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which produced 6,000 applications.  The strategy also tackled ongoing workplace issues that were discouraging women:

                    - sexual harassment and a culture that was unwelcoming to women

                    - the lack of adequate physical facilities such as women's toilets and showers and

                      difficulties accessing the facilities that did exist

                    - inflexibility in working time and rostering

A central feature of the work was the implementation of a Managing Equality and Diversity competence programme, which was rolled out to all managers, the introduction of a managing diversity competence statement and the development of personal diversity goals and measures for managers.

IDS Diversity at Work No.4, October 2004

Transsexual employees and potential employees


Discrimination on the grounds of sex includes discrimination on the grounds of gender reassignment in employment and vocational training (including further and higher education).  Public authorities should review all employment policies and procedures to ensure that they adequately cover transsexual employees – especially those dealing with recruitment, confidentiality, harassment, access to training and development, occupational pensions and insurance.  


It is important to remember that the legal obligation to prevent discrimination against transsexual people in employment and vocational training (including further and higher education) covers not only those who have undergone gender reassignment in the past but also those who intend to undergo gender reassignment and those who are undergoing it.  

Meeting the gender equality duty for equal pay


Public authorities are required to comply with the EqPA.  The requirement to have due regard to the need to eliminate unlawful discrimination includes discrimination that is unlawful under the EqPA.


The right of an individual under the EqPA is set out in paragraph 2.9 above.  'Like work' means work which is the same or broadly similar.  Work rated as equivalent means work that has been rated using a non-discriminatory job evaluation scheme as equivalent.  Work of equal value is where the work done is different but considered to be of equal value or worth in terms of demands such as effort, skill and decision-making.  More detail on this can be found in the Code of Practice on Equal Pay and the EOC website, at www.eoc.org.uk

A public sector organisation based in Wales, with over five hundred staff undertook an equal pay review (EPR). Just under half the workforce was female.  Part-time work was fairly common and this group was slightly more likely to be female than male.  Prior to the review, the organisation had a fairly complicated pay structure which was felt to have too many grades for the number of staff.  There were also several people outside of the pay structure.  The organisation began a pay and grading exercise in 1999 and this eventually evolved into a full

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