The Equality Act Equality and diversity in the workplace
There are many issues facing people entering or in the workplace, but some groups face greater challenges in realising their career aims because of barriers to equality of opportunity. This article will focus on particular areas as well as signposting you to useful resources and organisations who can help.
You'll find information and advice about how to navigate these challenges, from planning your career, looking for jobs and work experience and applying for roles throughout this website.
The Equality Act 2010 aims to create a level playing field, so that people are employed, paid, trained and promoted only because of their skills, abilities and how they do their job. You cannot be discriminated against on the basis of:
- age
- disability
- gender reassignment
- race, colour, nationality, ethnic or national background
- religion or belief
- marriage and civil partnership
- pregnancy and maternity
- sex
- sexual orientation
You also cannot be dismissed or treated less favourably because you work part time or are on a fixed-term contract.
What is discrimination
Discrimination covers a range of activities which can either discriminate someone directly or indirectly. Direct discrimination is where someone differently based on who they are. Indirect discrimination is where rules or processes are put in place which has negative impact on someone who has a protected characteristic. It can also mean an employer has failed to make reasonable adjustments for people with disabilities.
Why diversity matters
There are many reasons why diversity matters. Employers understand that having employees from different backgrounds who bring a wider range of experience, knowledge and skills is good for business.
More diverse companies, we believe, are better able to win top talent and improve their customer orientation, employee satisfaction, and decision making, and all that leads to a virtuous cycle of increasing returns. This in turn suggests that other kinds of diversity—for example, in age, sexual orientation, and experience (such as a global mind-set and cultural fluency)—are also likely to bring some level of competitive advantage for companies that can attract and retain such diverse talent.
McKinsey - Why diversity matters
Employers are becoming increasingly aware of the benefits of an age-diverse workforce…. ‘Age neutral’ application forms are common-place and employers are ensuring that their publicity and recruitment literature does not deter older or younger graduates from applying.
AGCAS, Diversity Matters, Age
Equal pay for men and women cannot be achieved through legislation alone. Employers are ultimately responsible for ensuring that their pay systems are free from gender bias.
Equality and Human Rights Commission
