Improving diversity and equality—employer charters and schemes
Improving diversity and equality—employer charters and schemes

The following Employment practice note provides comprehensive and up to date legal information covering:

  • Improving diversity and equality—employer charters and schemes
  • Race at Work Charter
  • Change the Race Ratio
  • Disability Confident Scheme
  • Level 1: Disability Confident Committed
  • Level 2: Disability Confident Employer
  • Level 3: Disability Confident Leader
  • Further details about Disability Confident
  • Mindful Employer Charter
  • Stonewall Workplace UK Equality Index
  • More...

Employers are increasingly keen to improve diversity and equality in their organisations. This can stem from a number of reasons, including:

  1. an understanding of the many benefits to the business in having a diverse workforce and recruiting from the widest talent pool of candidates

  2. a belief that it is morally the right thing to do

  3. increasing workplace morale by making staff feel valued, understood and supported

  4. improving the organisation’s reputation

  5. taking positive action to address any areas in which the employers is currently not achieving optimum diversity and equality of opportunity, eg if it has had to report large gender pay gaps (see Practice Note: Gender pay gap reporting), or if the employer has been involved in litigation which has highlighted areas for improvement

  6. meeting corporate governance targets, eg improving diversity in the boardroom (see Practice Note: Diversity in the boardroom)

  7. meeting shareholder and customer demand for commitment and progress on achieving improvements in diversity and equality

Employers can choose how they individually wish to progress diversity and equality within their organisations (so long as they do so within the confines of the Equality Act 2010 (EqA 2010), eg there only very limited ways in which they can adopt strategies of positive discrimination, see Practice Note: Specific defences and exceptions in prohibited conduct claims—Positive discrimination). However, many employers choose to sign up to charters or

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