Gender balance of Primary school teachers.

Summary

A request was made for statistics on the gender balance of primary school teachers in the Isle of Man as of September 2022 and details on any schools lacking male teachers. The authority responded by sending all requested information, including a 2019 Equal Opportunities Employee Handbook, though the specific statistical data is not visible in the provided text excerpt.

Key Facts

• The request was received on 2022-09-27 and the outcome was 'All information sent' on 2022-10-18.
• The response included 43 pages across 3 documents.
• The Isle of Man Government is committed to promoting equal opportunities and fairness at work.
• The response included the 'Promoting Equal Opportunities Employee Handbook' dated June 2019.
• The handbook outlines protections against discrimination based on sex, age, race, and other grounds.

Data Disclosed

• 2022-09-27
• 2022-10-18
• 43
• 3
• June 2019
• 2018
• 2006
• 2001
• 2017

Original Request

Please can you confirm the following: 1. As at 26th September 2022 how many teachers (qualified teachers not teaching assistants and excluding supply teachers) were employed in IOM Primary schools? 2. How many of such teachers were female and how many were male? 3. Were there any IOM Primary schools at such date who did not have any male teachers? 4. If so, which schools were they? 5. Does the Education Department have an active policy to positively promote and encourage a gender balance/equality of male and female teachers in IOM Primary schools and if not why not? Thank you.

Data Tables (5)

Full Response Text

C:\Users\OHRBDOU\Desktop\1.doc

Isle of Man Government

Promoting Equal Opportunities
Employee Handbook

June 2019

Perscomm/Gen/GP29/ Equal Opportunities Handbook Updated 2018

1 Promoting Equal Opportunities

Employee Handbook

Contents

Section Page

Policy to promote Equal Opportunities 2

Isle of Man Equal Opportunities Legislation 3

Equal Opportunities Unfair Treatment-Confidential Support & Guidance
4

Contact officers - confidentiality
6

Equal Opportunities- Further sources of Advice
7

Discrimination
8

Positive action
10

Liability
12

Genuine occupational qualifications
12

Recruitment selection and promotion
13

Training and development
14

Staff appraisal
15

Work life balance
16

Policy appraisal
34

Perscomm/Gen/GP29/ Equal Opportunities Handbook Updated 2018

2

IOM Government

Policy to Promote Equal Opportunities

The Isle of Man Government is committed, both as an employer and as a provider of services, to promoting equal opportunities and fairness at work for all, subject to any statutory obligations which impact on employment.

To achieve its objective it will ensure that equal opportunity principles are applied in all its personnel policies and procedures particularly those relating to recruitment, training and development and career progression.

No employee should be subjected to discriminatory treatment on the grounds of, marital status, age, sex and sexual orientation, marriage and civil partnership, race, Pregnancy and maternity, disability, religion or belief; or be disadvantaged by conditions or requirements which cannot be shown to be justified for sound operational reasons.

Selection procedures for vacant posts will be monitored and reviewed to ensure that all posts are recruited on the basis of merit and ability and free from bias.

An employee who believes that they have grounds for complaint will be encouraged to raise this through the grievance procedures set out in their terms and conditions of service. All complaints will be dealt with promptly and in confidence, subject to the need to thoroughly investigate any alleged breaches of the policy and to take appropriate action.

All employees, without exception, are expected to observe the requirements of equal opportunities legislation and adhere to the principles of equal opportunity as set out in this policy at all times.

Any breach of the policy is potentially misconduct and any major breach may be treated as potential gross misconduct. Complaints regarding breaches will be dealt with confidentially and as quickly as possible under the relevant disciplinary procedures.

Perscomm/Gen/GP29/ Equal Opportunities Handbook Updated 2018

3 Isle of Man Equal Opportunities Legislation

The Policy on Equal Opportunities at the beginning of this handbook is a general policy to promote fairness at work. Current IoM Legislation relating to the Policy is set out below.
The main items of employment legislation dealing with discrimination on Island are:

Employment Act 2006 Rehabilitation of Offenders Act 2001 Equality Act 2017

Employment Act 2006

The Employment Act 2006 replaced the Employment Act 1991 and the Employment (Amendment) Act 1996. It provides protection against discrimination in respect of:

• Dismissal on the grounds of pregnancy, race or religion, and sexual orientation
• Discrimination of the grounds of trade union membership (or non-membership)
• Protection against unfair dismissal and against action being taken against an employee short of dismissal (for example, withholding opportunities for transfer, training and promotion); and
• Protection against discrimination at the recruitment stage.

It also provides protection against unfavourable treatment in instances where the individual has or is in the process of blowing the whistle.

Rehabilitation of Offenders Act 2001

The Rehabilitation of Offenders Act 2001 provides for certain criminal convictions to be considered spent for the purposes of employment (e.g. recruitment, promotion). Failure to disclose a spent conviction by an applicant is not a proper ground for an employer to prejudice that person in any way in any occupation or employment.

Equality Act 2017

The Isle of Man Equality Act 2017 seeks to provide a unified legal framework to protect individuals from discrimination both in the workplace and the provision of goods and services. It deals with discrimination on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.

Once fully implemented it will replace several Acts including

 Breastfeeding Act 2011

Perscomm/Gen/GP29/ Equal Opportunities Handbook Updated 2018

4  Disability Discrimination Act 2006  Race Relations Act 2004  Employment (Sex Discrimination) Act 2000

The Act is being introduced in two phases. The first phase will implement protections for all types of protected characteristic other than age and disability from 1st January 2019. Age and disability will be protected with effect from 1st January 2020.

Perscomm/Gen/GP29/ Equal Opportunities Handbook Updated 2018

5 Equal Opportunities Unfair Treatment - Confidential Support & Guidance

One of the measures put in place for promoting equal opportunities and fairness at work for all is a network of Contact Officers established across the public service. Each government Department, Office and Board has employees who are designated as Contact Officers to assist in cases of alleged unfair treatment or unlawful discrimination, including harassment and bullying.

They have undertaken formal training for the role which is to provide confidential guidance and support, independently of the line management structure to anyone who believes that they are being treated unfairly in some way. As Contact Officers they will not make judgements or investigate complaints.

Contact Officers will provide support to:-

 Employees who believe that they are being treated unfairly;

 Employees against whom allegations of unfair treatment etc have been made.

However, the same Contact Officer will not support both the complainant and the alleged offender.

The Contact Officer network aims to provide a confidential and informal avenue to enable employees to talk through what has happened, decide what if anything, they wish to do about it and generally help to deal with the situation. The main role of the Contact Officer is to empower employees to identify steps to stop unfair treatment, discrimination, bullying or harassment. Contact Officers will facilitate decision-making by the individual and may provide support in any action taken to resolve complaints. It is however important to distinguish between the support offered by a contact officer, and representation, which is the proper role of a trade union/staff association official.

The core functions of the CO can be described as being:

 To listen to what has happened

 To provide initial support and encouragement to the individual

 To draw the individual’s attention to whatever further formal or informal course of action is available to them, and to explain what is meant by informal and formal action

 If the individual wishes, to draw the problem to the attention of line managers, senior managers or other key organisational personnel

 If the individual wishes, to assist her or him in taking formal action. NOTE this does not include the Contact Officer acting as a “friend” in formal

Perscomm/Gen/GP29/ Equal Opportunities Handbook Updated 2018

6 disciplinary, grievance or capability procedures. Individuals who act as Contact Officers may undertake this role if they so wish but it would be as a work colleague, trade union/staff association representative (if they are one) etc, it is not part of the duties of a Contact Officer.

If you believe that you are being treated unfairly at work (this may be by a colleague, subordinate or manager), you can approach any of the people listed as contact officers. You are not obliged to seek help from the contact officers in your own Department/Office/Board. Making use of the contact officer network is entirely voluntary. Alternative sources of help and support are available from your union/staff association, Office of Human Resources, including the Staff Welfare Service.

A list of contact officers can be found on the Government Intranet under “Equal Opportunities”.

Perscomm/Gen/GP29/ Equal Opportunities Handbook Updated 2018

7 Contact Officers - Confidentiality

Any enquiries or requests for assistance from Contact Officers will be treated as strictly confidential.

However, there are circumstances in which disclosure may be made which are set out below.

 With the client’s consent

Before any disclosure the Contact Officer and Client should agree:-

(a) to whom the disclosure is to be made;

(b) the extent of the disclosure (precisely what will be revealed);

(c) the purpose for disclosure;

(d) the method of disclosure;

(e) any safeguards to prevent it extending beyond the agreed limits.

 By order of a court trying a civil dispute

 By order of a court in criminal procedures

 By order of a tribunal holding power to compel the giving of evidence.

This applies to Employment Tribunals, who may order disclosures if they form the opinion it will be in the interests of justice to do so. It is for the judge or chair of a tribunal to determine what has passed in confidence with a client. Confidence should not be broken simply because the advocate or organisation thinks that an order will be made. It is entirely appropriate to wait until the order is made.
This principle also applies to any written or recorded material gathered or held.

 Under statutory powers compelling disclosure in the course of investigations by official agencies.

For example a health and safety investigation into an accident at work where emotional stress caused by sexual harassment could have played a part, can disclose under Section 20 of the Health & Safety at Work Act 1974 (as applied to the Isle of Man) confidential material and/or evidence of confidential conversation(s) between contact officer and client.

 Where public interest justifies the Contact Officer volunteering disclosure even though the client refuses consent and there is no court order or statutory compulsion.

For example if a contact officer becomes aware that the client may do considerable harm to themselves or others.

Perscomm/Gen/GP29/ Equal Opportunities Handbook Updated 2018

8 Equal Opportunities – Further sources of Advice

Further advice on equal opportunities is available from:-

 Senior Manager - appointed within each organisation who has responsibility for equal opportunity issues. The prime role of this manager is to:-

 monitor equal opportunities;
 ensure that any issues are dealt with promptly in accordance with procedures and good practice; and
 provide advice to managers.

The post holder would not normally be involved in advising employees (except as the employee’s line manager). Advice on individual cases is available from line managers or contact officers.

 Trade Union Representatives - are available to provide advice and assistance to members of the trade union/ staff association.

 HR Staff- further information and advice can be obtained from the Employee Relations Advisers on the staff of the Office of Human Resources, or from departmental HR staff.

Perscomm/Gen/GP29/ Equal Opportunities Handbook Updated 2018

9 Discrimination

Discrimination is defined by law as being direct or indirect.

Direct discrimination

Direct discrimination refers to a situation in which a person is treated less favourably, in employment, because of a protected characteristic. Areas where this could occur include:

 Recruitment

 Selection

 Promotion

 Re-deployment

 Transfers

 Training

 Dismissal

Examples of direct discrimination include:

If the protected characteristic is race, less favourable treatment includes segregating an individual from others.

If the protected characteristic is sex — (a) less favourable treatment of a woman includes less favourable treatment of her because she is breast-feeding; (b) in a case where B is a man, no account is to be taken of special treatment afforded to a woman in connection with pregnancy or childbirth.

Indirect discrimination

Indirect discrimination occurs when a person (A) discriminates against another (B) if A applies to B a provision, criterion or practice which is discriminatory in relation to a relevant protected characteristic of B’s.

Examples of Indirect Discrimination

Indirect Sex Discrimination: The application of an unjustifiable requirement or condition which precludes considerably more of one gender than the other from employment. For example selection criteria, which are not relevant to the job. The requirements set out in the person specification must be relevant to the duties of the post, requirements such as unnecessary qualifications or

Perscomm/Gen/GP29/ Equal Opportunities Handbook Updated 2018

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