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Information and guidance on the Equality Act 2010, including age discrimination and the Public Sector Equality Duty.
The Equality and Human Rights Commission's 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…
How the Equality Act 2010 defines disability, and what law changes mean for the public, businesses, and the public and voluntary sectors.
This guidance was first published in May 2011 in PDF format by the Office…
This guidance was first published in July 2010 in PDF format by the…
Guidance for employers on creating an action plan to reduce your gender pay gap and support employees experiencing menopause.
Guidance for employers on gender pay gap reporting, including preparing your data and making your calculations.
Personalised workplace adjustments for employees experiencing menopause can support their wellbeing and ability to work.
Inclusive job descriptions can attract diverse talent by using neutral language, listing only essential requirements, and highlighting equal opportunities.
How to produce communications that include, accurately portray, and are accessible to disabled people.
Menopause risk assessments can identify workplace adjustments to help support your employees' wellbeing.
How to take part in a planning or listed building consent appeal proceeding by written representations.
Guidance to help public authorities comply with the Public Sector Equality Duty in their policies, programmes and services.
Manager training can help organisations support employees experiencing menopause.
Menopause support groups in your organisation can help provide peer support, information and guidance.
Ensure your organisation’s policies align with the needs of employees experiencing menopause by reviewing your policies and procedures.
Transparency in pay, promotion, and bonus policies helps ensure everyone understands how decisions are made.
Giving employees specialised occupational health advice can help them manage menopause symptoms, get support and work more comfortably.
Setting specific internal targets that you can monitor using data gives your organisation clear steps to improve gender representation and equality.
Actively seeking applications from under-represented groups can ensure a broader range of applicants for all roles.
Giving all employees clear and actionable advice on how to develop may benefit organisations with low rates of progression and retention for women.
Using structured, skill-based screening can minimise bias and boost diversity in hiring.
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