Diversity & Equality

Discrimination means treating some people differently from others.
Equal opportunity laws aim to create a 'level playing field' so that people are employed, paid, trained and promoted only because of their skills, abilities and how they do their job. Discrimination happens when an employer treats one employee less favourably than others.

Employees cannot be discriminated against because of their:

gender marital status gender reassignment pregnancy sexual orientation disability

race colour ethnic background nationality religion or belief age

Furthermore, an employer cannot dismiss an employee or treat them less favourably than other workers because the employee:

• works part time
• is on a fixed-term contract

There are four types of discrimination that the Government and we as employers are trying to stamp out, these are

Direct discrimination
This happens when an employer treats an employee less favourably than someone else because of one of the above reasons.

Indirect Discrimination
Indirect discrimination is when a working condition or rule disadvantages one group of people more than another.

Harassment
An employee has the right not to be harassed or made fun of at work in a work-related setting (e.g. a Company funded social event.). Harassment means offensive or intimidating behaviour

Victimisation
Victimisation means treating somebody less favourably than others because they tried to make, or made, a complaint about discrimination.

In 2009 we will see the signing of a new Equality Bill intended to replace over 100 separate pieces of legislation that have accumulated over the last 40 years.  Included in the bill is a single public sector equality duty.

This duty is to ensure equality in the provision of goods, facilities and services and will be used to encourage the private sector to adopt best practice by making sure the purchasing power of the public sector is ONLY directed towards those suppliers who can demonstrate compliance with current equality legislation.
Proving and reporting on equality and diversity performance WILL BE a requirement of all supplier organisations.

At this time many private sector suppliers are unable to prove their equality and diversity practices meet current equality legislation.
The implication of this is very clear, all Government contracts, existing or being tendered for, directly or in-directly are at risk.

The Employment Law Group works exclusively with our partner Equality Accreditation Services to bring together a proposition that allows you (our clients) to prove YOUR equality and diversity practices meet current equality legislation.

This short, light touch project delivers a “C2E Diversity Assured Certificate” and an “Accredited” status on the National Equality Register.  This will be accepted as proof by both your public and private sector clients.

To take advantage of this National Accreditation Standard click here.