Diversity and equality

Frequently asked questions and answers on the legal aspects of discrimination.

Looks at diversity, its development and how it differs from equal opportunities. Outlines the business case for diversity and suggests ways to manage it. Includes the CIPD viewpoint.

In this podcast we look at diversity. We asked leading employers how they re promoting the business case. And we got an exclusive interview with Trevor Phillips, CEHR.

The Work Audit feature in the November 2007 issue of Impact, our quarterly research newsletter

Details of CIPD research into the latest thinking and practice on diversity issues.

Details of the CIPD policy response to the Communities and Local Government consultation

Responding to the Single Equality Bill published today, the Chartered Institute of Personnel and Development (CIPD) welcomes the proposals but forewarns...

Changes to the Sex Discrimination Act (1975) come into effect today (April 6th) which include an increased employer liability for sexual harassment experienced...

The Government s proposals for a Single Equality Bill fail to go far enough to achieve either the simplification or consistency necessary to achieve real...

Investigates the glass cliff phenomenon, in which women and marginalised groups are often placed in senior positions in circumstances where there is a high risk of failure.

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 unique, comprehensive toolkit demonstrates how to ensure that diversity gains organisation acceptance and forms part of the strategic framework that supports long-term business goals.

The workshop draws on the cultural, behavioural and mindset shifts required to achieve immediate impact and sustained change when implementing diversity programmes.

This 1-day course provides a good working knowledge of diversity best practice within the framework of discrimination legislation, and the implications for managing people at work.