This itself is an information-disseminating procedure. All management and staff recieve copies of EEO policy. EEO principles had been followed at the Law Society for many years, but a formal policy was developed and introduced to Law Society staff in 1994 with guidelines spotlighting recruitment procedures - the sine qua non of EEO reform. Managers are required to define the duties and accountabilities of each position and to demonstrate that the position is essential and comes within the budget. They work out selection criteria with the Human Resources Manager.
Recruitment is merit-based.
Merit-based recruitment also serves the interests of prospective applicants, among them currently employed staff seeking new opportunities within the organisation. These staff are also to be trained in preparing job applications. A move towards merit-based salaries is made in the stipulation that the Law Society should maintain parity in salaries and employment conditions for employees of the Society and any ancillary bodies filling positions that are reasonably comparable in terms of work performed, its importance or value, and the degree of responsibility assumed. A formal structure for grievance procedures is also recommended in the guidelines. To emphasise its commitment to EEO, the Society has placed responsibility for implementing and co-ordinating the policy with the General Manager and it was that officer, assisted by other senior management, who prepared an Equal Opportunity Strategy, which was approved by Council.