Editor's message: The importance of having a comprehensive equal opportunities policy in place in your organisation and keeping it up to date should not be underestimated. But a policy will be effective only if it is properly communicated to staff and put into practice throughout the organisation.
An employer that takes its equality and diversity policy and practice seriously will not only benefit from avoiding disputes and potential tribunal claims, but will be better placed to attract and retain the best candidates and harness the potential of the entire workforce.
As an employer you are liable for any discrimination, harassment or victimisation carried out by your employees in the course of their employment unless you have taken reasonable steps to prevent such conduct. Such steps would include training relevant employees on the equal opportunities policy and ensuring that everyone in the organisation is aware of it and understands it.
Susie Munro, senior employment law editor
Businesses with more than 50 employees should publish a breakdown of their workforce by race and pay band, an independent report commissioned by the Government has proposed.
Updated to reflect current terminology, include recent research and provide additional guidance on creating an inclusive workplace for transgender employees.
In this week's podcast, we explore the steps that you can take to reduce the risk of having an indirectly discriminatory provision, criterion or practice. We also discuss what to take into account when deciding whether or not indirect discrimination can be justified.
When receptionist Nicola Thorp was sent home from an assignment for wearing flat shoes it created a flurry of debate and a subsequent parliamentary inquiry. Now the results of the inquiry have been published, what does this mean for employers who operate uniform or dress code policies?
Updated to include draft Regulations requiring specified public authorities to publish gender pay gap information.
Updated to include information on the draft Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, which set out the gender pay gap reporting duty for public authorities.
Updated to include information on trends in employer responses to bullying.
Updated to reflect the latest gender pay gap figures, as reported in the Annual survey of hours and earnings 2016.
After a BBC radio presenter claimed he was sacked for being a white man, is positive discrimination a fair solution to employers' diversity issues?
Acas head of research, Andrew Sutherland, calls on employers to change attitudes to dyslexia in the workplace and celebrate neurodiversity.
HR and legal information and guidance relating to equal opportunities policy and practice.