Topics

Diversity and inclusion

Fiona Cuming

Editor's message: The Black Lives Matter protests have been a catalyst for employers to renew their efforts to combat discrimination in the workplace. But employers must not stop there – they must ensure that their organisation is not only welcoming and inclusive but that their workforce fully reflects society.

Having a diverse and inclusive workplace is important not only ethically but also for improving employee morale, boosting innovation and enhancing business success. While coronavirus has created many employment challenges, employers must remain committed to achieving diversity and inclusion.

“Diversity” and “inclusion” are mentioned in the same breath as both steps are necessary. Attracting and recruiting a diverse workforce is only the first half of the equation; the second, is to create a fully inclusive work culture where different perspectives and experiences are valued, diversity of thought is encouraged, and there is fairness and equality of opportunity for all.

It is not enough for employers to express their commitment to diversity and inclusion in their mission statements and policies. Employers must ensure that the concept is embedded in their organisations and that their equality, diversity and inclusion policies are implemented fully and reviewed regularly.

Fiona Cuming, senior employment law editor

New and updated

  • Date:
    17 August 2022
    Type:
    Commentary and insights

    HR talking point: Are non-binary employees protected from discrimination at work?

    The language of the Equality Act 2010 around gender reassignment discrimination can now seem outdated and raises questions over exactly who the Act covers. XpertHR senior employment law editor Susie Munro looks at the extent of the protection provided to employees who identify as non-binary or gender fluid.

  • Date:
    16 August 2022
    Type:
    Case studies

    How Dematic boosted gender diversity through culture change

    Dematic talks to XpertHR about how it cut its gender pay gap and improved the gender balance of its workforce through a culture-change process focused on good leadership, good management and good practice.

  • Date:
    15 August 2022
    Type:
    Law reports

    Equality, diversity and inclusion training: Employment tribunal round-up

    We look at three employment tribunal cases that involved the provision of equality, diversity and inclusion training in the workplace.

  • Date:
    15 August 2022
    Type:
    Commentary and insights

    HR talking point: Why equality, diversity and inclusion training matters

    XpertHR principal employment law editor Stephen Simpson argues that the blithe devaluing of equality, diversity and inclusion training by senior government figures fails to take account of the practical and legal benefits that such training brings for employers, especially if they are facing an employment tribunal.

  • Date:
    15 August 2022
    Type:
    Commentary and insights

    Preventing bullying and harassment: Five reasonable steps for employers to take

    Under the Equality Act 2010, an employer can escape liability for acts of discrimination committed by its staff where it has taken "all reasonable steps" to prevent the discrimination. What steps should employers take to reduce the risk of liability for bullying and harassment committed by their workforce in the course of employment?

  • Type:
    Policies and documents

    Anti-harassment and anti-bullying policy

    Enhanced with a new version of the model policy, with the example wording reflecting an organisation's commitment to preventing bullying and harassment at work, including a procedure for handling complaints.

  • Type:
    Policies and documents

    Equality, diversity and inclusion (EDI) policy

    Enhanced with a new version of the model policy, with the example wording reflecting an organisation's commitment to equality, diversity and inclusion at work, including how this commitment is put into practice.

  • Date:
    10 August 2022
    Type:
    Commentary and insights

    HR talking point: Developing case law on expressing gender-critical beliefs at work

    Two recent high-profile rulings have something important to say about direct religion or belief discrimination. However, both deal with a controversial topic - how an employer should deal with an employee who does not accept its approach to trans rights - so it is easy to miss that lying behind the controversy an important legal principle is being fought over, says consultant editor Darren Newman.

  • Type:
    Good practice manual

    Supporting non-binary and transgender employees (2): Creating an inclusive workplace

    Good practice guidance discussing the key steps that employers can take to ensure that non-binary and transgender employees feel supported at work, including minimising the potential for discrimination. This guide explores factors to be considered when creating an inclusive workplace.

  • Type:
    Good practice manual

    Supporting non-binary and transgender employees (3): Supporting an employee who is transitioning

    Good practice guidance discussing the key steps that employers can take to ensure that non-binary and transgender employees feel supported at work, including minimising the potential for discrimination. This guide looks at how HR can support an employee who is transitioning.