Equality, diversity and human rights
Motherhood is at the heart of a lot of policies in the contemporary workplace, where the narrative often focuses around an ideal that everyone is or wants to be a mother. This can be incredibly excluding for non-mothers. It's great to provide policies and benefits that support parents, says Caroline Green, but how can you supplement your support for everyone else?
In the first of a new series delving into the details of the Employment Rights Act 2025, we look at the plan to require large employers to publish an action plan on the steps that they are taking to address the gender pay gap and support employees going through the menopause.
Although the formal Bill is yet to be published, the Government has outlined plans to require organisations with 250 and more employees to report their ethnicity and disability pay data. To prepare HR leaders for this change, Brightmine and HR Grapevine convened a roundtable discussion to address the practical and cultural challenges of expanded pay gap reporting.
From 26 October 2024, employers of any size in England, Wales and Scotland have a specific duty to take reasonable steps to prevent sexual harassment of workers in the course of their employment. As the implementation date approaches, what should HR professionals be doing to ensure that their organisation is ready to comply with the new duty?
The Equality and Human Rights Commission (EHRC) has published updated guidance on how employers should deal with sexual harassment in the workplace.
Ideas about nationality and citizenship influence our perspectives on "belonging" and what that looks like in a healthy workplace environment. Here, Georgie Williams considers how we can foster ideas of belonging that defy the constraints of national borders and anxieties around cultural differences.
This year marks the seventh time that organisations have had to report their gender pay and bonus gaps. While many still leave this to the very end of the reporting year, is progress nonetheless being made on closing these gaps? We look at the latest data.
The importance of workplace healthcare benefits should never be underestimated - particularly as access to healthcare disproportionately affects workers across the breadth of the intersectional identity spectrum, says gender and sexuality consultant Georgie Williams.
How do we keep the wheels of diversity, equity and inclusion (DEI) spinning when budgets tighten? Georgie Williams outlines some effective DEI strategies requiring little to no financial allocation. They also discuss the caveats regarding the ethical, responsible utilisation of the skills of DEI-enthusiastic team members.
Employee networks are valuable platforms for fostering inclusion, amplifying diverse voices and driving positive change within organisations. Inclusion consultant Gareth Buchanan explores five key ways to make your employee networks more effective.
Commentary and insights: HR and legal information and guidance relating to equality, diversity and human rights.