We understand the critical importance of diversity and inclusion in helping to attract and retain the best talent, enabling that talent to thrive in achieving the organisation’s wider business goals. We also know that allegations of discrimination at work can significantly impact your business, damaging workplace relationships and causing reputational and legal risk. Our aim when advising on these sensitive issues is to help you resolve the issues whilst minimising the fallout.
Areas of focus
We help our clients:
- Develop and maintain D&I policies and procedures and equality reporting including gender and ethnicity pay to help create a culture of inclusion whilst ensuring that those policies and procedures are legally compliant and reflect current best practice
- Take positive action to improve organisational diversity whilst remaining on the right side of their legal obligations not to discriminate unlawfully
- Ensure that managers, who are navigating challenges in performance and absence management, do so in accordance with organisational rules and culture, as well as working within the complex equality framework which may apply, including in relation to sex, pregnancy and maternity, sexual orientation, race, belief and disability, mitigating both legal and reputational risk
- Manage challenging situations between workers where protected beliefs conflict including in relation to religious beliefs, sexual orientation and transgender rights
- Respond appropriately to concerns raised by workers, investigating them with necessary confidentiality and managing both reputational and legal risk
- Take any necessary remedial action, and if required, respond effectively to legal claims and take the right decisions to protect the workforce, the organisation’s reputation and its wider business objectives.