Samina Arfan, North London NHS Foundation Trust Associate Director of EDI, talks to HR & Compliance Centre about how the Trust is making EDI integral to what it does both as an employer and as a service provider.
The Equality and Human Rights Commission has extended its planned consultation on an updated code of practice for services, public functions and associations - following the Supreme Court's biological sex judgment - from two to six weeks.
As a result of the Supreme Court's For Women Scotland decision, updated to set out an approach for employers to adopt for providing toilets and facilities.
Katherine Flower, a partner in the employment law team at Burges Salmon, sets out organisations' legal obligations concerning harassment, how staff are protected and where the risks lie. She will also be sharing practical insights on how to manage some of the difficult issues that can arise when dealing with allegations of harassment.
As a result of the Supreme Court's For Women Scotland decision, updated to: strengthen the message that gender reassignment remains a protected characteristic (particularly in the Our commitment and Awareness training sections of the policy); set out an approach for employers to adopt in the Toilets and facilities section of the policy; and refine the definition of "sex" in the policy's glossary (as well as add definitions of "gender-affirmative belief" and "gender-critical belief").