The public are also more likely than not to think that equality, diversity and inclusion leads to fairer outcomes and that they personally benefit from equality, diversity and inclusion practice. Reviews on platforms like Glassdoor further highlight equality, diversity and inclusion’s growing role in employer reputation. For example, London School of Economics’ EDI is not bad for business (PDF, 1.1MB) paper provides evidence from employee review data for companies listed in the UK and USA Moving from that overall, there is a positive link between equality, diversity and inclusion and business outcomes.
What does the law say? Under the Equality Act 2010, UK employers phone number library must provide reasonable adjustments: a legal duty and prevent discrimination.
The CIPD and Acas collaboration ensures businesses receive the support they need to implement meaningful neuroinclusion strategies. By sharing research and practical guidance, these organisations are helping businesses turn good intentions into meaningful change.
To address these issues Moving from
CIPD is delighted to support Acas’s work select your preferred channels set in strengthening neuroinclusive workplaces.
Acas’s new advice to raise awareness of neurodiversity at work will provide businesses with practical strategies for neuroinclusion. CIPD has closely collaborated with Acas, sharing research and best practices to drive real change.Employers and employees proactively finding clean email answers for themselves
Our complete refresh of all discrimination guides is almost complete with the following advice now published:
preventing sexual harassment
sexual orientation discrimination
marriage and civil partnership discrimination
Collective disputes is the only area bucking the trend, with the number of cases received remaining steady, providing more predictability compared to the last 2 years of high unrest. We have several settlements with a range of public sector trade unions on pay deals and the de-escalation of some long-running disputes.
What is likely to happen next?
Put simply − it’s unpredictable: the Bill has increased expectations and speculation among both trade unions and workforces about the potential for change. Pay and money matters are always our biggest drivers of dispute, and we have yet to see the impact of increased National Insurance contributions play out.