Equality, diversity and human rights
Offering a scholarship is not just for universities and other educational institutions, it could be a way to fulfil some of your organisation's HR goals. Karen Kennard explains how an employer scholarship can support increased diversity, social mobility and future talent pipelines.
Sanjay Sood-Smith, executive director of workplace and community programmes at LGBT equality charity Stonewall, gives some tips on being an LGBT-inclusive leader.
Matthew Trerise and Angela Armstrong discuss the challenges neurodivergent people may experience when returning to the workplace post-lockdown, with practical tips on reintegrating employees.
With penalties for failing to publish gender pay gap reports for 2019/20 suspended due to the pandemic, and a lack of clarity about reporting dates for 2020/21, Jo Faragher examines the data and fears that equality may fall off the agenda for some companies.
With social distancing guidelines and the increase in remote working due to the coronavirus, employers have been forced to rethink how they recruit and select staff. Graham Brown reports on the rise of video interviews and remote onboarding of new starters.
Consultant editor Darren Newman looks at the criteria applied by employment tribunals in recent cases to determine the sort of philosophical beliefs that should be protected by the Equality Act 2010.
Ethical veganism, democratic socialism, humanism and a refusal to lie to customers are among the eclectic list of beliefs that have come before courts and tribunals as potential "philosophical beliefs" under equality legislation. We round up which non-religious beliefs have been found to be protected under the Equality Act 2010.
Widespread environmental protests, such as the Extinction Rebellion, are having an increasing everyday impact on employers. We round up potential issues for HR professionals who are dealing with disruption to their employer's operations as a result of climate change protests.
The Equality Act 2010 imposes a positive obligation on employers to make reasonable adjustments that will assist disabled individuals. While employers may be familiar with the duty, sometimes it is not straightforward deciding what is "reasonable". We explore some of the key factors as we look at seven situations where adjustments were found to be reasonable.
The protection against discrimination arising from disability under s.15 of the Equality Act 2010 is framed to give HR sleepless nights. Jason Braier explains why as he looks at how the courts and tribunals are construing "something arising".
Commentary and insights: HR and legal information and guidance relating to equality, diversity and human rights.