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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…
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…
Guidance for employers on gender pay gap reporting, including preparing your data and making your calculations.
Guidance for employers on creating an action plan to reduce your gender pay gap and support employees experiencing menopause.
How to produce communications that include, accurately portray, and are accessible to disabled people.
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.
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.
How to take part in a planning or listed building consent appeal proceeding by written representations.
Inclusive job descriptions can attract diverse talent by using neutral language, listing only essential requirements, and highlighting equal opportunities.
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.
Menopause support groups in your organisation can help provide peer support, information and guidance.
Giving all employees clear and actionable advice on how to develop may benefit organisations with low rates of progression and retention for women.
Guidance for employers who want to use positive action to widen opportunities in a way that is consistent with equalities legislation.
First published during the 2022 to 2024 Sunak Conservative government
Using structured, skill-based screening can minimise bias and boost diversity in hiring.
Automatically considering all eligible employees for promotion gives them the choice to opt-out rather than opt-in.
Do not include personal or financial information like your National Insurance number or credit card details.
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