Managing Diversity

1. Introduction

1.1 - UK Demographics
Like many large organisations Bayer will be affected by demographic changes. The nature of the working population and our workforce is changing. There are many stereotyped perceptions about sources of talent and skills - be aware of them and avoid them! Below are some examples that illustrate the need for action in dealing with discrimination.

1.2 - Age Discrimination
The average age of the population is increasing. By 2001 nearly one in three people in the workforce will be aged over 40. If we don't take note of this we will miss out on the skills and experience of these people.

1.3 - Women In Employment
Women are playing a greater role in employment. It is expected that the increase in the number of women in the labour force will be more than double the male increase in the year 2001, when women are expected to make up 45% of the labour force.

1.4 - Part-time Working
Flexibility in employment is needed by businesses and people alike. Evidence shows that part-time working is increasing for both men and women. Although 44% of all women workers are part-time, only 6% of male employees work part-time. However, part-time working for men is increasing at more than double the rate for women.

Part-timers tend to be excluded from training opportunities more often than full-time workers.

1.5 - Caring Responsibilities
Two and a half million men and three and a half million women have caring responsibilities for elderly dependants. This makes it difficult for many people to work full-time. It is not the case that the majority of single parents are unmarried teenage girls. Less than 4% of all lone mothers are aged under 20. It is estimated that about 10% of lone parents are lone fathers.

1.6 - Disability
70% of the 1.5 million economically active disabled population, i.e. those in work or officially seeking work, became disabled while in work.

1.7 - Ethnic Origin
Levels of unemployment are twice as high among people from ethnic minorities as among the white population. Ethnic minorities are at a clear disadvantage regarding employment.

2. Company Position
As a result of changing demographics, Bayer is committed to the equal treatment of all employees and applicants, and does not permit discrimination of any kind on the grounds of sex, colour, marital status, race, nationality or ethnic or national origin, sexual orientation, religious or political beliefs, disability or age.

The Company aims to ensure that employees and applicants are not discriminated against in any area of employment, including:

· Recruitment and selection
· Pay
· Terms and conditions of employment
· Promotion, transfer and training opportunities
· Benefits
· Selection for redundancy

All employment decisions will be taken without reference to irrelevant or discriminatory criteria.

3. Types of discrimination

It is important that all employees understand the concept of discrimination so as to enable them to avoid committing any acts which may amount to discriminatory conduct.

3.1 - Direct Discrimination
Direct discrimination occurs when a person is treated less favourably than others because of their sex, race, age, disability, marital status etc.

Direct discrimination can usually be seen or heard and is easily stopped. For example: comments about an individual's sex, jokes about disabled or racial minority groups which may offend members of these groups, offensive or obscene comments etc.

3.2 - Indirect Discrimination
Indirect discrimination occurs where an employer applies a condition to everyone, but considerably fewer people of a particular group can comply with it in comparison with people outside the group. This is illegal when the condition is not justified on work grounds and is to the detriment of the minority group who cannot comply with it.

For example: Both the Police Force and the Fire Service removed their height restrictions to increase the number of female applicants. With the height restrictions fewer women could comply with the requirements and were therefore discriminated against.

3.3 - Victimisation
Victimisation occurs when an individual is treated less favourably because they have made allegations or complaints of discrimination, or have provided information about such discrimination.

4. Discrimination Claim
Any individual who feels they have been discriminated against should contact either their manager or their Human Resources Manager. Discrimination of any kind will not be tolerated. If a situation does arise it will be dealt with speedily but sensitively. Any individual who is found guilty of discrimination will be liable to disciplinary proceedings. Likewise, any employee who believes that the Company has applied inequitable treatment to him or her within the scope of this policy should raise the matter through the Company's Grievance.