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AUTHOR: Charlotte Wolff
This research explores the resources, plans and procedures in place at 140 employers to address equality and diversity issues, and finds that two-thirds aim to put diversity and equality at the heart of what they do.
On this page: Moving beyond compliance Attitudes and diversity trends Who has main responsibility for equality and diversity? Diversity-specific roles Sharing responsibility for diversity Chart 1: Sharing responsibility for equality and diversity Staff networks Are diversity specialists a help or a hindrance? Diversity function Board-level involvement Discussing diversity at board meetings Diversity budgets Effects of recession on equality and diversity plans Taking action Chart 2: Employers' diversity-related practices Monitoring for equality Chart 3: Methods of employer monitoring Monitoring redundancy selections Equality and diversity training Discrimination complaintsComplaints received Chart 4: Number of complaints lodged in relation to equality issues in 2008/2009Benefits of equality and diversity Risk of negative impact Taking equality and diversity forwardOur researchTable 1: Views of HR and diversity specialists Table 2: Influences on diversity agenda Table 3: Board-level representation for equality and diversity issues, by sectorTable 4: Frequency of equality and diversity as a board meeting topic, by sectorTable 5: Equality and diversity as a priority, by sectorBox 1: Advice from diversity specialists and HR on equality and diversityAdditional resources.
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