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Information and guidance on the Equality Act 2010, including age discrimination and 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 gender pay gap reporting, including preparing your data and making your calculations.
The gender pay gap is the difference between the average pay of men and…
Any employer with 250 or more employees on a specific date each year (the…
Before you can work out your gender pay gap figures, you need to gather…
You need to make some calculations before you can report your gender pay…
You must report your gender pay gap data if your organisation has 250 or…
If you find that your organisation has a gender pay gap, you should first…
Guidance for employers on creating an action plan to reduce your gender pay gap and support employees experiencing menopause.
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.
Ensure your organisation’s policies align with the needs of employees experiencing menopause by reviewing your policies and procedures.
Manager training can help organisations support employees experiencing menopause.
How to take part in a planning or listed building consent appeal proceeding by written representations.
Transparency in pay, promotion, and bonus policies helps ensure everyone understands how decisions are made.
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.
Setting specific internal targets that you can monitor using data gives your organisation clear steps to improve gender representation and equality.
Enhance and promote leave policies and flexible working so employees know their entitlements and how to use them.
Automatically considering all eligible employees for promotion gives them the choice to opt-out rather than opt-in.
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.
Don’t include personal or financial information like your National Insurance number or credit card details.
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