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What legislation covers equality in the workplace?

What legislation covers equality in the workplace?

The Equality Act 2010
The Equality Act 2010 protects you against discrimination in the workplace at all stages of employment. This includes recruitment, employment terms and conditions, training, pay and benefits, promotion and transfer opportunities, dismissal or redundancy.

How does the Equality Act 2010 apply to recruitment and selection?

The Equality Act 2010 states that discrimination in recruitment and selection of employees is illegal. So it’s up to you to make sure that your business does not discriminate against anyone when you’re hiring new staff. When you’re hiring, you want to interview the best applicants out there.

What are the principles of the Equality Act 2010?

Equality Act 2010 guiding principles for associations

  • Know the law.
  • Understand what is meant by discrimination, victimisation and harassment.
  • Leadership.
  • Set standards of behaviour and create an inclusive culture.
  • Have a clear, published complaints policy.
  • Provide training.
  • Make reasonable adjustments.

How does the Equality Act 2010 affect recruitment?

The most significant example is the Equality Act 2010, which makes it unlawful for employers to discriminate against job applicants (and existing workers) because of one of the ‘protected characteristics’: age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil …

What is Equality Act 2010 protected?

Protected characteristics Find out more about the characteristics that the Equality Act protects. These are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

What is selection CIPD?

Selecting candidates involves two main processes: shortlisting, and assessing applicants to decide who should be made a job offer. This factsheet focuses on assessment using interviews, psychometric testing and assessment centres.

What can’t you say in a job advert?

You must not say or imply that the role is not available for disabled people or that reasonable adjustments will not be made unless there is a very clear and proportionate job-related reason. If the role requires the person to speak another language, this should be clearly set out as an essential skill.

Can my employer advertise my job without telling me UK?

What should I do? If there is strong evidence that the company is advertising your current job without telling you, then it may be raising it with your employer informally before you do anything else. If you aren’t happy with their response, you can raise a formal grievance with them.

When was the Equality Act passed UK?

The public sector Equality Duty came into force across Great Britain on 5 April 2011.

What is the CIPD doing to improve inclusion and diversity?

Explore the CIPD’s collected perspective on key inclusion and diversity issues, including recommendations, supporting evidence and links to resources for policymakers and employers. This report highlights the role managers play in helping to facilitate more inclusive, empathetic working styles in multicultural teams

What is the CIPD?

The CIPD is a member of Stonewall’s Global Diversity Champions programme, working together to ensure that we are an LGBT+ inclusive employer and membership organisation across our UK and International communities.

What does the Employment Equality Act cover?

Equality in the field of employment is governed by the Employment Equality Acts 1998 to 2015. Equality legislation prohibits discrimination on nine distinct grounds: membership of the Traveller community.

Is the equality and Human Rights Commission Code of practice on employment?

The Equality and Human Rights Commission has published a range of guidance on all aspects of the Equality Act 2010, including a Code of practice on employment. Whilst not legally binding documents, the codes give important guidance on good practice and failure to follow them may be taken into account by tribunals or courts.

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