Equality & Diversity
  • Cipd
  • IP
Equality & Diversity
  • Cipd
  • IP
EQUALITY & DIVERSITY

Many businesses recognise the importance of embracing diversity and ensuring that their business culture encourages employees to respect each other. Employment law too means that businesses have to deal with equality issues on a daily basis both as a service provider and as an employer. Equality issues need to be considered all the way through employment from recruitment to promotion, training and development opportunities, selection for redundancy, other forms of termination, and all other aspects of employment.

Caroline has a unique insight in to diversity issues and has been responsible for promoting diversity and embracing equality through, for example, the production of Equality Schemes to meet the public sector duty, as well as ensuring that businesses are aware of the importance they should place on equality especially in customer facing roles.

Caroline can offer advice on all aspects of equality covering the nine protected characteristics of:

  • Age
  • Disability
  • Gender Reassignment
  • Marriage and Civil Partnership
  • Pregnancy and Maternity
  • Race
  • Religion or Belief
  • Sex
  • Sexual orientation

Since the introduction of the Equality Act there have been some high profile cases which have resulted in the need to look carefully at different, and on the face of it, conflicting equality strands, such as religion and belief, and sexual orientation. There are other issues to consider too such as all forms of discrimination, harassment and pre-employment health checks, etc If this is an area in which you require assistance, then contact Caroline to have an open discussion about the issues you face within your company/organisation.

In addition, Caroline has experience in handling difficult bullying and harassment cases, having dealt with investigations, disciplinary cases, as well as dismissals involving bullying and intimidating behaviour in the workplace. Caroline has experience in coaching managers to deal with intimidating behaviour within the workplace and also recognises the value a third party coach/mediator can have in such circumstances.

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