Equality, Diversity, and Inclusion
Promoting and delivering Equality, Diversity & Inclusion (EDI) in the workplace is an essential aspect of good people management. It’s about creating working environments and cultures where every individual can feel safe and a sense of belonging and is empowered to achieve their full potential.
While legal frameworks vary across different countries, in the UK the Equality Act 2010 provides legal protection for nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.
The Equality Act 2010
The Act defines nine protected characteristics –
Age discrimination occurs when someone is unfairly disadvantaged for reasons relating to their age which cannot be objectively justified. It has been illegal in the UK since 2006, with the law now incorporated into the Equality Act 2010. People of all ages can be affected, including younger and older workers, and the growing number of older people in employment makes this group a key focus.
For UK employment purposes, disability is defined as a physical or mental impairment which has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities. It covers physical and mental conditions. Disability discrimination law is now part of the Equality Act 2010.
Sexual orientation discrimination and gender reassignment discrimination are both illegal in the UK. They are listed as protected characteristics in the Equality Act 2010. They arise when someone is unfairly disadvantaged for reasons related to their sexual orientation or because of being trans.
Statutory maternity, paternity and adoption rights in the UK apply both before and after birth or adoption. Mothers, fathers, partners and adoptive parents are entitled to paternity, maternity or adoption leave and pay and shared parental leave.
Race discrimination, illegal in the UK since 1976, arises when someone is unfairly disadvantaged for reasons related to their race which, in the Equality Act 2010, includes skin colour, nationality and ethnic or national origins.
Religion and belief discrimination is illegal in the UK and is listed as a protected characteristic in the Equality Act 2010. It arises when someone is unfairly disadvantaged for reasons related to their religion or their beliefs. Protection is given to those with any religion, or any religious or philosophical beliefs as well as those without a religion or belief. There is no definitive list of religions or beliefs.
Sex discrimination occurs when someone is treated unfairly for reasons relating to their sex. Although illegal in the UK for many years, the law is now incorporated into the Equality Act 2010. Sex discrimination continues to be an issue, for example, sexual and sex-based harassment and the related area of pregnancy and maternity discrimination remain serious problems, and low numbers of women in senior roles is a key challenge for many organisations.
Resources
The GM Equality Alliance (GM=EqAl) is a coalition of organisations and individuals drawn from a wide range of communities of experience across Greater Manchester.
GM EqAL’s Inclusive Language Subgroup meets bi-monthly to produce guidance to help GM=EqAl members and staff be respectful and consistent in our internal and external communications.
Everyone has a right to feel safe and supported at work. If you as an employer do not deal with sexual harassment in your workplace, it can have a damaging effect on your workers’ mental and physical health. This can affect them across their personal and working life. It has a negative impact on workplace culture and productivity.
The practical steps in this guide from the Equalities and Human Rights Commission illustrate the types of action you can take to prevent and deal with sexual harassment in the workplace. These steps are not an exhaustive list, but implementing these steps should help you take positive action to prevent and deal with sexual harassment at work.
This framework has been developed to gather the key learning set out recommendations for system leaders and policy makers to start to adopt impactful changes and outcomes for people accessing services and finding/remaining in employment within the health & care sector. It includes a specific focus on recruitment – including barriers to recruitment and retention.
The term multiple disadvantage refers to people who have experience of multiple and intersecting issues. This includes, but is not limited to:
- homelessness
- substance misuse
- contact with the criminal justice system
- mental ill health
- domestic abuse
For many, their current circumstances are shaped by long-term experience of:
- poverty
- deprivation
- trauma
- abuse
- neglect
GMCVO-led project Ambition for Ageing has produced a toolkit which provides 24 real case studies illustrating different ways of equalities approach to programme design. The toolkit is supported by a short briefing which summarises the approaches.
This guide from Race Equality Matters discusses Safe Space: an initiative to allow organisations to have uncomfortable conversations that create a balanced and informed environment. It aims to get senior representatives and a small group of ethnic minority employees together in a safe environment to have a structured, open conversation about race resulting in an actionable plan to move forward.
This guide aims to give anyone working to make society more inclusive for Disabled people some powerful tools to help change hearts and minds on disability.
It provides practical guidance about strategic communications and ways of talking that lead to a more progressive understanding of disability.
The guide was produced by Inclusion London and partners.