be associated with blackness. It was a very sad realization.”

Another upshot from this report shows that the percent of unemployed women from ethnic minorities is bigger than that of white women. 63.6% of Pakistani and Bangladeshi women fell into this category, compared to 27.5% of white women.

The probable reason that women from ethnic minorities stay at home is that they have to take care of their families but the report claims that there is a chance they lose confidence because of their origins.

The chair of the committee, David Lammy, said that it was a shame for women to hide their names. “All unemployment is tragic but we simply can no longer remain so casual about women that are simultaneously the victims of both sexism and racism when they are competing in the labour market. It has massive implications for families and society as a whole.

“Getting women into jobs is the best way to break families out of the poverty cycle so it is time for the government to make addressing this a priority.”

In order to make sure your business is compliant with the current anti-discrimination laws, download our Equal Opportunities Policy.