According to the Equality Act 2010, there are nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership status, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
It’s essential to highlight that the Equality Act 2010 offers legal provisions designed to safeguard individuals in the workplace from discrimination and harassment linked to protected characteristics.
This safeguarding encompasses various aspects, including recruitment, training, promotion, pay and benefits, performance management, and redundancy and dismissal.
The legislation within the Equality Act 2010 unequivocally states that any unfair treatment or discriminatory behaviour based on these characteristics is not only unacceptable but also unlawful.
Organisations may sometimes feel apprehensive about discussing these characteristics due to concerns about making mistakes or causing offence.
HR Support for Diversity, Equality and Inclusion (DE&I).
Businesses should not shy away from engaging in challenging conversations. HR support should actively promote awareness, offer training, and enhance competence in diversity, equality, and inclusion (DE&I).
If your organisation encounters characteristics that are not fully understood, seek guidance to navigate these topics effectively. Consider seeking advice from reputable organisations to gain a better understanding, whether it’s about religious beliefs, traditions, customs, or maternity health and safety practices. As an employer, you have a duty of care to comprehend the protected characteristics recognised by UK law.
It’s crucial for organisations to prioritise getting this right. Employers must be mindful of these characteristics because they are accountable for maintaining a workplace free from discrimination. Failing in this responsibility could lead to severe consequences for a business.
While it’s important to discuss the business implications, it’s equally critical to acknowledge that exclusion or a sense of not belonging—whether due to appearance, behaviour, religious beliefs, sexual orientation, or not conforming to traditional business stereotypes—can be highly disengaging and isolating for individuals.
How do I promote diversity and inclusion in the workplace?
There are multiple strategies to foster and advance inclusion and diversity in the workplace, especially as more employees return to office settings.
- Establish safe spaces for everyone, including quiet areas, wheelchair-accessible ramps, and prayer rooms.
- Encourage employee social and interest groups to facilitate networking among employees.
- Consider inclusivity when planning company events and holidays.
- Ensure that the language used in the workplace is free from discriminatory connotations.
- Conduct inclusivity training sessions to educate staff on fostering inclusion at work.
Achieving one hundred percent inclusivity every day is a challenging task. Nonetheless, it should be a top priority for every employer, emphasised through robust policies and procedures that are accessible and understood by the entire workforce.
Reliable employment law support you can rely on.
Every day, we support organisations across a broad spectrum of areas, providing guidance on disciplinary and grievance procedures, managing sickness absence cases, addressing discrimination and TUPE issues, and drafting and implementing contracts of employment and settlement agreements.
In terms of individual cases, I assist individuals with various discrimination issues, unfair and constructive dismissal claims, protected disclosures, and provide advice on settlement agreements.
Whatever legal requirements your business may have, our team of lawyers is ready to provide expert assistance.
