Guernsey Press

Flagship equality rights body ‘faces major challenges’

PLANS to introduce an equality rights organisation in Guernsey have been red-flagged as having significant challenges because of the potential for polarised views within the community.

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Employment & Social Security president Deputy Michelle Le Clerc and vice-president Deputy Shane Langlois. (Picture by Sophie Rabey, 26770413)

The idea is that the organisation would be an independent one to advise employers, businesses and islanders on their rights and responsibilities in relation to diversity, inclusion and non-discrimination.

Employment & Social Security is expected to begin drafting a policy letter this month to go before the States later in the year.

The latest update report states that significant progress has been made in the project, a preferred option has been agreed and a discussion document is being prepared.

A target completion date has been set for April, but risks to the work have been identified.

These include ‘political risks’ associated with the potential for ‘polarised views’ which could impact the speed of the project if ongoing discussion is required.

Other risks are the competing pressures on staff time, and the limited timeframe before the deadline on the submission of the policy letter.

Another project under the disability and inclusion strategy programme umbrella which has been flagged up as having significant challenges is the proposed discrimination law.

Again the risks cited are ‘political’ because of ‘polarised views’.

Last year, ESS announced it was scaling back its plans to make them less progressive, following an outcry from business leaders.

Members of the business community were concerned about extra red tape and bureaucracy, and it was dubbed a ‘snowflakes charter’.

The next stage of the project is to meet with key groups to discuss issues such as the definition of disability, compensation and tribunal options.

Nine work streams are identified as part of the overall disability and inclusion strategy programme.

Two are classed as being ‘on track’, four have ‘some challenges’, two have ‘significant challenges’ and one is not started.

Information and awareness raising is performing strongly with lots of events organised to encourage accessibility and highlight the skills that people with disabilities can bring to a workplace.

Safeguarding vulnerable adults, a framework for people with communication difficulties, a framework for people with learning disabilities and supported and mainstream employment all have amber status.

These areas all require meetings with the people involved.

Work on the United Nations Convention on the Rights of Persons with Disabilities has stalled because of a lack of resources, although some of the requirements are being pursued under a different title.