Definition
The principle and practice of ensuring that all individuals are treated fairly in the workplace, regardless of protected characteristics such as age, disability, gender reassignment, marriage, pregnancy, race, religion, sex, or sexual orientation.
UK Context
The Equality Act 2010 provides the legal framework for equal opportunities in the UK, covering direct and indirect discrimination, harassment, and victimisation. Employers must not discriminate in recruitment, terms of employment, promotion, training, or dismissal.
Best Practices
- Have a clear equal opportunities policy and ensure all employees, especially managers, are trained on it
- Monitor workforce diversity data and use it to identify and address any patterns of disadvantage
- Ensure recruitment processes are designed to attract diverse candidates and remove bias at each stage
Frequently Asked Questions
What are the protected characteristics under the Equality Act 2010?
The nine protected characteristics are: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
What is the difference between direct and indirect discrimination?
Direct discrimination is treating someone less favourably because of a protected characteristic. Indirect discrimination occurs when a seemingly neutral policy disproportionately disadvantages people with a particular protected characteristic and cannot be objectively justified.