Discrimination and Diversity

How do you know whether or not your practices are directly or indirectly discriminating against employees or job applicants? Are you aware of the main areas of potential risk and what you can do about them?

There is a large body of employment legislation covering this area,which is designed to reduce discriminatory practices and to promote equality and diversity at work. Also, many organizations have seen positive benefits from adopting best practices in this field, including opportunities to win work through tendering.

We can assist you to

  • improve your understanding of the key areas where discrimination can occur and your obligations under the Equality Act 2010 with respect to ‘protected characteristics’
  • develop policies, procedures and practices that avoid discrimination or at least minimise the potential for it to occur
  • develop practices that help to develop a more diverse, flexible and capable workforce; attract and retain suitable staff.

Contact us to find out more

"DISCRIMINATION" occurs when someone is directly or indirectly treated less favourably than another person because of a protected characteristic they have, or are thought to have (Perceptive Discrimination), or because they are associated with someone who has a protected characteristic (Associative Discrimination). Protected characteristics are defined in the Equality Act and include age, gender, gender reassignment, disability, sexual orientation, race, religion or belief, marriage & civil partnership, pregnancy & maternity

"DIVERSITY" is about valuing people's differences and utilising them in order to maximise team performance