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The Equality and Human Rights Commission's draft updated Code of Practice for services, public functions and associations.
Presented to Parliament pursuant to section 14 of the Equality Act 2006.…
1. Introduction 1.1 This Explanatory Memorandum has been prepared by the…
Introduction As per the Equality Act 2006, the Equality and Human Rights…
Title: Equality Act 2010 Code of Practice for services, public functions…
Information and guidance on the Equality Act 2010, including age discrimination and the Public Sector Equality Duty.
Guidance for employers on creating an action plan to reduce your gender pay gap and support employees experiencing menopause.
Employers with 250 or more employees have the option to produce and…
Analyse your data to find the causes of your gender pay gap, and engage…
Once you have understood the issues in your organisation, you should then…
When you submit your action plan, you will be asked to add: supporting…
Sign in to the gender pay gap service when you’re ready to submit your…
Measuring and monitoring progress allows you to: produce a set of metrics…
After action plans become mandatory, you will need to review and update…
Personalised workplace adjustments for employees experiencing menopause can support their wellbeing and ability to work.
Menopause risk assessments can identify workplace adjustments to help support your employees' wellbeing.
Inclusive job descriptions can attract diverse talent by using neutral language, listing only essential requirements, and highlighting equal opportunities.
Manager training can help organisations support employees experiencing menopause.
Guidance to help public authorities comply with the Public Sector Equality Duty in their policies, programmes and services.
Transparency in pay, promotion, and bonus policies helps ensure everyone understands how decisions are made.
Ensure your organisation’s policies align with the needs of employees experiencing menopause by reviewing your policies and procedures.
Giving employees specialised occupational health advice can help them manage menopause symptoms, get support and work more comfortably.
Guidance for people looking to return to work after a career break.
Automatically considering all eligible employees for promotion gives them the choice to opt-out rather than opt-in.
Enhance and promote leave policies and flexible working so employees know their entitlements and how to use them.
Structured interviews support fair, objective hiring. Standardised questions and scoring helps reduce bias and promotes equal opportunity.
Using structured, skill-based screening can minimise bias and boost diversity in hiring.
Actively seeking applications from under-represented groups can ensure a broader range of applicants for all roles.
Setting specific internal targets that you can monitor using data gives your organisation clear steps to improve gender representation and equality.
Advertise parental, carer, and compassionate leave policies widely to ensure all prospective employees know the entitlements they would be eligible for.
Giving all employees clear and actionable advice on how to develop may benefit organisations with low rates of progression and retention for women.
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