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Information and guidance on the Equality Act 2010, including age discrimination and the Public Sector Equality Duty.
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.
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…
Guidance for employers on gender pay gap reporting, including preparing your data and making your calculations.
The Equality and Human Rights Commission's updated Code of Practice for services, public functions and associations.
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.
How to produce communications that include, accurately portray, and are accessible to disabled people.
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.
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.
Using structured, skill-based screening can minimise bias and boost diversity in hiring.
Advertise parental, carer, and compassionate leave policies widely to ensure all prospective employees know the entitlements they would be eligible for.
Actively seeking applications from under-represented groups can ensure a broader range of applicants for all roles.
Menopause support groups in your organisation can help provide peer support, information and guidance.
Giving employees specialised occupational health advice can help them manage menopause symptoms, get support and work more comfortably.
Structured interviews support fair, objective hiring. Standardised questions and scoring helps reduce bias and promotes equal opportunity.
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