Diversity recognises that though people have things in common with each other they are also different many ways. Everyone should have a right to equal access to employment and when employed should have equal pay and equal access to training and development. You’ll find here information on equal opportunities, managing diversity and inclusion. There are other pages for: age discrimination, bullying and harassment, disability, equal pay, ex-offenders, race discrimination, religious discrimination and sex and sexual orientation discrimination.
Diversity recognises that though people have things in common with each other they are also different many ways. Everyone should have a right to equal access to employment and when employed should have equal pay and equal access to training and development. You’ll find here information on equal opportunities, managing diversity and inclusion.
There are other pages for: age discrimination, bullying and harassment, disability, equal pay, ex-offenders, race discrimination, religious discrimination and sex and sexual orientation discrimination.
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Entry deadline is 13 May!
Introductory guidance covering the legal position with suggestions for good employment practices and the CIPD viewpoint.
Introductory guidance covering diversity, the equality case and the business case for valuing everyone as an individual. Suggests ways for employers to manage diversity. Includes the CIPD viewpoint.
The Equality and Human Rights Commission (EHRC) was established under the Equality Act 2006. It became operational from 1 October 2007 to protect, enforce and promote equality...
There are a number of future developments expected in the area of discrimination law which are discussed under the following headings....
This month's podcast looks at the latest research and insights from age concern. The work force is rapidly changing, by 2020, nearly a third of the UK workforce will be over 50.
This month's podcast looks at fairness at work, the Government's role in driving it and what's needed to ensure it happens.
Initial findings from our survey of employers' awareness of, and commitment to, the business case for diversity. A full analysis of the research was published in 2007.
Explores the health of diversity and inclusion from the perspective of HR practitioners and provides important insights about the approaches being taken by organisations and spotlights areas of concern.
Came into force 27 May 2012. Prescribe specific duties to be created to help public authorities (as listed in the schedule to the Regulations) meet the requirements of the 'equality duty'.
Came into force 6 April 2012. Rectifies an anomaly in Section 147 of the Equality Act 2010 regarding independent advisors.
Dicusses our view of diversity, its relevance to the way organisations work, and the business case. Gives tips for progressive action.
A guide to enable organisations using agency staff to assess the effect of the Regulations and to understand the respective obligations of themselves and agencies.
Looks at the extent to which employers are integrating talent management and diversity and what we can learn from those that do.
Explores the challenges involved in measuring the impact of managing diversity and assesses the measurement tools in general use.
This report is a collection of five case study examples of how some organisations have used diversity to support their business goals, capturing valuable learning on how to progress diversity and what makes good diversity practice.
This text contains features to aid student learning in Equality and Diversity, including: learning objectives, tasks, case studies, legal cases, key points and examples.
Designed to encourage broad thinking about the relationship between reward and diversity and show you how diversity principles and objectives can be integrated into reward.
Practical interactive tool to help you ensure your oranisation gains all the benefits of a twenty-first-century workforce.
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