More specifically, equality is about ensuring individuals are treated fairly and equally, no matter their race, gender, age, disability, religion or sexual orientation. This act brings together and replaces numerous anti-discrimination laws passed since 1970, covering equal pay, gender, sexual orientation, race, and much more. It’s OK -- and necessary -- to admit that people are different from one … The group should be diverse in nature and be made up of volunteers. An inclusive and diverse workforce What is classed as Discrimination? Monitor is committed to promoting equality and diversity and promoting a culture that actively values difference and recognises that people from different backgrounds and experiences can bring valuable insights to the workplace and enhance the way we work. Home > Blog > Promoting Equality and Diversity at Work. equality and diversity . Empower Your Existing Employees. Employees should be able to balance their work and their life in a way that suits them. Under the Equality Act 2010, this allows employers to favour an individual with an under-represented protected characteristic among candidates who are equally capable of taking a particular vacancy. Inequality, unfortunately, is still prevalent in the workplace, despite equality legislation and recognition by many organisations of the importance of diversity and inclusion in the workforce. Employees drive a company’s culture. This website uses cookies so that we can provide you with the best user experience possible. Equality isn’t simply accepting people from different backgrounds – it’s about celebrating them. UK legislation sets minimum standards for equality within the workplace, but an effective equality and diversity strategy goes beyond legal compliance and seeks to add value to an organisation, contributing to employee wellbeing and boosting staff morale. Form a diversity and equality committee. It’s important to note that an equal workplace isn’t just one without discrimination – true workplace equality means that all employees have access to equal opportunities. Our training courses create an environment where personal resilience is enhanced and well-being is protected, enabling people to respond effectively to challenges and perform at their best. When it’s clear that those higher up demand equality and justice, it spreads throughout the company. With employees from different backgrounds, nationalities and who speak different languages, you can take your business to new places and competently serve different customers. Equality, diversity and inclusion need to be measured and analysed in all aspects of the organisation such as performance and processes. In October 2010, the Equality Act 2010 replaced and simplified over 100 pieces of anti-discrimination legislation and also enhanced workers’ rights. Our approach is to offer courses which are highly interactive, supportive and participative, focusing on practical issues encountered in the workplace. See our customers' comments after attending our training courses. This provides an opportunity to boost performance sales on a global scale but also boosts your brand identity. That means you’ll succeed in boosting your talent pool and beating competitors to the top hires. Sex. Employers must not discriminate against workers on the basis of: 1. Case 1 Eileen Jolly, an 89-year-old woman working as a medical secretary in the Royal Berkshire NHS Foundation Trust, was the oldest person to win a case on age discrimination. Gender Reassignment 4. 8. 4. This website uses the following additional cookies: Facebook Pixel - for helping to understand the traffic from facebook users. Age 2. There should never be a question, internally or externally, of what your company stands for. You want your company to be perceived in a positive way. If your company is perceived as unfair or lacking in diversity, it will almost certainly affect your performance. Diversity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status (Esty, et al., 1995). Any actions taken by leaders should uphold and display these cultures and values too. Strictly Necessary Cookie should be enabled at all times so that we can save your preferences for cookie settings. A workplace where senior management are committed to ensuring that every single employee is valued for who they are and what they do and ensuring that everyone has the same development opportunities regardless of, for instance, their age, disability, ethnicity, gender, geographic location, political persuasion, sexual orientation, socioeconomic background, race or religion. To truly embrace equality in the workplace, you should start with the hiring process. The benefits of this are endless. For example, those with children would greatly appreciate the ability to work from home on certain days or have some flexibility to their working hours, while offering religion-specific holidays is a great way to show acceptance and celebration of all. Your language and wording is important – your company may be unintentionally wording descriptions in a way that positions certain roles towards a certain demographic, making others feel excluded. Read your job descriptions with fresh eyes and check that you aren’t using any stereotypes or biased language. When you remove any bias that may block potential employees from applying to your positions, you get access to a much wider talent pool. By letting your employees know that you are working to boost equality – including initiatives such as releasing gender pay gap reports or female leadership training schemes – it helps to keep employees engaged and shows them that the company is fighting for equality. A culture which treats its people like equals is one that warnants loyalty. Today, the market is global. Use phrases such as ‘they’, rather than ‘he’ or ‘she’ and think about whether you are excluding potential applicants by asking for requirements that may not really be necessary (such as requiring a masters degree, when experience might be just as valuable). Everyone should be treated fairly in all day-to-day activities and work … Not only should HR provide a space for any employees to feel impacted or concerned, HR teams also need to be there to provide guidance for those who feel that they need help to examine any biases they may hold. Support members facing unfair treatment at work, in education or other aspects of their lives Seek equal access, treatment and outcomes for all patients Ensure strategic decisions are informed by the full diversity of our members Set an example of good practice in equality, diversity … Strategies to promote a good night’s sleep, Mindfulness Training for Performance and Wellbeing, Mental Health Awareness Training for Managers, Mental Health Awareness Training for all Employees, Managing our Mental Health while Working from Home, Training to protect psychological wellbeing and safety of remote workers, MHFA Workplace Mental Health First Aid 2-day course, Online MHFA Workplace Mental Health First Aid Course, Become Mental Health Aware Half-Day MHFA Online Training, Workplace Mental Health First Aid Refresher Training, Online Workplace Mental Health First Aid Refresher Training, SMHFA (Scotland’s Mental Health First Aid), Suicide First Aid through Understanding Suicide Intervention, ASIST Applied Suicide Intervention Skills Training, First Responders in the Workplace: First Aid Response for Psychological Health, A Manager’s Guide to Suicide Postvention Planning in the Workplace, Customised training in Mental Health Awareness, Tackling Bullying at Work Training Courses, Bullying in the Workplace: Training for Managers, How to conduct professional investigations in the workplace, Customised training in Tackling Bullying & Harassment, Exploring the Impact of Micro-aggressions, Equality, Diversity and Inclusion Consultancy, Tackling Sexual Harassment at Work Resources, View our full in-house training courses list here, Equality and Diversity Issues – An Example, Deconstructing Stereotypes and Gaining Competitive Advantage through Inclusion, Training in equality and diversity may be essential but doesn’t have to be boring, a wider range of ideas, energies, skills and resources, becoming an employer of choice with a higher profile both within your community and your industry, a more representative and impartial workforce, a raised morale amongst the workforce leading to increased motivation and productivity, a feeling of empowerment amongst employees due to promotion opportunities being based on ability with no discrimination, producing and circulating an Equality and Diversity policy to everyone, creating an Equal Opportunity policy, setting targets and devising an action plan, running training courses for employees and managers in equality and diversity, ensuring all the workforce understand the possible consequences of discrimination and that any complaints or grievances concerning equality or diversity matters are handled correctly, offering flexible working, time off for religious holidays, career breaks, considering childcare facilities and reasonable adjustments for those with disabilities, treating everyone as an individual and always with dignity and respect. 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