IBOA Equality Policy

Objective

To promote equality for all working in the Finance Sector.

Discrimination

IBOA opposes all forms of discrimination in the workplace including discrimination based on:

Gender
Marital Status
Family Status
Sexual Orientation
Religious Belief
Age
Disability
Race
Membership of the Traveller Community
Trade Union Membership or Activity
Employment Status (e.g., part-time or temporary workers)

IBOA's Responsibilities

IBOA undertakes:

To adopt best practice in equality as an employer and as a representative organisation
To negotiate equality policies in financial institutions
To become a champion of equality
To promote equality in the workplace
To comply fully with legislation on equality
To oppose all forms of discrimination
To support and represent members who encounter discrimination
To ensure equality for members in accessing and availing of IBOA services

The Banks' Responsibilities

IBOA expects all financial institutions to effect a cultural and structural change in order to achieve equality in the workplace. This includes the following actions:

To appoint and resource an Equality Committee headed by an Equality Officer and comprised of Bank/IBOA representation
To undertake a joint Equality Audit
To identify barriers to equality
To agree a strategic equality plan
To engage in a comprehensive training and education programme on equality
To monitor equality regularly on a joint basis

Legislation on Employment Equality

There exists important legislation in the three jurisdictions where IBOA members work (Republic of Ireland, Northern Ireland and Great Britain) which is designed to promote equality and prohibit discrimination in employment. Members should note that they have rights under this legislation, including rights of redress. Members should also be aware that there are time limits in submitting a claim under the legislation.

Obligations of Service Providers

The Equal Status Act 2000 prohibits discrimination in the provision of services and facilities, including banking facilities and professional services.

IBOA undertakes to comply with the Act in the provision of services and facilities to members.

The finance sector has obligations under the Equal Status Act in addition to obligations under employment equality legislation.

IBOA urges all financial institutions to undertake comprehensive training programmes to ensure that all staff are aware of responsibilities under the Equal Status Act.

Recruitment and Selection

It is IBOA's policy that individuals are selected, promoted and treated on the basis of their abilities and merits and according to the requirements of the job. Interviewers should be trained in interview practice and equality. Interview boards should be mixed in gender.

Training in Equality and Diversity

Equality training is about raising awareness, providing knowledge that leads to greater understanding, and providing skills and experience.

IBOA currently runs specific equality training for Executive Committee members. IBOA undertakes to ensure that equality is mainstreamed in the general training courses provided by the Union, as well as to offer equality training for other key representatives.

Work-Life Balance

IBOA will continue to negotiate working arrangements which facilitate members' work-life balance. Members who avail of such arrangements are entitled to equality of treatment in promotion, training, terms and conditions of employment.

Harassment

IBOA will not tolerate harassment in any form. IBOA members and employees are entitled to a working environment free from harassment or bullying and to be treated with dignity and respect. (For further guidelines see IBOA's Dignity in the Workplace Policy).

Reasonable Accommodation of People with Disabilities

Under equality legislation there is an onus on employers and providers of services to accommodate the needs of people with disabilities through making reasonable changes in what they do and how they do it. IBOA's policy endorses the principle of reasonable accommodation of people with disabilities and urges the financial sector to make positive changes to fulfil this.

Equality in Practice

All employees and IBOA members have a role to play in ensuring the effective implementation of IBOA's equality policy. Management has a particular responsibility in this regard.

Monitoring of Policy

IBOA's Equality Committee, which is comprised of Executive Committee members and an employee representative, monitors the operation of the IBOA policy on equality.

A progress report on equality will be prepared for submission to the Executive Committee on an annual basis