Discrimination has been a hot topic in the media lately, so we thought we would provide some pointers on what businesses should be doing to ensure everyone is treated fairly.

To start, equality doesn’t mean treating everyone the same. As some employees have different needs and they may also need different support, for example, workplace adaptions or structure.

Race, sex, age, religion and disability are protected by law against unfair discrimination at work. Therefore, equality management needs to be able to show flexibility but also be fair. So, to stay up to date with the ever-changing law, HR must continue to strive to improve equality in the workplace.

Preventing discrimination in the workplace.

The first step is to create a diversity strategy which will essentially act as a guide for workplace behaviour. This strategy document should be reviewed and updated regularly and reinforced throughout the business with support for senior management. On a basic level it should cover the following:

Race and religion

Discrimination laws on race and religion as usually wide-ranging. Race includes colour, ethnic origin and nationality.  Religion includes practiced religion, but also non-spiritual beliefs and lack of belief. So, your strategy needs to cover the recruitment, dress codes, working practices and of course, appraisals. Making sure you don’t discriminate on race, religion or any belief or lack of.

Age

Another one to consider, as The Equality Act 2010 protects people of all ages from age discrimination in the workplace. This covers all aspects including promotion, recruitment, redundancy, training and any pension contributions.

Sex and orientation

Equal pay legislation, requires pay to be the same between men and women. Sex discrimination at work includes unfair treatment of women who are pregnant. Plus, people of all sexual orientations, as well as people who are going through gender reassignment or have undergone reassignment are protected by The Equality Act 2010.

Disability

Under The Equality Act 2010, disability can mean long term physical disability, but also covers mental impairment and can include cancer and other serious illnesses. A business is required by law to make adjustments to accommodate a disabled person’s needs.

Get all the above right and you’ll be creating a strong, competitive business which supports staff, treats them fairly and creates a great working environment.

Pride in People