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Is calling a woman ‘auntie’ ageist harassment – or a mark of respect? It’s a trickier question than you think

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Is calling a woman ‘auntie’ ageist harassment – or a mark of respect? It’s a trickier question than you think

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Is calling a woman ‘auntie’ ageist harassment – or a mark of respect? It’s a trickier question than you think | Lola Okolosie

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A tribunal verdict on the term is revealing about the complexities of having multiple cultural identities – and western attitudes to ageing, says English teacher and writer Lola Okolosie

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7/7/26 Tribunal Finds Irish Employee was Racially Harassed over ‘Potato’ Comments

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7/7/26 Tribunal Finds Irish Employee was Racially Harassed over ‘Potato’ Comments

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Tribunal Finds Irish Employee was Racially Harassed over ‘Potato’ Comments

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A bookkeeper whose boss repeatedly shouted ‘potato’ at her in a strong Irish accent has been awarded more than £23,000 after an Employment Tribunal found she had been racially harassed. Background The…

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Employment law changes take effect from April 2026, including new day-one rights, SSP reforms and 2026 rate increases.

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24/2/26 Progress on gender equality at top of UK’s biggest firms ‘achingly slow’

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24/2/26 Progress on gender equality at top of UK’s biggest firms ‘achingly slow’

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Progress on gender equality at top of UK’s biggest firms ‘achingly slow’

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Average number of female FTSE 100 CEOs stalled at nine last year, the same number as 2024, review says

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24/2/26 DEI is dead, equality isn’t’: experts chart path forward amid Trump’s culture war

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24/2/26 DEI is dead, equality isn’t’: experts chart path forward amid Trump’s culture war

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The Trump administration's "war on woke" seems to have claimed its biggest victim in DEI. Not so long ago, diversity, equity and inclusion was the favorite term of Fortune 500 CEOs and the political elite. More recently, it has been blamed for everything from the collapse of the Francis Scott Key Bridge in Baltimore and the deadly Los Angeles wildfires to the crash between a regional jet and a helicopter in Washington DC.

"DEI means people DIE," Elon Musk wrote last year.

Alongside culture-war attacks, DEI also became a legal liability after the US supreme court overturned affirmative action in higher education in 2023.

Some of the most powerful companies that once touted their DEI policies have backed away from them. Webpages celebrating diversity have been taken down, teams dedicated to promoting diversity have dissipated and now there is seemingly no one left to defend DEI in its final days.

That's where Kenji Yoshino and David Glasgow, two law professors at New York University, are stepping in. Both are longtime experts in anti-discrimination law and have spent years consulting leaders on how to make their workplaces more inclusive.

In their new book, How Equality Wins: A New Vision for an Inclusive America, Yoshino and Glasgow argue that the project of equality is far from over - but it's in desperate need of a survival plan.

Yoshino and Glasgow spoke to the Guardian recently about the new book and their hope that the essence of DEI can live past the political moment that killed it.

How Equality Wins: A New Vision for an Inclusive America. Photograph: Courtesy of Simon & Schuster

"DEI itself, as an acronym, is dead," Yoshino said. "But the underlying value of equality isn't. Not by a long shot."

The authors outline several strategies for equality's survival. One of the most important is understanding what advocates are actually fighting for and what they're fighting against.

Opponents say that DEI leads to incompetence. People are hired or given opportunities not because they are qualified, they say, but because of their race or gender.

But the authors posit that reasoning ignores just how biased the hiring process can be. In 1970, before symphony orchestras used screens to hide a musician's identity during auditions, only 5% of orchestra members were women. By 2016, that number jumped to 35%. That increase didn't come from the orchestras giving explicit preferences to women, but from the screens, which helped them remove bias from the process. Yoshino and Glasgow call this lifting versus levelling.

"A lot of Americans have been kind of deceived into believing that what DEI stands for is a version of race-based affirmative actions," Yoshino said. "But that is only a part of DEI, and there are many forms of diversity, equity and inclusion that are completely consistent with the levelling approach, which removes bias from the system, as opposed to the lifting approach, which creates that targeted ramp up to a playing field."

Yoshino likes to point to a quote from US supreme court chief justice John Roberts, from his written opinion that overturned affirmative action. Roberts wrote: "Eliminating racial discrimination means eliminating all of it."

"I would actually happily sign on to that vision of America," Yoshino said. "It's just that it seems like his notion of symmetry is itself quite asymmetrical, that it gets trotted out as the American value when it benefits the dominant group, and not when it benefits the non-dominant group."

But despite the movement's good intentions, Yoshino and Glasgow also encourage tough conversations about where DEI got things wrong, from fostering a culture of shame around disagreement to distracting debates on terminology.

The DEI movement paradoxically ended up becoming exclusive, narrowly focusing on race and gender when allyship could be found across different groups.

Opponents of DEI have been quite successful in "framing DEI as a set of unfair preferences that advantage some groups over other groups", Glasgow said. "Even if you think that narrative is wrong, it could be very helpful to the cultural debate and the longevity of [equality] to show that actually, we are serious about benefiting everyone with this."

One strategy, "embrace universality", points out that though the legal environment after the supreme court's affirmative action case makes it harder to have targeted programs based on race and gender, programs focused on equality can still exist.

Yoshino and Glasgow have for years offered a course to law students that emphasizes things not typically found in textbooks, like tips on negotiations and written communication. Though they open it to "all students with an interest in diversity and inclusion", the vast majority come from marginalized backgrounds.

This embodies a universality strategy they call "a shift from cohort to content". Instead of limiting the course to a specific cohort, such as students from a particular race or gender, they focus on content restrictions, which are legally permissible. "This strategy has already proven to be an amulet against legal liability," the authors wrote.

Another strategy, "shift from cohort to character", comes from a loophole the supreme court left universities in its affirmative action decision. The court said that universities could still consider "an applicant's discussion of how race affected his or her life, be it through discrimination, inspiration or otherwise", particularly in a student's essay.

Yoshino and Glasgow point out this exemption allows organizations to get creative. They could, for example, openly ask candidates in interviews about how race has affected their life "be it through discrimination, inspiration or otherwise" - exactly as the supreme court allows it.

These strategies and loopholes are more important than ever. DEI's death is not just coming through the cultural wars, but also from litigation that is attacking the private sector and state and local diversity programs.

Earlier this month, the US Equal Employment Opportunity Commission, which falls under Trump's executive branch, announced it was investigating Nike over discrimination against white employers. In January, Trump's justice department sued Minnesota over the state's affirmative action program for its agencies.

Glasgow said that "even in the worst-case legal [environment], there are still lots of concrete steps that organizations can take to promote fairness in ways that do not involve the kind of preferences or affirmative action that are subject to litigation".

Yoshino and Glasgow remain hopeful that DEI can still live on - maybe not by name, but by purpose - if people see it as something larger and more important than the cultural wars have framed it to be.

"We worry that a lot of people associate DEI with just a set of technocratic HR practices, like a bias training when you get onboarded at your new job or having a celebration of a heritage month at your university," Yoshino said, but DEI ultimately has its origins in the civil rights movement. "It's all gone by different names throughout time, but it's part of efforts to ensure ... that the promise of civil rights is made real in people's everyday lives and the opportunities they get."

Beyond the social case for equality, there's also a resounding business case for inclusion in the workplace as the US gets more diverse. Research has shown the US will be a majority-minority country by 2040, a majority of college-educated workers are now women and 25% of gen Z identify as LGBTQ+, Glasgow noted.

"It's really hard to imagine that your workplace, your organization or your community could achieve any of its mission if it wasn't able to teach its people to work across differences," he said. "That means the skills of diversity and inclusion are here to stay."

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'DEI is dead, equality isn't': experts chart path forward amid Trump's culture war

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Two law professors outline strategies for equality's survival in a Trumpian post-DEI era in new book How Equality Wins

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26/1/26 Learn about International Bystander Awareness Day (March 13th)

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26/1/26 Learn about International Bystander Awareness Day (March 13th)

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Communities Inc. - Connected Communities Work Better Together

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Learn about International Bystander Awareness Day (March 13th) - Communities Inc.

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Learn about International Bystander Awareness Day on 13 March and how safe bystander intervention can prevent harm and support those affected.

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All hate crime is important. No hate crime is too minor to report to the police. Anyone can be the victim of a hate crime.

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26/1/26 Reporting a Hate Crime to Nottinghamshire Police

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26/1/26 Reporting a Hate Crime to Nottinghamshire Police

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We are committed to tackling all forms of hate within our communities. This page provides guidance around what to do if you experience any form of hate incident and how we can support you.
What is a hate crime?

A hate incident is any incident which is perceived, by the victim or any other person, to be motivated by hostility, hate or prejudice. If a hate incident breaks the law, it becomes a criminal offence and therefore a hate crime.

Nottinghamshire Police records hate incidents within any one (or more) of the following categories:

Disability

Race

Religion/Faith

Sexual orientation

Transgender identity

Misogyny

Alternative sub-culture e.g. goth, or other

Misandry

It can disguise itself under many different names (homophobia, Islamophobia or racism to name a few) but, whichever name it's taking, it's still wrong and we can take action against offenders. All hate incidents are serious: everyone has the right to live their life without fear of prejudice, discrimination and hate.

Some hate incidents are obvious, such as openly racist attacks. Others are less obvious, such as name-calling, teasing and bullying. Some are aimed at whole communities, some are targeted at individuals. Some involve attacks on people or attacks on buildings. The important thing is that, if it's happening because of who you are, then it needs reporting.

How can I report a hate incident?

If you want to report a hate incident you can call 101, where you will be able to speak to a member of staff who can offer advice and take your report. If you're not comfortable speaking to someone directly, you can make a report online via the True Vision website.

In an emergency, always call 999. Remember, even if you don't think a crime has been committed, if you feel you've been targeted because of your identity then we would encourage you to report this.

If English isn't your first language, please still report the incident. We have interpreters for more than 100 languages available via telephone at all times of the day.

Nottinghamshire Police also has the Pegasus scheme which offers a greater number of ways to contact the police and helps individuals who may find the usual ways of reporting a crime difficult. You can either register online or by filling in an application form, which can be obtained by emailing pegasus@nottinghamshire.pnn.police.uk.

What happens when I report a hate incident?

Our number one priority is making sure you are safe.

We can help you get any emergency help or support that you need and then we'll make an appointment to come and meet you and get full details of the incident. If you feel you've been targeted because of your identity then we will record and treat it as a hate crime or a non-crime hate incident.

We will treat you fairly and with respect, but we'll also be honest and keep you informed with what's happening. Sadly, in some cases, there isn't enough evidence to find the offender but we will conduct a professional investigation and, if we can find the offender, we'll ask your opinion on what we do next.

If you agree, your local neighbourhood policing team will make regular contact with you to update you and check that you are okay. Your safety and well-being are our priority from beginning to end.

Sometimes people don't report a hate incident because they fear it will 'out' them. Rest assured, we will not look into your personal circumstances or question your reasons for being somewhere. Your report will be confidential and your case will be handled with the utmost discretion.

What should I do if I've been a victim of hate incident?

Aside from reporting it, there are a few things you can do to help us with our investigation:

When you report the incident, make a note of the name of the person who comes to see you and the reference number.

If anyone sees the incident, ask for their name and contact details so that we can speak to them directly.

Write down what happens, noting the time, date and location.

If anyone gets injured, make sure they get medical attention.

Take photos of any damage.

If social media is involved, either print the page or take a screenshot. Equally, if someone has been texting you with abusive messages, save them on to your phone.

Keep tickets or receipts for any expenses.

What can be done about hate incidents?

It can be emotionally difficult to cope with a hate incident - after all, it's an attack on you as a person and it can leave people feeling scared and isolated. Sometimes, knowing what can be done about it can help.

We will investigate all reports of hate incidents using all of the powers available to us, including laws protecting you from personal and online abuse. If a criminal offence has been committed we will be led by yourself in respect of what happens next. If you seek to support a complaint the we may arrest or interview voluntarily the suspect(s).

If arrested and charged with a criminal offence, the suspect(s) may be given bail conditions to protect you from further contact and further support you.

If the suspect(s) is charged or summonsed to attend court, you may be required to attend and give evidence. If so then the investigating officer and Victim Services will support you throughout and there may be special measures available to you whilst giving evidence.

If the suspect(s) plead or are found guilty then they may receive an enhanced sentence due the aggravating factor of being motived by hate.

There may be occasion when due to the entire circumstances of the investigation and if you're in agreement, the perpetrator(s) is issued a Conditional Caution, with for example a condition to participate in an educational programme.

There may also be the situation that based on the full circumstances there is no further action taken. This decision will be fully explained to you.

In contrast if you seek those responsible speaking to and advising by an officer, we will ensure this is completed. Again this will be recorded and may influence our visible presence to reassure the community.

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We are committed to tackling all forms of hate within our communities. This page provides guidance around what to do if you experience any form of hate incident and how we can support you. What is a hate crime?A hate incident is any incident which is perceived, by the victim or any other person, to be motivated by hostility, hate or prejudice.

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Communities Inc. - Connected Communities Work Better Together

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All the information you need about hate and reporting it.

Remember that you do not have to be a victim to report a hate crime.
Witnesses can do it too.

Do you know what to do when you witness harm?

Bullying, harassment, prejudice, and microaggressions chip away at trust and safety. Left unchallenged, they escalate into serious harm. Most people want to help, but freeze, worry about making things worse, or don't know what to say. Recognising harmful behaviour and stepping in safely can prevent harm and save lives.

Stand By Me trains people to act confidently and create safer, respectful environments

What counts as a hate crime?

A hate crime is any criminal offence that is motivated by hostility or prejudice towards someone because of their

Ways to report a hate crime

You can report a hate crime in several ways, depending on what feels safest for you:

Report it to the police

In an emergency, always call 999.

If it's not an emergency, call 101 or visit your local police station.

British Transport Police Text 61016 or
call 0 800 40 50 40

Or report online via your local police force's website.

You don't need to know whether it's legally a hate crime; the police will assess that. Report what you can.

Report it anonymously

If you don't want to give your name, you can report through:

Crime stoppers at crimestoppers-uk.org or by calling 0800 555 111.

Visit True Vision at report-it.org.uk
It is a national online reporting platform for hate crimes.

Tell Mama UK

Tell MAMA supports anyone who has experienced or witnessed anti-Muslim hate. They provide confidential advice, emotional support, and help with reporting incidents.
Call: 0800 456 1226 or email: info@tellmamauk.org or visit tellmamauk.org

On Your Side is for anyone in the UK who identifies as East and Southeast Asian, including people with mixed heritage. It is also for anyone who is perceived by others to be East and Southeast Asian and a witness to hate towards East and Southeast Asians from any background. This is the place to find support and make a report if you experience or witness racism or any other form of hate. Call: 0808 801 0393 - 24/7 or visit www.onyoursideuk.org/

Gallop offers support for LGBT+ people facing hate crime, domestic abuse, or sexual violence. Their team provides free, confidential help by phone, email, or webchat.
Call: 0800 999 5428 or email: help@galop.org.uk | galop.org.uk

Support Line

SupportLine provides confidential emotional support for anyone affected by hate, discrimination, or abuse. They can also signpost you to local help.
Call: 01708 765200 or email: info@supportline.org.uk | supportline.org.uk

Community Security Trust (CST)

Community Security Trust (CST) works to protect Jewish people and communities from antisemitism. They offer a 24-hour helpline and help victims report incidents safely.
Call: 0800 032 3263 or email: incidents@cst.org.uk | cst.org.uk

Act Early Support Line is for the public, friends and family who may be concerned about someone close to them. It can be hard to know what to do if you're worried someone close is expressing extreme views or hatred, which could lead to them harming themselves or others. Working with other organisations, the police protect vulnerable people from being exploited by extremists through a Home Office programme called Prevent. Act early and tell them your concerns in confidence. You won't be wasting their time, and you won't ruin lives, but you might save them.
Call: 0800 011 3764 (24 hours) https://actearly.uk/

If your organisation stands against hate and supports safer, more inclusive communities, we'd love to hear from you. Whether you deliver community projects, workplace training, or simply share our commitment to equality.
Email us to add your organisation to the list of supporters.
Do you want to submit resources
about Hate Crime?

Join the movement #IBAD2026

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How to Report a Hate Crime? ? - Communities Inc.

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Learn what constitutes a hate crime and explore how you can report incidents anonymously or directly to the police or support organisations.

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The Employment Rights Bill - Where Are We Now | Webinar

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7/10/25 Anti-Bullying Week 2025: Power for Good

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7/10/25 Anti-Bullying Week 2025: Power for Good

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Anti-Bullying Week 2025 will take place from Monday 10th - Friday 14th November, with the theme: Power for Good.

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What is cyber bullying and how can you deal with it? - BBC Bitesize

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We asked some sixth form students what they know about cyber bullying, here’s what they had to say.

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2/9/25 Worker sacked for making 'Michael Jackson noises' was unfairly dismissed

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2/9/25 Worker sacked for making 'Michael Jackson noises' was unfairly dismissed

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Worker sacked for making ‘Michael Jackson noises’ was unfairly dismissed - HR Magazine

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The Co-operative Group was ordered to pay a warehouse worker more than £10,000 in compensation after an employment judge found he was unfairly dismissed.

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26/8/25 Lack of support drives a quarter of returning parents to quit jobs

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26/8/25 Lack of support drives a quarter of returning parents to quit jobs

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Lack of support drives a quarter of returning parents to quit jobs - HR Magazine

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Some 87% of parents find returning to work after having a baby challenging, and 73% report lacking the necessary support, according to a survey released today (26 August) by Growth Spurt, a return-to-work support programme.

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26/8/25 "It’s time employers treated caregiving like the crisis it is"

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26/8/25 "It’s time employers treated caregiving like the crisis it is"

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We talk a lot about mental health in the workplace. But there's a group of employees whose struggles often go unseen: working carers.

I'm not talking about parents, although that role comes with its own challenges. I'm talking about the people holding down a job while also supporting a partner with cancer, an elderly parent with dementia, or a child with complex needs.

Here's the difference: most of us choose when to become parents. Caregiving, on the other hand, often arrives uninvited. One phone call, one diagnosis, one fall, and your life changes overnight. There's no manual, no gentle learning curve, just the immediate weight of responsibility.

And yet, so many employees don't even call themselves carers. I've worked with people who say, "I just pop in after work to make sure Mam's had her tablets, I'm not really a carer." But they are. And that lack of self-identification means they often don't ask for help until they're burnt out.

The stats are sobering. One in seven UK workers is now juggling employment with an unpaid caring role. Many are struggling with anxiety, depression, financial stress, and physical exhaustion. And without the right workplace support, that pressure quickly becomes unsustainable.
Read more: HR must encourage working carers to seek support
It's time employers treated caregiving like the crisis it often is.

This is where I believe we need a shift in thinking. When an employee becomes a carer, it should trigger the same level of response as any other workplace crisis. That means:

1. Fast-track support from line managers trained to spot burnout and have compassionate conversations. Immediate workload adjustments and flexible working options.

2. Rapid access to mental health support, because carrying someone else's stress on top of your own is heavy work.

Go beyond leave policies and think long-term wellbeing and financial security

Yes, the new Carer's Leave Act is a step forward. But unpaid leave still hits lower-paid workers hardest. We can do better by:
Read more: Find your hidden carers Don't overlook your 'sandwich carers' Build community, not just policy

1. Partnering with local law firms or carers' centres to run workshops on wills, powers of attorney, and financial planning.

2. Embedding legal and financial wellbeing support into employee benefits, not as a crisis response, but as prevention.

Plan for the "what if I get sick?" moment
Many carers are invisible to their own employers. Discreetly survey staff with questions like: "Do you support someone whose health limits their daily life?" And use the results to signpost people to help, whether that's a peer network, specialist counselling, or flexible hours.
Don't forget the grief
One of the most powerful things you can offer is connection. Peer-led carer networks create spaces where people can share resources, vent frustrations, and feel understood. Give them a budget, a meeting space, and your backing and then let them lead.

A common fear I hear from carers is: "If I'm ill, who looks after them?" Offering back-up care insurance or emergency in-home support is an innovative way to give peace of mind and keep employees from burning out through sheer fear of what might happen.

Caring often comes with loss, even before a loved one passes away. Offering bereavement therapy, grief workshops, or simply spaces to acknowledge the emotional toll of caring is not a "nice to have"; it's part of keeping your people mentally healthy.
Dr. Jen Cottam is a clinical psychologist and founder of mental health consultancy Talk Works
My message to employers? In an ageing population, caregiving is inevitable. But the anxiety, depression, and burnout that so often come with it aren't. With the right policies, training, and compassion, you can create a workplace where carers don't just survive, they can thrive.

When you look after the carer, you look after the colleague, the team member, and the whole organisation.

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HR Magazine - "It's time employers treated caregiving like the crisis it is"

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We talk a lot about mental health in the workplace. But there's a group of employees whose struggles often go unseen: working carers.

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15/7/25 Neurodivergence in the Workplace: Employment Law Considerations

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15/7/25 Neurodivergence in the Workplace: Employment Law Considerations

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Robyn Ackerman, Employment Team Solicitor, Hempsons

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Neurodivergence in the Workplace: Employment Law Considerations

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What is neurodiversity?
Neurodiversity refers to the different ways the brain can work and process information.

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15/7/25 Anti-Bullying Week 2025: Power for Good

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15/7/25 Anti-Bullying Week 2025: Power for Good

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Anti-Bullying Week 2025 will take place from Monday 10th - Friday 14th November, with the theme: Power for Good.

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19/5/25 On April 16 2025, the UK Supreme Court delivered a unanimous judgment in the case of For Women Scotland Ltd v The Scottish Ministers, clarifying the legal interpretation of the terms ‘woman’, ‘man’, and ‘sex’ within the Equality Act 2010.

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19/5/25 On April 16 2025, the UK Supreme Court delivered a unanimous judgment in the case of For Women Scotland Ltd v The Scottish Ministers, clarifying the legal interpretation of the terms ‘woman’, ‘man’, and ‘sex’ within the Equality Act 2010.

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Legal Definition of ‘Woman’ Under Equality Act 2010: Supreme Court Decision Explained | Actons Solicitors

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On April 16 2025, the UK Supreme Court delivered a unanimous judgment in the case of For Women Scotland Ltd v The Scottish Ministers.

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15/5/25 Update to BBC Code of Conduct as review of culture published

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15/5/25 Update to BBC Code of Conduct as review of culture published

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The BBC has said it will take immediate action to improve workplace culture, after publishing a comprehensive independent report.

The report from Change Associates, led by Executive Chairman and Founder Grahame Russell, found no evidence of a toxic culture, but in a series of detailed findings and recommendations it highlighted key areas for improvement.

The review heard from around 2,500 employees and freelancers; through one-to-one meetings, group discussions, a survey and written submissions. The review was commissioned by the BBC Board in August 2024, with work beginning in October.

The report - published today - found the majority of people who work for the BBC are proud to do so and describe loving their jobs.

Some staff, however, thought there were a minority of people at the BBC - both on and off-air - who were able to behave unacceptably without it being addressed.

"Even though they are small in number, their behaviour creates large ripples which negatively impact the BBC's culture and external reputation," the report concludes.

The BBC Board has fully accepted the report and its findings, as has BBC management. Both view it as a catalyst for meaningful change - to reinforce expectations around behaviour and act more decisively when standards are not met.

BBC Chair Dr Shah told staff today:

"There is a minority of people whose behaviour is simply not acceptable. And there are still places where powerful individuals - on and off screen - can abuse that power to make life for their colleagues unbearable.

"The report makes several recommendations that prioritise action over procedural change - which is exactly right. It also addresses some deep-seated issues: for example, the need to make sure everyone can feel confident and not cowed about speaking up.

"I support the idea that we need to reinforce the behavioural expectations and standards we have for everyone who works with or for the BBC."

He added: "In the end, it's quite simple: if you are a person who is prepared to abuse power or punch down or behave badly, there is no place for you at the BBC."

Director-General Tim Davie said:

"This report represents an important moment for the BBC and the wider industry. It provides clear, practical recommendations that we are committed to implementing at pace. I'm grateful to everyone who took part and contributed.

"The action we are taking today is designed to change the experience of what it is to be at the BBC for everyone and to ensure the values we all sign up to when we arrive here - the values that, for most of us, are what made us want to come to the BBC in the first place - are lived and championed by the whole organisation each and every day."

The BBC is taking immediate action from today, including:

Launching a refreshed and strengthened Code of Conduct, with specific guidance for on-air presenters.

Implementing a more robust Disciplinary Policy, with updated examples of misconduct and clear consequences.

Requiring all TV production partners to meet Creative Industries Independent Standards Authority (CIISA) industry standards.

Rolling out a new 'Call It Out' campaign to promote positive behaviour, empower informal resolution where appropriate, and challenge poor conduct.

Introducing clear Pledges for anyone raising concerns, setting out what they can expect from the BBC.

The BBC will build on this over the coming months to embed long-term change by:

Updating all future employment and freelance contracts to set out clear expectations around behaviour.

Transforming how we manage concerns and cases, launching a new Resolving Concerns Helpline to help address issues earlier; providing a single point of contact for each case when concerns are raise, along with improved communication and support. To ensure cases are managed with rigour, consistency, and urgency, there will be investment in new resources to support those handling complex cases.

Training all managers on our updated Code of Conduct and values and require them to lead regular team discussions on culture and behaviour.

Introducing in-person inductions for all new joiners, with a strong emphasis on values and expected behaviours.

Conducting regular, targeted culture checks within divisions to monitor sentiment, identify issues, and intervene swiftly where needed.

Implementing succession planning for our most senior on-air roles.

Expanding HR support with additional resources and capacity

The Executive has agreed to update the Board on progress against its plan at regular intervals.
BBC Press Office
Read the review in full.

The report's Key Findings:

There is widespread pride in working for the BBC. Many people describe loving their work.

The BBC does not have a toxic culture and many people who have worked for the organisation for a while feel the culture has improved.

However, a small number of individuals are said to behave unacceptably, and their behaviour has not always been addressed. Though limited in number, these individuals can disproportionately affect the BBC's culture, morale and reputation.

There is a shared desire across the BBC for this review to lead to clear, practical action and greater accountability regarding culture and conduct.

The report's recommendations:

Reset behavioural expectations: Establish a clear and shared understanding of what is expected from everyone working with or for the BBC.

Promote a 'Call It Out' culture: Encourage open feedback, celebrate positive behaviour, and deal promptly with concerns.

Provide real-time culture data: Develop a dashboard to monitor culture indicators and support transparency.

Invest in leadership and HR capability: Define the leadership skills the BBC values most and invest in embedding them at all levels.

Enhance succession planning: Create more transparent and inclusive processes for identifying and preparing all talent, particularly in on-air roles.

Establish a Respond Team: Create an independent, dedicated team to rebuild trust and confidence in how issues are raised, addressed and anonymously reported.

The review heard from around 2,500 employees and freelancers; through one-to-one meetings, group discussions, a survey and written submissions.; covering all parts of the organisation; with representations from across the UK and 19 different countries around the world.

Change Associates also spoke to BBC's staff networks and organisations that work across the media sector, including external professional bodies, charities, trade unions and production companies.

The report and response was discussed with staff this morning at an event led by Chair Dr Samir Shah, Director-General Tim Davie and other senior managers. Alongside them was Baroness Helena Kennedy, chair of CIISA.
You can read the BBC Chair's response to the report here. You can read the Director-General's remarks here.
Full terms of reference were published in October 2024, but in short the review focused on:

Whether there are further practical steps the BBC can take to ensure everyone at the BBC understands and commits to our Values and Code of Conduct;

How the BBC can ensure the consequences of inappropriate behaviour and abuse of power are understood by everyone and that significant issues are dealt with as soon as they are identified and in a consistent manner; and

Whether there is more we can do to ensure people feel confident to speak up and for managers and leaders to act decisively.

What the BBC can do, when issues or complaints are raised, to make it clearer how the processes will work and what information will be shared.

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BBC to take immediate action as it publishes independent review into culture

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The review heard from around 2,500 employees and freelancers; through one-to-one meetings, group discussions, a survey and written submissions

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28/4/25 Supreme Court rules on definition of "sex" in Equality Act 2010

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28/4/25 Supreme Court rules on definition of "sex" in Equality Act 2010

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Supreme Court rules on definition of “sex” in Equality Act 2010

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The Supreme Court has handed down a significant ruling on the definition of “sex” within the Equality Act 2010.

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25/04/25 How to spot signs of stalking as Nottinghamshire Police supports national awareness week

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25/04/25 How to spot signs of stalking as Nottinghamshire Police supports national awareness week

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14/4/25 Diversity backlash: Is 'masculine energy' coming to the UK?

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14/4/25 Diversity backlash: Is 'masculine energy' coming to the UK?

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Shanaz Musafer and Lucy AchesonBusiness reporters

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Diversity backlash: Is ‘masculine energy’ coming to the UK?

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Donald Trump has scrapped federal diversity initiatives and many US firms have too - will UK companies follow suit?

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14/4/25 NHS Equality, Diversity and Human Rights Week 2025 9-23 May

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14/4/25 NHS Equality, Diversity and Human Rights Week 2025 9-23 May

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Equality, Diversity and Human Rights Week 2025

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Get involved in #EQW2025 taking place on 19-23 May. Find out what is happening during the week, access resources and register for our webinar.

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14/4/25 UK firms ditching diversity and inclusion ‘face higher risk of lawsuits’

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14/4/25 UK firms ditching diversity and inclusion ‘face higher risk of lawsuits’

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UK firms ditching diversity and inclusion ‘face higher risk of lawsuits’

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Top employment lawyer issues warning after large US companies roll back policies amid Trump push

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14/4/25 Equality law at work – what to expect in 2025

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14/4/25 Equality law at work – what to expect in 2025

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Diversity and Inclusion Leaders – Accelerating workplace inclusion

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Equality law at work - what to expect in 2025 - Diversity and Inclusion Leaders – Accelerating workplace inclusion

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Independent news, reports and events for senior diversity, inclusion, HR, talent and recruitment professionals.

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Office for National Statistics figures show that full-time working women earn 7% less than men on average, yet three-quarters (76%) of working men still believe their company pays people equally, and 69% of men believe women are promoted equally based on performance.

These were the key findings of the research by HR data and analytics firm HiBob in its fourth annual Women in the Workplace report.

HiBob claimed that its figures showed a quarter (26%) of working women were not promoted in pay, benefits or position in 2024, compared with just a fifth (20%) of men.

Further discrepancies in perception were revealed around workplace harassment: almost two in five (36%) women have experienced workplace harassment in the past five years, including bullying or intimidation (8%), unwelcome sexual comments or advances (7%) and verbal harassment (6%).

However, three-quarters of men (73%) would characterise their workplace's approach to addressing potential harassment as "supportive", with 41% of men describing it as "very supportive and proactive".

Ronni Zehavi, CEO and co-founder at HiBob, said that workplace culture had to change in that men had to gain a more realistic view of equality. He said: "Workplace change towards gender equality cannot be made without the more privileged group - in this case men - realising the significance of the challenge.

"To create a culture where change happens and is felt by every employee, companies need to increase awareness of the scale of inequality in the workplace, helping each employee understand the challenges and experiences others are facing."

Salary transparency also came under the spotlight, with research results showing that 66% of men claimed their employer had full salary transparency, compared with 51% of women.

Zehavi added: "When we reflect that a third of the workforce is employed in companies that have less than 25% of leadership roles filled by women, it is perhaps not shocking that progress [towards equality] remains slow.

"Today's research shows that male workers believe progress is significantly further ahead than it is - and this needs to change."

To speed up change, HiBob is calling on companies to provide training to those in "comfortable or more established positions of influence" to understand and support gender equality in the workplace.

Latest HR job opportunities on Personnel Today

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Equality at work: 'Men are out of touch'

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Research found that a quarter of working women were not promoted in pay, benefits or position in 2024, compared with just a fifth of men.

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10/2/25 Young Minds How to Deal with Bullying and getting help

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10/2/25 Young Minds How to Deal with Bullying and getting help

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If you're being bullied, whether it's online or at school, university or work, it can be really difficult and leave you feeling hurt - but you are not alone. We have advice on how you can tell someone and get help.

What is bullying?

If somebody physically hurts you, or verbally abuses you, that's bullying.

Specific types of bullying include:

homophobic bullying based on your sexual orientation

racist bullying because of your skin colour or ethnicity

religious bullying because of your beliefs or faith.

sizeist bullying referring to your body size

sexist bullying focusing on you being of the opposite sex

cyberbullying targeting you online, often anonymously

bullying because you are different

Bullying can be a one-off or it can go on for a long time. And bullying can happen to anyone.

No matter how alone you might feel, there is always someone you can talk to and someone who can help.

Talking to someone about being bullied

Ignoring bullying won't make it go away. You need to tell someone about what is happening.

If the bullying is happening at school
Talk to your parents or carers and your teacher. Your teacher may have no idea that you are being bullied, and the school will have an anti-bullying policy to tackle it.

If you feel you can't speak to your teacher, maybe a friend can do it for you. You can also speak to a school counsellor, welfare officer or nurse.

In extreme cases, if bullying is interfering with your education it may be possible for you to change schools if it doesn't stop once you have reported it.

If the bullying is happening outside school
Talk to your parents or carers, close relatives such as grandparents, aunties and uncles, or even your friends' parents. Youth workers and leaders may be able to help too.

If the bullying is happening online
Tell a trusted adult - your parents or carers, or a teacher. You can report abusive posts on Facebook and other social media platforms. You can also report abuse to CEOP (Child Exploitation and Online Protection Centre).

Keep reporting the bullying until it stops. It may not stop the first time you tell your parents or teacher and they try to stop it. If the bullying continues, tell them again. Don't put up with it. No one deserves to be bullied.

Tips on bullying from young people like you

Real stories and advice on bullying

Get help now

Whatever you're going through, you don't have to go through it alone. Here are some organisations who can support you.

You might also find helpful...

Bullying can affect us in lots of ways. Here's some more advice and information you might find helpful.

If you're a parent or carer

If you are a parent or carer of a child or young person who is being bullied, we can support you through our Parents Helpline. We are here to listen to you, and give you free, confidential advice and information.

Help us improve our content

Whether you love the page or think something is missing, we appreciate your feedback. It all helps us to support more young people with their mental health.

Please be aware that this form isn't a mental health support service. If you are in crisis right now and want to talk to someone urgently, find out who to contact on our urgent help page.

At YoungMinds we take your privacy seriously. If you'd like to read more about how we keep the information we collect safe, take a look at our privacy policy.

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Bullying | How To Deal With Bullying and Getting Help

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If you are being bullied, or know someone who is, read our advice on where you can get help; whether it's at school, uni or in the workplace.

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If you need help or advice about bullying there are helplines and websites that can help.

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Bullying and harassment in the workplace: introduction

Bullying and harassment are common problems affecting many members at work. But both bullying and harassment are unacceptable, and the law makes it clear that all employees have the right to work in a safe environment.

Your employer is responsible for creating and maintaining a safe workplace, free from bullying, intimidation and harassment. Employees are protected by a combination of employers' policies and legislation.

If you or someone you know is affected by bullying and harassment, contact your UNISON representative for advice.

What is bullying?

Bullying includes:

offensive, intimidating, malicious, or insulting behaviour;

abuse of authority which violates the dignity of an individual or a group of people;

creating a hostile environment against an individual;

the undermining, humiliation or injury of an individual.

The bullying does not need to relate to a protected characteristic (discussed below) but unless it does, or is of a sexual nature, it is not prohibited by the Equality Act 2010 (or, in Northern Ireland, under various pieces of equality legislation addressing a protected characteristic).

What is harassment?

Harassment is defined as unwanted conduct that has the purpose or effect of violating the dignity of people in the workplace or of creating an intimidating, hostile, degrading, humiliating or offensive environment.

To be protected under the Equality Act (or in Northern Ireland under various pieces of equality legislation addressing a protected characteristic), it must be related to gender reassignment, disability, age, sex (or be of a sexual nature), sexual orientation, race, religion or belief (and in Northern Ireland political opinion) or nationality. It may be an isolated incident or come up again and again.

Harassment includes bullying if it relates to one of the protected characteristics listed above.

A key factor in determining whether harassment has occurred is whether the actions or comments are viewed as demeaning and unacceptable to the recipient.

A few examples of bullying/harassment could include:

making offensive or intimidating comments;

withholding information so the job cannot be done properly;

unreasonable or impossible deadlines or workloads;

overbearing supervision or unjust criticism;

blocking opportunities or making threats about job security.

What can you do about bullying and harassment?

There are a few simple steps you can take if you are affected by bullying at work:

keep a written record or diary of all bullying incidents, including past incidents - no matter how small they appear;

speak to the bully or harasser (if you can): they may not have realised how distressing their actions are to you - if you are unable to do this, ask your safety rep, steward or a colleague to raise it on your behalf;

speak to your employer - your safety rep, steward, colleague or UNISON rep may be able to advise you on the best way of doing so and accompany you to any meetings with your employer;

speak to your UNISON rep;

contact an occupational health service or employee assistance programme;

become a UNISON safety rep to help reduce bullying and harassment in your workplace.

What can UNISON do about bullying and harassment?

UNISON works at many levels to tackle bullying and harassment in the workplace:

nationally - UNISON campaigns against bullying and harassment;

locally - UNISON safety reps and stewards are trained to help you find a solution to bullying and harassment issues;

your UNISON rep may investigate whether your case is a one-off incident, or part of a wider problem;

your UNISON rep may also survey members and workers and may negotiate with your employer to create or revise policies.

Next steps for UNISON reps

Ask your employer to carry out a risk assessment - bullying and harassment are both risks to the physical and psychological wellbeing of workers, so a risk assessment can be an appropriate way to document the potential threat posed by bullying at work.

Negotiate a policy on bullying - a joint policy on bullying should form the basis of attempts to manage bullying at work, and send a clear signal that bullying is not acceptable.

The policy should outline what constitutes bullying behaviour, as well as procedures for dealing with complaints.

Join the campaign - UNISON is actively campaigning against bullying and harassment at work.

FAQs

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Bullying and harassment | Discrimination | UNISON National

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Bullying and harassment in the workplace: introduction Bullying and harassment are common problems affecting many members at work. But both bullying and harassment are unacceptable, and the law makes it clear that all employees have the right to work in a safe environment.

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10/2/25 ACAS Discrimination and bullying

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10/2/25 ACAS Discrimination and bullying

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Advice for employees and employers on dealing with discrimination and bullying.

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What is Bullying and Harassment?

Bullying and Harassment can be defined in many different ways and can be described as unwanted conduct of behaviour designed to cause harm or distress to another person. It can be characterized as offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means intended to undermine, humiliate, denigrate or injure the recipient. Bullying can be related to age, sex, race, disability, religion, sexual orientation, nationality or any personal characteristic of the individual, and maybe persistent or an isolated incident. The key is that the actions or comments are viewed as demeaning and unacceptable to the recipient.

Bullying falls under four main categories, psychological, Verbal, Physical and Cyberbullying and its effects can have far-reaching consequences. Bullying can have an impact on anyone, children and adults in school or at work. It can seriously affect someone's physical and mental health. Sustained bullying can cause stress, emotional issues, social problems, physical disorders and in some serious cases, self-harm or even death.

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Information and advice about all forms of bullying

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Bullying - Help and advice for adults and children affected by bullying at work, bullying at school or cyberbullying with information to help stop bullying

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28/1/25 Why is equality and diversity in the workplace important?

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28/1/25 Why is equality and diversity in the workplace important?

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Promoting equality and diversity in the workplace is about creating an inclusive environment that benefits employees, organisations, and society.

Organisations are increasingly adopting strategies like blind CV reviews to ensure fair and equitable hiring processes. However, studies reveal there is still significant room for improvement in equality, diversity, and inclusion (ED&I) efforts across industries.

For example, the McGregor-Smith Review highlighted that employment rates for Black, Asian, and other ethnic minority individuals were 62.8%, compared to 76.5% for white workers. Furthermore, research from Workday shows only 35% of leadership teams consider ED&I essential, with over a third lacking a formal strategy.

Here is our comprehensive guide to fostering diversity and equality in the workplace to create opportunities for personal growth and drive your organisation's long-term success.

What is equality and diversity in the workplace?

Equality

Equality in the workplace refers to equal job and career development opportunities for all employees and job applicants. This means that no individual is prevented from filling a suitable role or progressing their career because they have certain characteristics, such as race, age or gender.

Discrimination against an individual based on the nine protected characteristics in the Equality Act 2010 is against the law. The nine protected characteristics are:

Age

Disability

Gender reassignment

Marriage and civil partnership

Pregnancy and maternity

Race

Religion or belief

Sex

Sexual orientation

Diversity

Diversity in the workplace encompasses the variety and diversity of employees' backgrounds, such as schooling, community, beliefs, lifestyle and other characteristics.

Why is equality and diversity important in the workplace?

Diversity in the workplace means employing people from a wide pool of backgrounds, characteristics, demographics, and behaviours to ensure a wide range of views, experiences, and perspectives.

Diversity and equality in the workplace are an asset for any organisation, but it can feel difficult to know where to begin to improve your workplace culture. Our Equality and Diversity for Managers eLearning training course provides managers with the knowledge to foster diversity, address unconscious bias and ensure compliance with legislation.

5 benefits of equality and diversity in the workplace

There are many ways organisations benefit from a diverse, equal and inclusive workforce:

Greater variety of skills and experience

Teams comprised of individuals from different backgrounds may benefit from a wider variety of viewpoints, experiences and skills.

This diversity of skills and experience can lead to an increase in organisational performance and output, with diverse teams making better business decisions 87% of the time. For example, an older team member may have already experienced a specific issue they are being tasked with addressing and fixing, allowing them to draw on previous experience to solve the problem.

Having diverse teams with broader skillsets could mean that they are more likely to be more effective when approaching new tasks and projects, boosting productivity, effectiveness and reducing waste and inefficiencies.

Develop new markets

By promoting diversity and equality in the workplace, organisations can open themselves up to new market possibilities.

As the economy becomes increasingly globalised, it is essential to reflect this in workforce diversity, where those of different geographical, cultural and social backgrounds can offer new insight and open doors.

Diverse teams will also have the core skills you need to assess and enter new markets. Teams with relevant cultural backgrounds and experiences can help organisations understand markets, establish contacts, understand cultural norms and provide greater insight into customer needs.

From in-house language skills to experience working with different demographic groupings, this expertise and experience can save your organisation from making costly commercial mistakes or paying for external expertise.

Brand reputation

With the spotlight on how organisations are promoting diversity and equality, such as being required to publicly disclosing gender pay gap data, there is a drive from industry professionals and job seekers for more inclusive workplaces.

When individuals from a diverse range of backgrounds hold senior roles, this can have a visual impact on how other industry professionals and job seekers view the organisation. Employment platforms such as LinkedIn and Glassdoor provide a great way to encourage your workforce to share their diverse values and the benefits of your organisation.

Increased innovation

According to Forbes, organisations with above-average management team diversity produced 45% more revenue from innovation than those with below-average diversity (19%).

With a team comprised of individuals with different backgrounds and skillsets, there is a greater opportunity for collaboration and creativity.

Wider talent pools

According to a Glassdoor survey, 76% of respondents said that an inclusive workplace is a key factor when it comes to evaluating job offers and organisations. Not only does diversity and equality help attract a wide range of employees, but it also helps retain them as they feel that they are working for an organisation whose values match their own.

How to promote equality and diversity in the workplace

Organisations can foster diversity and equality through:

Inclusive recruitment practices

Blind CV screening. Remove names, ages, and other personal identifiers from CVs to eliminate unconscious bias in the selection process.

Structured interviews. Use a consistent set of questions and scoring criteria for all candidates to ensure comparability and objectivity.

Inclusive job descriptions. Avoid language that might deter certain groups, such as gendered terms or jargon that could alienate individuals from non-traditional backgrounds. Highlight flexible working options and commitments to diversity to attract a broader pool of applicants.

Training and education

Regular training. Offer mandatory training sessions for all employees, tailored to address unconscious bias, cultural competency, and the importance of inclusion.

Manager-specific training. Equip managers with the skills to identify and mitigate biases, ensuring they foster equitable team dynamics and decision-making. See our Equality, Diversity and Inclusion Training for Managers (EID).

Equality Act 2010 awareness. Emphasise legal responsibilities, outlining the protected characteristics and the importance of fostering an inclusive environment that adheres to legislation.

Clear policies

Transparent policies provide a framework for action and accountability:

Anti-discrimination and harassment policies. Draft comprehensive documents outlining unacceptable behaviours, reporting mechanisms, and consequences for breaches.

Accessibility and support. Ensure policies include reasonable adjustments for employees with disabilities and support for those facing discrimination.

Regular communication. Policies should be communicated to all employees during onboarding and periodically revisited to maintain awareness.

Leadership commitment

Leaders set the tone for organisational culture:

Visible advocacy. Senior leaders should actively speak about and prioritise equality and diversity, demonstrating their importance through words and actions.

Measurable goals. Establish specific, measurable objectives for diversity and inclusion, such as increasing representation of underrepresented groups at different organisational levels.

Accountability. Regularly review progress through diversity audits and hold leaders accountable for achieving set goals.

Employee engagement

Engaging employees ensures that diversity initiatives reflect their experiences and needs:

Open forums and surveys. Create safe spaces for employees to share their perspectives, experiences, and ideas for improvement.

Focus groups. Gather insights from specific groups, such as women, LGBTQ+ employees, or minority ethnic employees, to address their unique challenges and opportunities.

Acting on feedback. Use the insights gathered to inform policy changes, training needs, and strategic planning, showing employees their input is valued and impactful.

Equality and diversity in the workplace examples

One effective approach is offering flexible working arrangements. These arrangements can help employees balance their professional and personal responsibilities, such as caregiving. This not only supports those with family obligations but also enhances workplace morale and productivity by recognising and accommodating individual needs.

Implementing mentorship programmes for underrepresented groups is a powerful way to promote equality. This can be set up by partnering with educational institutions or job boards that focus on under-represented communities. These programmes can provide guidance, support, and opportunities for career development to employees who may face systemic challenges in advancing their careers.

Another example is advertising jobs to attract a broad range of people. Using gender-neutral and inclusive language in job postings to attract a more diverse pool of candidates and avoid deterring applicants from under-represented groups.

Equality and diversity in the workplace training

Investing in equality and diversity in the workplace training ensures employees and leaders understand their responsibilities and rights, fostering a culture of inclusion.

Our Equality, Diversity and Inclusion Training for Managers enables team leaders to develop the skills to foster a culture in which every employee feels valued which benefits the organisation and supports compliance with the Equality Act 2010.

We also offer Inclusion, Equality and Diversity Training for all employees which enables them to help create a supportive, inclusive working environment for everyone.

Find out more about these courses on our website or talk to our friendly team today on 0203 011 4242/info@praxis42.com

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Why is equality and diversity in the workplace important?

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Comprehensive guide to fostering diversity and equality in the workplace to create opportunities for personal growth and drive your organisation's long-term success.

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10/12/24 Pay transparency and pay gaps – what is the law doing to fix this?

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10/12/24 Pay transparency and pay gaps – what is the law doing to fix this?

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Diversity and Inclusion Leaders – Accelerating workplace inclusion

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Pay transparency and pay gaps – what is the law doing to fix this? - Diversity and Inclusion Leaders – Accelerating workplace inclusion

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Independent news, reports and events for senior diversity, inclusion, HR, talent and recruitment professionals.

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Diversity and Inclusion Leaders – Accelerating workplace inclusion

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Men and gender equity - Diversity and Inclusion Leaders – Accelerating workplace inclusion

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Independent news, reports and events for senior diversity, inclusion, HR, talent and recruitment professionals.

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10/12/24 Employee who used offensive language was unfairly dismissed as swearing commonplace

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10/12/24 Employee who used offensive language was unfairly dismissed as swearing commonplace

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The claimant, in the case of Mr R Ogden v Booker Limited, was dismissed after using offensive language. The Employment Tribunal (ET) then had to consider whether the dismissal was fair or not.

The facts:

An employee of the respondent raised a grievance alleging that they had been bullied by the claimant. The incident they referred to took place in the respondent's office, during a discussion about donuts, weight loss and attending a weight loss club. It was alleged that the claimant had been aggressive in using derogatory words towards them.

An investigation then took place. This investigation found a number of instances where "office banter" had taken place, not just involving the claimant. No action was taken to stop such incidents.

The claimant was suspended and invited to a disciplinary hearing, following which they were dismissed for breaching the dignity at work policy because they used offensive language to an employee when discussing their weight.

The claimant brought an unfair dismissal claim because they alleged that a proper process was not followed, and the sanction was too severe.

Employment Tribunal:

The ET said that there was a failure to assess the claimant's behaviour in the context of a toxic, dysfunctional and lawless office where the managers were complicit in the development and maintenance of that culture, which was made worse by their failure to enforce standards.

Referring to a meeting between the claimant and a manager, the ET said: " I am satisfied that swearing should not be acceptable in a workplace, although common everyday experience, particularly in the North is that the F word is used quite often spoken in the public sphere. It is interesting that the manager conducting the interview did not intervene to stop the claimant from using expletives. It tends to support a culture within the workplace that stood apart from what might be considered acceptable workplace norms."

Procedural flaws were also identified by the ET in the process leading up to the dismissal. The respondent did not interview all witnesses, disciplinary minutes were not taken properly and the implementation of the dignity in the workplace standards was also "woeful".

The ET found that the decision was harsh. The claimant had not been told previously that such conduct was causing offence. When looking at the procedural failings and the matter as a whole, the ET were not satisfied that another employer would have acted in the same way as the respondent. The ET, therefore, found that the claimant was unfairly dismissed.

Check out BrAInbox for instant answers to questions like:
How do I dismiss for gross misconduct? What pay do I need to give if an employee is dismissed for gross misconduct? How do I know if something is gross misconduct?
Takeaway points:

This case demonstrates the importance of considering the workplace culture when deciding on cases where there has been a breach of an organisation's dignity at work policy, or other similar policies. Failing to take into account the generally accepted behaviour within the workplace when deciding on a sanction in a misconduct case can, as the employer found out here, result in that decision being deemed too harsh where it singles out one employee for behaviour that is in keeping with the behaviour of others in the workplace.

Steps should have been taken to address the workplace culture. Whilst the claimant's comment was not acceptable or appropriate, it was in line with the behaviour generally found in the workplace and that is the issue that should have been addressed.

If there are concerns about employee misconduct in your workplace, reach out to the HR Advice Team for guidance and support.

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Employee who used offensive language-unfair dismissal

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Employee who used offensive language-unfair dismissal

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10/12/24 Employee, worker, or self-employed? The importance of getting it right

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10/12/24 Employee, worker, or self-employed? The importance of getting it right

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10/12/24 NHS to see new protections for whistleblowers

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10/12/24 NHS to see new protections for whistleblowers

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NHS to see new protections for whistleblowers

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NHS to see new protections for whistleblowers

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10/12/24 A lawyer and a volunteer talk about the financial risks of pursuing a discrimination case

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10/12/24 A lawyer and a volunteer talk about the financial risks of pursuing a discrimination case

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Access All: Disability News and Mental Health - Power to the (Disabled) People - BBC Sounds

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A lawyer and a volunteer talk about the financial risks of pursuing a discrimination case

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7/10/24 Changes to Sexual Harassment Legislation

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7/10/24 Changes to Sexual Harassment Legislation

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Important Changes to Sexual Harassment Legislation: Is Your Business Prepared? | Actons Solicitors

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As of next month, significant changes to the law on sexual harassment in the workplace will take effect. Employers will now have a legal obligation to actively prevent harassment.

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Preventing sexual harassment - Sexual harassment - Acas

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Steps employers should take to make sure sexual harassment does not happen at work, including creating a culture of zero tolerance of sexual harassment.

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Mum’s job offer pulled following discovery of children’s ages

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A mother has won more than £90,000 for sex discrimination after a job offer was withdrawn when boss asked how old her children were.

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12/8/24 Man convicted of intending to stir up racial hatred a day after social media post was published

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12/8/24 Man convicted of intending to stir up racial hatred a day after social media post was published

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A man who encouraged violence online during the public disorder has been convicted just a day after he posted on social media.
Tyler Kay, 26, wrote an offensive anti-immigration post on X (formerly Twitter) on Wednesday, 7 August, calling for hotels housing asylum seekers to be set alight.

He responded to several comments posted by others following his post, adding that it was "100% the plan".

Kay also reposted a screenshot of another message inciting action against a named immigration solicitors in Northampton, and other posts attributable to him showed a desire to be involved in organised protests in the town.

Kay was arrested by officers from Northamptonshire Police, and appeared at Northamptonshire Magistrates' Court yesterday.

He pleaded guilty to publishing material intending to stir up racial hatred, and will be sentenced at Northampton Crown Court on Friday, 9 August.

Rosemary Ainslie, Acting Head of the CPS Special Crime and Counter Terrorism Division, said: "It's important that I make it absolutely clear - online actions have real consequences.

"Kay wrote about setting fire to hotels and amplified posts advocating action against immigrations solicitors - this online behaviour will not be tolerated.

"He was convicted only a day after he made the social media post, which displays just how quickly offenders such as Kay will be brought to justice.

"The CPS will continue to act swiftly and robustly to tackle such behaviour.

Tyler Kay, [DOB: 17/02/1998], is of Northampton, Northamptonshire.

He pleaded guilty to publishing material intending to stir up racial hatred, contrary to Section 19 of the Public Order Act (1986).

He will be sentenced at Northampton Crown Court on Friday, 9 August.

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Man convicted of intending to stir up racial hatred a day after social media post was published | Crown Prosecution Service

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A man who encouraged violence online during the public disorder has been convicted just a day after he posted on social media.

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Legislation designed to close a legal loophole that allowed families to avoid paying live-in domestic workers the national minimum wage has been passed by MPs.
The National Minimum Wage (Amendment) (No. 2) Regulations 2023, a statutory instrument that passed through Parliament this week, removes the live-in domestic worker exemption under the National Minimum Wage Regulations 2015 that states that tasks done by an individual who resides in an employer's home are not "work" and does not need to be paid the legal minimum rate.

The exemption was introduced in 1999 mainly to facilitate au pair placements, which allowed young people from abroad to participate in cultural exchange through living with a family in the UK. In exchange for accommodation, au pairs would be given light housework or childcare duties.

The legislation stated that if the individual was genuinely treated as part of the family they did not need to be paid the NMW.

However, following the 2017 employment tribunal judgment in Puthenveetil v Alexander that found the exemption had led to indirect discrimination in one au pair's case, the Low Pay Commission (LPC) was asked to look into the exemption.

It heard evidence that employers were using the exemption to exploit domestic workers, who were often from overseas and required to work long hours, over and above the limited tasks the government considered reasonable for an au pair to undertake.

The government accepted the LPC's recommendation that the exemption should be removed. The LPC's report in 2021 suggested that the au pair model no longer existed, especially as post-Brexit immigration laws prevent all but those from a limited list of countries working in the UK in this capacity.

Business secretary Kevin Hollinrake told MPs that the exemption was not compatible with most jobs and it was difficult to prove whether somebody is being genuinely treated as part of the family.

He said: "The removal of the exemption will remove the inequality facing these workers, who are more likely to be migrant workers and women.

"Protecting workers' rights, especially those of vulnerable workers, is a priority of this government, and we have taken action to remove this exemption. That does not remove the right to have a live-in domestic worker such as an au pair, or other domestic staff; it just means that they will have to be paid at least the national minimum wage. This is the right thing to do to help protect these vulnerable workers and make it clear that our legislation affects the case law on this issue."

The removal of the exemption will remove the inequality facing these workers, who are more likely to be migrant workers and women." - Business secretary Kevin Hollinrake

Labour MP Justin Madders said: "It is pretty clear from the evidence that the exemption for domestic workers had outlasted its original purpose. Although it was clearly drafted with au pairs in mind, [the exemption] is broader than that and fails to properly define the role of an au pair. That has allowed unscrupulous employers to use it as a loophole to exploit domestic workers and fail to pay them the wages they rightfully deserve... That is difficult for a worker to contest, given that their work is undertaken in a private setting."

The change will come into force on 1 April 2024, when the national minimum wage and national living wage rates increase.

TUC general secretary Paul Nowak welcomed the change in law. "No matter your background or where you come from, everyone deserves to be paid fairly. But for too long, rogue employers have been allowed to exploit live-in domestic workers - paying them less than the minimum wage," he said.

"Many of these workers are migrant workers who have little other option but to accept poorly paid work. That's why unions and other civil society groups have long been campaigning to end this injustice and make sure everyone gets paid the minimum wage."

Reward, compensation and benefits opportunities

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Minimum wage exemption for live-in workers removed

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The live-in domestic worker exemption under the national minimum wage regulations is being removed on 1 April 2024.

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When more than 1,300 lending bosses, regulators and MPs descended on Grosvenor House hotel on Park Lane in London for a black-tie dinner in late February, they arrived informed.

Invitees to the Financing & Leasing Association event had been handed an "annual dinner code of conduct" telling guests about a new policy on discrimination and sexual harassment. The trade body would "not tolerate any such behaviour and will, along with our event agency, take immediate action to stop it".

Ahead of a dinner featuring speeches from broadcasters Andrew Neil and Clare Balding, nestled either side of a three-course meal featuring smoked trout, guinea fowl and glasses of Argentinian Malbec, it was the first time the industry group - whose members include Santander, Lloyds Banking Group and the lending arms of Harley-Davidson and Ferrari - had published such a declaration.

But the FLA is just one of a growing number of organisations trying to address a lax attitude to behaviour at conferences, after-work drinks and business trips in the City of London that has the potential to put their staff, guests and reputations at risk.

Code of conduct sent to attenders before the Financing & Leasing Association's annual dinner on 20 February 2024:

FLA endeavours to ensure all participants, regardless of their gender, ethnic origin, religion, belief, disability, age or sexual identity, experience an event that is free of any discrimination or harassment.

FLA will not tolerate any such behaviour and will, along with our event agency, take immediate action to stop it.

Unacceptable behaviour includes words or images of an offensive, discriminatory, disruptive or sexual nature during the event and/or in any social media (such as Twitter or Facebook) connected with or referring to it.

Participants who encounter or witness any such behaviour are asked to please contact the organising team.

FLA takes reports of any such behaviour extremely seriously and will respond to them with appropriate action

Thank you for your feedback.

While the introduction of the UK's Equality Act in 2010 undoubtedly kickstarted businesses' diversity and inclusion efforts, their progress, or lack thereof, has faced mounting scrutiny since 2017 with the #MeToo movement and scandals in the City.

Prompted by rape and sexual harassment allegations against the Hollywood producer Harvey Weinstein, women across the world started sharing personal stories of sexual harassment, including in the workplace. Months later, the UK was rocked by revelations surrounding the men-only Presidents Club dinner, where hired hostesses were allegedly groped and sexually harassed by invited businessmen and bankers.

The corporate response triggered a renewed focus on the representation of women, and more stringent rules for workplace behaviour. But few firms focused attention on gatherings taking place outside working hours.

Some experts suggest it created a behavioural waterbed effect: while in-office misconduct might fall, it continued to rear its head elsewhere.

Earlier this year the influential commons Treasury committee published evidence with more than 40 women across financial services as part of its Sexism in the City inquiry.

The personal experiences shared with MPs - which ranged from bullying to rape - left the powerful panel with an impression that work-related harassment had merely shifted out of office. Instead, post-work drinks, conferences and business trips were now becoming a "danger zone" for women, the committee's Conservative chair, Harriett Baldwin, said.

But firms, it said, had started to respond. "As awareness grows, some industry bodies are taking steps to counteract this, such as by developing an "event code of conduct", or outlining a list of unacceptable behaviours at events."

It highlighted evidence from the International Securities Lending Association, a finance industry trade body, which publicised a zero-tolerance policy for "unwelcome sexual advances" and "sexist, racist, homophobic or other discriminatory jokes" in its events code.

Likewise, the Association of Mortgage Intermediaries told guests that "any boisterous, lewd or offensive behaviour, including sexually explicit or offensive language, materials or conduct" could lead to perpetrators being expelled from events and banned in future.

Experts say business leaders undoubtedly want to deter harassment, but the codes are also there to protect corporate reputations if things go wrong.

"There's a real awareness that, if you have a reputation, it could ruin the business," said Joanna Chatterton, a partner and employment lawyer at the law firm Fox Williams. "They have to be seen to be taking steps so that they can say: 'If somebody behaves badly, we took all reasonable steps to try to prevent this happening.'"

Chatterton was hired by the Confederation of British Industry lobby group for an internal investigation last year amid a string of sexual harassment allegations exposed by the Guardian.

Those included one woman's claim that she was raped by a CBI manager during a summer boat party hosted by the lobby group on the Thames in 2019. Another reported an attempted sexual assault by a manager that day, and others claimed there was widespread use of cocaine at official CBI events.

The CBI is now trying to repair its reputation. Rehabilitation efforts include revamping its "events code of conduct", a link to which is now displayed on the homepage of its website. The code asserts that the CBI will not tolerate behaviour including "inappropriate physical contact, sexual attention or innuendo, deliberate intimidation, stalking, and photography or recording of an individual without consent".

The scandal has served as a wake-up call for corporate hosts of events. "A lot of organisations had caught on to this a while ago," Chatterton said. "I suppose when we see things play out very publicly, the CBI being a good example, it sort of heightens the focus."

Lawyers say the use of codes of conduct for events may accelerate further once amendments to the 2010 Equality Act come into force. Philippa O'Malley, a partner and employment lawyer at the law firm Slaughter and May, said the changes would mean that, from October 2024, employers would need to take "reasonable steps" to prevent sexual harassment of staff in the course of their employment. That could extend to harassment by third parties, including customers or clients, she added.

Randall Peterson, a professor of organisational behaviour at the London Business School, said the proliferation of codes of conduct felt like the "next logical step" for companies concerned about their responsibilities.

"Now, how effective it is going to be, given that it doesn't have things like the employment relationship attached to it, is, I think, a really interesting question," he said. "I think it's probably worth the trial and experiment."

It means the true test for employers will be showing that codes of conduct hold real weight, and that they have the appetite to pursue wrongdoers both inside and outside of their direct employment.

"I don't think it's reasonable, or realistic, to expect that employers can prevent absolutely every instance of bad behaviour, because they can't control what everybody is doing," O'Malley said. "But they need to show that there are real teeth behind those codes and policies.

"It's important, not just in terms of hopefully preventing people from behaving that way, but I also think it's a very important point in terms of employee's psychological safety, and employee trust in their employer."

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'Danger zone': the warnings designed to protect women at UK business events

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Codes of conduct are on the rise, and have a focus on reputational risk as well as on harassment

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More than 800 predominantly Black female and non-binary actors have signed an open letter in solidarity with Francesca Amewudah-Rivers, who has been targeted with online racial abuse after the announcement of her casting in a new production of Romeo & Juliet.

Lashana Lynch, Sheila Atim and Marianne Jean-Baptiste are among the 883 signatories of the letter, alongside actors Lolly Adefope, Freema Agyeman, Wunmi Mosaku, and Tamara Lawrance.

It reads: "Too many times, Black performers - particularly Black actresses - are left to face the storm of online abuse after committing the crime of getting a job on their own."

It comes after a statement by the Jamie Lloyd theatre company condemning the "barrage of deplorable racial abuse" that has been directed at Amewudah-Rivers and saying further harassment would be reported.

The abuse, the company - run by the director Jamie Lloyd - said, followed the announcement of the show's cast including Amewudah-Rivers as Juliet and Tom Holland as Romeo.

Wednesday's letter, which was organised by Enola Holmes actor Susan Wokoma and the writer Somalia Nonyé Seaton, stated: "When news of Francesca Amewudah-Rivers' casting in Jamie Lloyd's production of Romeo and Juliet was announced so many people celebrated and welcomed this news. Many of us took to social media to shower our baby sis with love and congratulations - a huge deal for someone so young in their career. A huge rising talent.

"But then what followed was a too familiar horror that many of us visible Black dark skinned performers have experienced. The racist and misogynistic abuse directed at such a sweet soul has been too much to bear. For a casting announcement of a play to ignite such twisted ugly abuse is truly embarrassing for those so empty and barren in their own lives that they must meddle in hateful abuse."

Lynch is best known for her roles in the Marvel Cinematic Universe films (MCU) as well as for playing MI6 agent Nomi in the 2021 James Bond film No Time to Die. Atim is a double Olivier award-winning Ugandan-British actor, singer, composer and playwright who has appeared in a number of stage and TV shows, while Jean-Baptiste came to prominence following her role in the 1996 film Secrets & Lies, for which she received Oscar, Golden Globe and Bafta nominations.

The signatories welcomed the theatre company's statement and said they hoped it would "extend to committed emotional support for Francesca on her journey with the production".

Lashana Lynch is among the 833 signatories of the letter, which said that Black women too often have to deal with racial attacks. Photograph: Roy Rochlin/Getty Images

They added: "Too many times theatre companies, broadcasters, producers and streamers have failed to offer any help or support when their Black artists face racist or misogynistic abuse. Reporting is too often left on the shoulders of the abused, who are also then expected to promote said show.

"We want to send a clear message to Francesca and all Black women performers who face this kind of abuse - we see you. We see the art you manage to produce with not only the pressures that your white colleagues face but with the added traumatic hurdle of misogynoir. We are so excited to watch you shine."

Romeo & Juliet runs at the Duke of York's Theatre from 11 May to 3 August and marks Amewudah-Rivers' West End debut. The actor has previously starred in Shakespeare plays Macbeth and Othello as well as Sophocles tragedy Antigone across London theatres. She also starred in two seasons of the Bad Education on BBC.

The play will also be the Spider-Man star Holland's first big theatre role since his debut in Billy Elliot: the Musical.

Lloyd is known for mounting bold, megastar-led versions of classic plays such as Doctor Faustus with Kit Harington, Betrayal with Tom Hiddleston and The Seagull with Emilia Clarke. His new production of the musical Sunset Boulevard, with Nicole Scherzinger, recently ended a sold-out run at London's Savoy theatre and is transferring to Broadway in September.

Last year Lloyd directed Taylor Russell and Paapa Essiedu in a revival of Lucy Prebble's play The Effect at the National Theatre, before opening at the Shed in New York in March.

Romeo & Juliet is billed as "a pulsating new vision of Shakespeare's immortal tale of wordsmiths, rhymers, lovers and fighters".

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'Too much to bear': Black actors condemn racial abuse of Romeo & Juliet star

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More than 800 performers signed a letter after Francesca Amewudah-Rivers was targeted with online abuse

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The Employment (Allocation of Tips) Act 2023 - or Tipping Bill - will ensure that around 2 million workers have their tips protected and can see an employer's tipping record.

The government estimates that employees will collectively receive around £200 million back into their wage packets by retaining tips that otherwise would have been deducted.

The bill will also bring in a new statutory code of practice that will provide employers and staff with guidance on how tips should be distributed.

If a worker decides to request more information on an employer's tipping record, this information could enable them to bring a claim to an employment tribunal.

The legislation will not come into force until 2024, following a consultation and secondary legislation.

Virginia Crosbie, Conservative MP for Ynys Môn, was one of the sponsors of the bill and welcomed its passing into law.

She said: "Driving it forward was all about fairness for workers and for those who give tips for good service. It was never right that a minority of companies could pocket tips when the public wanted them to go to the person who served them or made their food.

"The law will now boost wages for what are often lower paid jobs and not boost company profits at the expense of hard-working staff. But it is also about valuing the people who do important jobs in our economy, especially in tourist areas like Anglesey, and I am proud to have played my part."

The new regulation will have the greatest impact in the hospitality, leisure and services sectors, where many employees rely on tips to top up their pay.

The government first confirmed it would introduce legislation to prevent establishments keeping tips from workers in 2021.

There had been discussions about regulating tips in the hospitality industry for some years previously, with several large chains facing criticism over taking service charges from customers but not passing these on to staff.

Kate Nicholls, chief executive of industry body UK hospitality, said: "Fantastic hospitality experiences don't happen without a huge effort from our teams, both front and back of house, and tips are a generous way of customers showing their gratitude, while providing a welcome boost to employees' earnings.

"Tips are just one part of what makes working in hospitality a great job and career."

Business and trade minister Kevin Hollinrake added: "As people face rising living costs, it is not right for employers to withhold tips from their hard-working employees.

"Whether you are pulling pints or delivering a pizza, this new law will ensure that staff receive a fair day's pay for a fair day's work - and it means customers can be confident their money is going to those who deserve it."

Confirmation of the date of commencement for the legislation will come later this year, and the associated code of practice will be drawn up after a formal consultation, also this year.

HR roles in hospitality and leisure on Personnel Today

Browse more HR roles in hospitality and leisure

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The Employment (Allocation of Tips) Act 2023 - or Tipping Bill - will ensure that around 2 million workers have their tips protected and can see an employer's tipping record. The government estimates that employees will collectively receive around £200 million back into their wage packets by retaining tips that otherwise would have been deducted.

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EHRC - newsletter has quite a few items to have a look

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EHRC - newsletter has quite a few items to have a look

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Going through Parliament at present - Worker Protection Bill...

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News from the Equality and Human Rights Commission

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The Marriage and Civil Partnership (Minimum Age) Act 2022 received Royal Assent in April this year. It is planned to come into effect on Monday 27 February 2023.

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The Marriage and Civil Partnership (Minimum Age) Act 2022 received Royal Assent in April this year. It is planned to come into effect on Monday 27 February 2023.

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The Marriage and Civil Partnership (Minimum Age) Act 2022 received Royal Assent in April this year. It is planned to come into effect on Monday 27 February 2023.

The Act will raise the age of marriage and civil partnership to 18 in England and Wales to protect children from the scourge of forced marriage.

This means that 16 to 17-year-olds will no longer be able to marry or enter a civil partnership under any circumstances, including with parental or judicial consent from 26 February 2023. It will not be possible for anyone under 18 to marry or enter a civil partnership after this date.

Currently forced marriage is only an offence if the person uses a type of coercion, for example threats, to cause someone to marry, or if the person lacks capacity to consent to marry under the Mental Capacity Act. The Act will therefore also expand the criminal offence of forced marriage in England and Wales to make it an offence in all circumstances to do anything intended to cause a child to marry before they turn 18. It will therefore now be an offence to cause a child under the age of 18 to enter a marriage in any circumstances, without the need to prove that a form of coercion was used. The forced marriage offence will continue to include ceremonies of marriage which are not legally binding, for example in community or traditional settings.

For full details of the provisions of this Act, see Marriage And Civil Partnership (Minimum Age) Act 2022 (legislation.gov.uk). This early announcement will help provide sufficient time for arrangements to be made where necessary.

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Implementation of the Marriage and Civil Partnership (Minimum Age) Act 2022

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The Marriage and Civil Partnership (Minimum Age) Act 2022 received Royal Assent in April this year. It is planned to come into effect on Monday 27 February 2023.

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Maya Forstater, the woman who successfully appealed that her gender-critical views were protected as a philosophical belief last summer, has won her claim for direct discrimination and victimisation at the employment tribunal.
Last Summer Forstater, who counts JK Rowling as a supporter in her belief that biological sex is immutable and not to be conflated with gender identity, won her case at the Employment Appeal Tribunal. It found that Forstater was entitled to express those views as they constituted a philosophical belief under the Equality Act.

The judgment in Forstater v CGD Europe and others, published today, unanimously found that Forstater's complaint of direct belief discrimination was well founded in respect of the respondents' decision not to offer her an employment contract, and their failure not to renew her visiting fellowship.

The tribunal panel also upheld the claimant's claim of victimisation in relation to removing Forstater's profile from the Center for Global Development's website.

Forstater, who is now executive director of campaign group Sex Matters, said today: "My case matters for everyone who believes in the importance of truth and free speech. We are all free to believe whatever we wish. What we are not free to do is compel others to believe the same thing, to silence those who disagree with us or to force others to deny reality.

"Human beings cannot change sex. It is not hateful to say that; in fact it is important in order to treat everyone fairly and safely. It shouldn't take courage to say this, and no one should lose their job for doing so."

"I am pleased that the tribunal has allowed me to put on record what happened to me at the Center for Global Development. The tribunal has found that I was a victim of discrimination because I stated that biological sex is real and important, a view shared by the vast majority of people in this country. I hope employers will take note of the judgment."

Forstater v CGD: original 2019 tribunal judgment

Forstater is a writer, researcher and adviser on sustainable development. She held a contract as a visiting fellow with CGD Europe, a subsidiary of the Center for Global Development, a think tank that works to reduce global poverty.

In 2018, following the launch of a government consultation on amendments to the Gender Recognition Act, Forstater expressed views relating to transgender issues on her personal Twitter account.

Tweets included: "I don't think people should be compelled to play along with literal delusions like 'trans-women are women'", and "radically expanding the legal definition of 'women' so that it can include both males and females makes it a meaningless concept, and will undermine women's rights and protection for vulnerable women and girls".

Staff at CGD complained that the tweets were "transphobic" and made them feel uncomfortable. An investigation into Forstater's conduct followed and she was no longer offered consultancy work, nor was her visiting fellowship contract renewed.

She lodged a claim with the employment tribunal, stating that her views were worthy of protection under section 10 of the Equality Act, which covers philosophical belief. She told the tribunal that she believes that there are only two sexes in human beings, and that it is impossible for a person to change sex.

However in the original 2019 employment tribunal hearing, Judge Tayler dismissed her claim, stating that her views were "absolutist" and "not worthy of respect in a democratic society".

Forstater v CGD: 2021 appeal hearing

Last summer, the EAT ruled that the tribunal had applied the law erroneously and should have ruled that her views on gender constituted a philosophical belief.

The appeal judge, Justice Choudhury, found that the tribunal had strayed into an evaluation of the claimant's belief, which was irrelevant in determining whether her belief qualified for protection under the Equality Act. The tribunal could be said to have failed to remain neutral, the judgment said.

Employers can set social media policies and provide guidance to employees on what is appropriate communication, but in doing so they must treat different beliefs consistently" - Monica Kurnatowska, Baker McKenzie

The EAT found that case law dictates that a philosophical belief would only fail to be protected if it was akin to Nazism or totalitarianism. Forstater's belief "does not get anywhere near to approaching" this kind of belief, it said.

The judgment continued: "The claimant's belief might well be considered offensive and abhorrent to some, but the accepted evidence before the tribunal was that she believed that it is not 'incompatible to recognise that human beings cannot change sex whilst also protecting the human rights of people who identify as transgender'... That is not, on any view, a statement of a belief that seeks to destroy the rights of trans persons."

Forstater v CGD: 2022 tribunal judgment

A different employment judge to the 2019 hearing, Judge Andrew Glennie, found that the respondents directly discriminated against Forstater because of her beliefs, by not offering her an employment contract, not renewing her visiting fellowship; and by removing her from their website.

Among the findings in the judgment are that Forstater's tweets and comments, which formed the basis of CGD's treatment of her, were statements of her protected gender-critical beliefs. The negative consequences which flowed from them were therefore unlawfully discriminatory.

The statements that Forstater made in this regard included:

That a man's internal feeling that he is a woman has no basis in material reality;

Describing a male who identified as a woman for part of the week, as a "part-time cross dresser"; and

Drawing an analogy between self-identifying transwomen and Rachel Dolezal, the US woman who presents as black despite having white parents.

The tribunal also recognised that Forstater had been entitled to criticise those holding an opposite view to her, and had done so legitimately. It found that the mere fact that offence may be taken to a particular statement was not sufficient to render it incapable of legal protection.

Human beings cannot change sex. It is not hateful to say that; in fact it is important in order to treat everyone fairly and safely" - Maya Forstater

This included describing opposing views as "stupid, dangerous or unfair" and the statement that allowing male-bodied individuals access to women-only spaces gave rise to "an increase in risks, threats and discomfort" to women.

Judge Glennie, dismissed alternative complaints of direct belief discrimination and victimisation, as well as complaints of harassment and indirect discrimination in relation to sex and belief.

He added that remedies for the successful complaints would be determined at a future hearing.

Forstater v CGD: reaction

In reaction to today's judgment, Maya Forstater thanked her family and legal team, adding: "Above all I want to thank the thousands of women and men who sent me their support, and in particular JK Rowling for standing by me in the darkest of days. To hear that my case has helped other people to speak up against unfair and discriminatory practices at work makes the hardship of the last three years easier to bear. All those who are fighting similar battles - and there are many such people now - have my solidarity and support."

She continued: "CGD's unfair treatment of me, and prejudice against people who believe that sex is real, changed my life. If the organisation hadn't ended my employment, I would never have co-founded Sex Matters. I would never have had the opportunity to be part of the amazing movement in the UK to re-assert the importance of sex-based rights. We have had enough of being sidelined in language, law, policy and public spaces. This judgment is further evidence that the tide is turning."

Amanda Glassman, CGD's chief executive, said: "CGD's primary aim has always been to uphold our values and maintain a workplace and an environment that is welcoming, safe, and inclusive to all, including trans people. As we consider our next steps in this case, CGD remains focused on our mission: reducing global poverty and inequality through economic research that drives better policy and practice by the world's top decision makers."

JK Rowling, the author who some have called transphobic in part for her support of Forstater, tweeted: "Every woman who's been harassed, silenced, bullied or lost employment because of her gender critical beliefs is freer and safer today, thanks to the warrior that is @MForstater".

Every woman who's been harassed, silenced, bullied or lost employment because of her gender critical beliefs is freer and safer today, thanks to the warrior that is @MForstater. 🎉#SexMatters #IStandWithMaya https://t.co/xYV6eNo8WY

- J.K. Rowling (@jk_rowling) July 6, 2022

Legal reaction

Robin Moira White, barrister at Old Square Chambers and joint author of A Practical Guide to Transgender Law, told Personnel Today: "Controversial views will often be held by individuals in a free society but there remain significant restrictions on bringing them into a workplace where they would create an offensive environment for other workers or service users."

Richard Freedman, employment lawyer and partner at Stephenson Harwood, agreed: "This ruling reinforces the importance for employers of training their staff to respect each other's views and opinions, promoting diversity in the workplace, and ensuring these measures are reflected in their practices and policies.

"Employers should be clear, however, that while gender-critical views are considered a philosophical belief protected under discrimination law, it does not mean that people with such beliefs can misgender trans persons. Employers need to provide a safe environment free from harassment and discrimination for all employees, including both trans persons and those with gender critical beliefs."

Monica Kurnatowska, employment partner at Baker McKenzie, said: "'Forstater' is based upon many findings of fact, but it is clear she had not said or done anything that was transphobic or placed others at risk. In practice, difficult situations will continue to arise where one employee's beliefs conflict with the rights of another. There are many examples in previous cases of employers struggling to deal with these fairly.

"Some employers will take a more robust approach to issues than others, but whatever approach they take should be even-handed and sensitive to those who hold opposing views. For example, employers can set social media policies and provide guidance to employees on what is appropriate communication, but in doing so they must treat different beliefs consistently."

Sarah Taylor, senior knowledge lawyer at Stevens & Bolton, said: "Once it had been determined that her belief warranted protection, it was a small leap to find that she had been subjected to unlawful discrimination and suffered unlawful victimisation.

"Only a minority of the tribunal concluded that Ms Forstater had ever crossed the line into an objectively unreasonable expression of her belief, and even then they determined that her actions did not justify the detrimental action taken by CGD. The tribunal members even went so far as unanimously agreeing that, if Ms Forstater had expressed her belief in an objectively offensive way on a single occasion, that would not necessarily be sufficient to justify her treatment."

She added however that "if employees holding gender-critical beliefs (or other protected beliefs) are manifesting these views in a way to which objection could be justifiably taken or in an inappropriate manner, which may upset or incite other employees, employers may consider invoking disciplinary proceedings.

"Employers should review and update their policies to ensure that their stance on inclusivity and unacceptable employee behaviour is clear. Employers should also ensure that they have a well-publicised social media policy in place."

D&I opportunities currently on PT Jobs

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Maya Forstater wins belief discrimination case over gender-critical views

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Maya Forstater, the woman who successfully appealed that her gender-critical views were protected as a philosophical belief last summer, has won her claim for direct discrimination and victimisation at the employment tribunal. Last Summer Forstater, who counts JK Rowling as a supporter in her belief that biological sex is immutable and not to be conflated with gender identity, won her case at the Employment Appeal Tribunal.

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State of the Nation

State of the Nation – Understanding and supporting young people who identify as LGBTQ+
Admin 2022-06-09T08:59:42+01:00

Last Updated on 9th June 2022

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It’s Pride Month in the UK, which marks the celebration of and focus on LGBTQ+ communities. It is also an important time to shed light on the difficult everyday situations which many young people who are exploring their sexuality or who identify as LGBTQ+ find themselves in.

In 2021, Childline reported a 29% increase in the number of young people speaking about ‘coming out’ compared to the previous year.

According to the NSPCC, children and young people in the LGBTQ+ Community may ‘experience homophobic, biphobic or transphobic bullying or hate crime’. In addition, children and young people who are discovering their sexual identity may be more at risk of grooming and being encouraged to take part in underage sexual exploration.

Education is key. Understanding the context of their lives and lived experiences empowers us all with a greater level of understanding on how we can protect and support them. We have gathered some key statistics from national reports to illustrate the lived experiences of children and young people who identify as LGBTQ+.

LGBTQ+ respondents are less satisfied with their life than the general UK population

While the national average is 7.7 out of 10, respondents who are LGBTQ+ rated their life satisfaction as 6.5 on average. There are many reasons why LGBTQ+ people may experience lower life satisfaction than their peers. Reasons can include anti-LGBTQ+ messages in the mainstream media, bullying, violent hate crime and other forms of discrimination. It is believed these issues contribute to higher rates of poor mental health and substance use within the LGBTQ+ community.

4 in 5 transgender young people (84%) have self-harmed

Young people who identify as transgender are subject to sustained bullying in schools, with 46% ‘frequently’ or ‘often’ hearing negative comments about trans people and their gender identity or experiencing physical violence. 45% of trans young people have attempted to take their own life. Recent findings suggest 68% of young people who identify as LGBTQ+  have also experienced suicidal feelings, compared to 29% of non–LGBTQ+ peers.

At least 2 in 5 young people who identify as LGBTQ+ have experienced a hate incident

These include verbal harassment, intimidation, and physical or sexual violence. More than nine in ten of the most serious incidents are unreported, often because “it happens all the time.”

45% of LGBTQ pupils in the UK are bullied at school

Less than a third of bullied LGBTQ+ pupils say teachers intervened during bullying. Seven in 10 LGBTQ+ pupils (68%) report that teachers or staff only ‘sometimes’ or ‘never’ challenge homophobic, biphobic and transphobic (HBT) language when they hear it. Those entrusted with safeguarding children and young people should take the lead in tackling HBT. This would promote inclusivity and acceptance within schools and helps young people who are exploring their sexuality and / or those who identify as LGBTQ+ feel protected by those in positions of power.

1 in 10 trans pupils will receive death threats from other pupils

One pupil responding to the Stonewall report in 2017 said, “I was threatened to have my throat slit open in class right in front of a teacher and nothing was ever done. They gave me no help.”  The UK government estimates that there is at least one trans pupil in each year group. It is the responsibility of every teacher and caregiver to foster a safe school environment for all pupils. This is essential for the health, wellbeing, and development of the next generation.

Whilst children and young people of the LGBTQ+ Community may face different adversities, it is possible to help mitigate these by providing support and understanding. Research has shown that acceptance and support from peers and family help provide protective factors against depression, drug misuse and self-harm amongst the LGBTQ+ youth. Support, such as family affirmation, can have incredibly positive effects on self-esteem, general wellness, and acts as a ‘buffer’ against poor mental health.

The importance of representation cannot be understated. 52% of LGBTQ+ pupils reported that seeing other members of the LGBTQ+ community around their school makes the most positive difference in their daily lives.

How can you support a child or young person in the LGBTQ+ community?

Create a safe environment in which children and young people feel they can talk about their gender or sexual identity. Never force the conversation!

Affirm the conversation: Always thank your young person for talking with you, opening up and being honest.  This may also be a good opportunity to remind how much you love them.

Active listening: Take the time to stop, listen and acknowledge what they are trying to tell you.

Acknowledge you won’t always get it right. We all make mistakes, when we do it’s important to own it and apologise; It’s okay – we all make them! For example, if you accidently use the wrong word or phrase, don’t panic. Correct yourself and apologise. This can help your young person understand that you are listening and trying to support them.

Find age-appropriate resources. The danger of leaving young people to find their own resources is that they may encounter harmful or age-inappropriate content online, sometimes of a sexual nature.

Trusted Adults – Talk to your young person about who their team of trusted adults are and who they can talk to, if they don’t feel comfortable taking to you.

Don’t make assumptions. Young people may not disclose mental health issues, bullying or abuse in fear that their sexual or gender identity will be blamed.

Seek out support for yourself! It’s okay if you need extra support as a parent or carer. There are multiple online and in person resources, including organisation specifically for parents and carers of LGBTQ+ people. We have outlined some of these in our Signposting and Further Resources section below.

Signposting

(For Parents/ Caregivers ) FFLAG

Further Resources

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State of the Nation - Understanding and supporting young people who identify as LGBTQ+

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It's Pride Month in the UK, which marks the celebration of and focus on LGBTQ+ communities. It is also an important time to shed light on the difficult everyday situations which many young people who are exploring their sexuality or who identify as LGBTQ+ find themselves in. In 2021,

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Whether or not you're up to date with the language around neurodiversity, ADHD, autism, dyslexia and other terminology, most workplaces include people who think differently, and who might be part of a neurominority.

To help us demystify neurodiversity and get proactive, we're joined by Dr Nancy Doyle, CEO and founder of Genius Within, Adrian Ward, Head of Disability Partnerships at the Business Disability Forum and Erin Fulton-McAlister, Acas workplace adviser. We look at:

What neurodiversity is

Why we need to pay attention to it

Creating a workplace that celebrates and capitalises on neurodiversity

Episode resources
Acas neurodiversity guidance

BDF & Genius Within Commissioning framework and how to commission guide

Contact an Acas adviser for a free advisory conversation

Related Acas podcast - disability
Organisations:
Business Disability Forum

For podcast and event updates sign up to our free email newsletter

Transcript available at www.acas.org.uk/podcast

See acast.com/privacy for privacy and opt-out information.

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Thinking differently about neurodiversity | The Acas Podcast on Acast

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Whether or not you're up to date with the language around neurodiversity, ADHD, autism, dyslexia and other terminology, most workplaces include people who think differently, and who might be part of a neurominority.

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Interesting blog - Inclusive Customer Service 

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Interesting blog - Inclusive Customer Service 

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This might be worth CS learners having a read of - it includes my favourite quote from Maya Angelou 'People will forget what you said, people will forget what you did, but people will never forget how you made them feel'

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From my first ever two-week work placement back when I was 16, right until the present day, all of my previous job roles have included some form of customer service. Whether that be to external customers working in the retail and cultural sector, or internal customers once I had made the transition over to HR supporting volunteers and employees. All these roles have included me providing a service to ensure each individual receives the best possible experience.

That's how I like to view the world; like an experience. Whether we're customers, clients, employees, attendees, delegates (the list could go on...) we all expect a level of satisfaction. From the items we buy, to the partnerships we form, to the conferences and events we attend, all we want is to come away feeling happy. It reminds me of the quote by Maya Angelou:

People will forget what you said, people will forget what you did, but people will never forget how you made them feel

We work with a lot of members who are keen to put inclusion at the heart of their customer service, therefore making it a pleasant and even memorable experience. Although we are an organisation that usually focuses on internal customers, there are still overlaps that can be considered when supporting external customers and providing inclusive customer service. Here are my top tips for inclusive customer service:

Approach all customer interactions which may involve protected characteristics and vulnerability with sensitivity

If any of the protected characteristics are mentioned in conversation, these should be treated sensitively and respectively. Be mindful of vulnerable customers who, due to their personal circumstances, may be susceptible to detriment. Customer service representatives should be trained to notice consumer vulnerability.

Raise awareness of unconscious bias

Are the ways in which certain members of the team are interacting with certain customers related to unconscious bias? We may not even realise it, but we could be treating some customers more favourably than others based on individual characteristics. Why is this? Raising awareness of this through unconscious bias training may help.

Ensure you are treating all customers fairly

If you refuse to provide goods/services, stop providing goods/services or give a worse quality of service (for example, charge more or make the customer wait longer) based on any of the nine protected characteristics, this could amount to discrimination under the Equality Act 2010.

Reflect on all aspects of inclusion

Try going above and beyond to provide a high level of customer service. Use gender-neutral language and avoid using terms of endearment which could be considered offensive. Avoid making assumptions on who ordered which drink or who will be paying. For those with public spaces, provide a private space for breastfeeding/chestfeeding or prayer, or a quiet space or quiet times for those who are neurodiverse. The possibilities are endless for creating a truly inclusive environment and customer experience.

Utilise skills within the team

Ask colleagues if they can speak another language, have experience with British Sign Language (BSL) or perhaps able to notice when a customer may have a physical/mental health condition and require additional support. If not, take an expression of interest and provide training in these areas to upskill your customer service representatives.

Consider Equality Impact Assessments (EIAs)

For certain sectors, these are a mandatory requirement, for others, a nice to have. If your organisation can get into the habit of completing EIAs for projects and how they may impact minority groups, this will enhance proactive inclusive decisions rather than reactive, (and potentially costly) changes. You can find out more about EIAs here (link).

Reach out to your staff networks

It's often hard to consider the perspective of an underrepresented group until somebody from that group shares their own lived experience. Reach out to your staff networks to see if your customer service processes could be improved, or establish a group of customer service champions who continually look out for ways to improve.

Always look for ways to improve

No matter your role within an organisation, if you are presented with or witness a new challenge and come across a situation which you think could be improved, be sure to make a note of this and feed this back to higher management.

Listen to the customer

Lived experiences and sharing feedback are ways in which we all learn and unfortunately, we just may not know what a barrier for customers will be until they experience the situation first-hand and provide feedback. Actively listen with empathy, collate the feedback with possible suggestions of improvement from the customer, and consider implementing these changes moving forward.

With a little extra thought and consideration, putting inclusion at the centre of the customer experience can make a huge difference to your customers, colleagues and organisation.

If you would like further support with inclusive customer service our factsheet, Trans Inclusion for Customer Facing Colleagues is free to download for members. Non-members, please get in touch to access your own copy.

Resources:

Consumer Vulnerability:
https://www.tradingstandards.uk/media/documents/news-policy/consultation-responses/consumer-vulnerability-guidance.pdf https://www.gov.uk/government/publications/consumer-vulnerability-challenges-and-potential-solutions/consumer-vulnerability-challenges-and-potential-solutions https://www.fca.org.uk/publication/occasional-papers/occasional-paper-8-exec-summary.pdf
Discrimination in the provision of goods and services:
https://www.citizensadvice.org.uk/consumer/discrimination-in-the-provision-of-goods-and-services/discrimination-in-the-provision-of-goods-and-services1/
Public Sector Equality Duty:
https://www.equalityhumanrights.com/en/advice-and-guidance/public-sector-equality-duty https://www.gov.uk/government/publications/public-sector-equality-duty https://www.citizensadvice.org.uk/law-and-courts/discrimination/public-sector-equality-duty/what-s-the-public-sector-equality-duty/

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Inclusive Customer Service Blog - Inclusive Employers

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From my first ever two-week work placement back when I was 16, right until the present day, all of my previous job roles have included some form of customer service. Whether that be to external customers working in the retail and cultural sector, or internal customers once I had made the transition over to HR supporting volunteers and employees.

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will need BBC iplayer log in -contains racist language and scenes of violence

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Film-makers Steve McQueen and James Rogan explore three key events in 1981.

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This guidance was written for government communicators but may also be useful to other communication professionals in the private and voluntary sectors.

1. Providing accessible formats

To reach all your audience, you need to make effective use of accessible communication formats (also known as alternative formats).

Involve disabled people from your audience in developing and reviewing a strategy for producing information in accessible formats. They will know their needs and could help you find the most effective ways of meeting them. You can also approach disability organisations for advice.

Your strategy should outline:

how you will anticipate the needs of disabled people

what minimum standards are in place

who is responsible and who will pay for the accessible formats

what type of information you will prioritise

how you will enforce and monitor the strategy

1.1 Supplying accessible formats: best practice

involve relevant experts, such as marketing and communications, from the earliest planning stages

consider the needs of your audience in advance - assess which, if any, accessible format versions are likely to be required

plan ahead - make sure any accessible formats you produce are available at the same time as the standard print

if you intend to supply accessible formats on demand, procedures should be in place to produce these within a few days of the request

make sure you are in contact with a range of suppliers who can produce good quality materials in accessible formats

make sure any consultation period is not reduced for disabled people due to accessible formats not being available at the launch, or running out during the consultation period

1.2 Deciding which accessible format to use

Is your communication or campaign specifically targeted at people with particular impairments or do you know there will be a high proportion of people with a particular impairment in your audience? Some formats suit one type of impairment more than another:

visual impairments - audio, audio description, Braille, Moon, telephone

learning disabilities and literacy difficulties - audio, audio description, easy read, easy access, Makaton, subtitles

hearing - British Sign Language, Makaton, subtitling, textphone, SMS

co-ordination difficulties - large print, audio, audio description, telephone

You should also consider any preferences your target audience may have for receiving information, for example younger deaf people may respond better to an SMS message than sub-titled advert - researching your audience will help you best meet their needs

1.3 Reducing the need for accessible format versions

Keep it simple - if your initial document is designed using the following principles it will already be accessible to a greater number of people and may reduce demand for special accessible versions:

write in plain language

make it as concise as possible

design to to be as legible as possible, for example using a minimum 14 point text size

This is a cost and time-efficient way of making your information instantly accessible to a larger number of your audience.

Making your original document more accessible will reduce the need for producing accessible formats. However, people with some types of visual impairments, learning disabilities, dexterity or literacy difficulties (such as dyslexia) are likely to have difficulty accessing information in written text - even in the largest font size. You therefore still need to consider accessible formats that meet their needs in addition to making your initial document more accessible.

1.4 Alternative channels

The different communication channels you choose can be just as important and effective as the accessible formats you provide or offer.

For example, you may have produced a print recruitment advert for teachers. Translating this into Braille is unlikely to be the best method of reaching all people with visual impairments. As an accessible alternative you could produce an audio advert for radio, either commercial or a specialist channel such as Insight Radio. You could also deliver your message by engaging with disability organisations directly.

1.5 Summary versions

It can be more time-consuming and tiring to absorb the same amount of information listening to an audiotape or CD, or watching sign language than scanning through a document by eye.

Consider providing a summary of important points in accessible formats. The most important thing is that the information or messages are received.

For example, a long medical brochure could be summarised before being put into easy read format or onto audiotape. Give the key points and a contact telephone number for further information.

1.6 Cost/benefit analysis

It is not cost effective to produce every communication product in every suggested format and language. Producing bulk copies of accessible formats often results in warehouses full of unused stock. Audiotapes, CD-ROMs and DVDs in particular are expensive to produce and store, and go out of date quickly.

A more cost-effective approach is to:

research your target audience at the commissioning stage

segment (categorise) your audience into groups

consider how to reach audience members using a mix channels and formats, factoring in their costs

1.7 Do you need Welsh or community language versions as well?

Legal requirements apply to Welsh language communications. When considering what accessible formats to produce, you need to consider what is reasonable under both the Welsh Language Act and the Equality Act 2010.

If you are translating disability-related material into Welsh or community languages, it is very important to have them quality assured by someone who understands disability. For example, terms relating to mental health have sometimes been translated in ways that are offensive to some.

1.8 Web publishing

Publishing information on a website gives users some control over their access to the information, as they can alter the font size, colour and contrast.

1.9 UK Association for Accessible Formats

The UK Association for Accessible Formats is an industry association that sets standards and promotes best practice for quality accessible information based on user needs. Their website includes a directory of accessible format producers.

Providing audio options will make your communications more accessible to people with visual impairments and people with literacy problems.

2.1 Audio formats

The main audio formats are:

audiotape

digital audio files, for example MP3 format

CD-ROM

CD

Audio versions of documents are generally provided on CD-ROM or as MP3 files.

2.2 Audio channels

Audio channels include:

radio

internet

talking newspapers

audio magazines

DAISY (Digital Accessible Information System) books

Contact the Royal National Institute of Blind People for more information about talking newspapers, audio magazines and DAISY.

Producing audio material:

arrange information in a logical order

avoid background noise and music

use voices that are appropriate to the subject matter and audience

give people time to understand calls to action

2.3 Audio description

Audio description is an additional commentary that describes on-screen or on-stage action, body language and facial expressions. For example, a character looking shocked at something another character is doing. Audio description is available in:

Read Ofcom guidelines on producing audio description including technical specifications.

3. Braille and Moon

Providing braille and Moon formats will make your communications more accessible to people with visual impairments.

Braille is a system of raised dots that people read with their fingers.

Facts and figures about braille users:

braille is the preferred reading medium of approximately 18,000 blind and partially sighted adults in the UK (source: RNIB 2009)

many more people use braille for labelling objects around their home and workplace

it's accessible to over 20% of working age people who are registered blind

around 4% of the blind and partially sighted population of 5 to 16 year olds in Britain are braille users - this is around 850 children (source: RNIB 2009)

braille readers are often influential and active members of the blind community and may pass information on to other blind people

Providing braille

You should provide braille to those who request it. However, it is important to make an assessment, based on the target audience for a product and how much active marketing is planned, about the likelihood of it being requested as it's expensive to produce.

Producing braille

The Sensory Trust and RNIB provide guidance on writing and producing braille.

Moon is a system of reading and writing which uses tactile symbols based on lines and curves to represent letters, numbers and punctuation marks.

It is easier to learn than braille, as the letters are easier to distinguish by touch. However, Moon cannot be written by hand, is even bulkier than braille and currently there is very little literature available in Moon.

Moon is used by a very small number of people, most of whom are elderly.

Producing Moon

As it is unlikely that you will receive requests for Moon you do not need to produce materials in Moon as a matter of course. If you receive a request for Moon, ask whether another format, such as audiotape, would be a usable alternative. If Moon is required, contact the for guidance.

4. British Sign Language

Providing sign language alternatives will make your communications more accessible to people who use British Sign Language ( BSL) to communicate.

BSL is a gestural language used in the UK's deaf community. It is not related to English or any other spoken languages.

BSL was officially recognised by the government as being a full, independent language in March 2003. This recognition raised the status of BSL and led to money being invested in training more deaf BSL tutors and BSL interpreters.

Many people who are born deaf, or become deaf in early life, use sign language to communicate. The number of deaf signers who use BSL as their first language is estimated at 22,000 (source: Census 2011).

Many hearing people also use BSL because they have family members, friends or colleagues who are deaf. Figures from the British Deaf Association suggest that on any day up to 250,000 people use BSL.

BSL is used across the UK, although there are considerable differences in regional dialects. The BSL used in Belfast, for example, is very different from that used in the Channel Islands.

5. Easy read and Makaton

Easy read can be used by people with learning disabilities. Makaton can be useful for people with profound learning disabilities. Easy access can be a useful format for people who have had strokes.

5.1 Easy read

The easy read format was created to help people with learning disabilities understand information easily. People with learning disabilities need access to all information, not just disability-specific information but also about their health, voting, work and gaining skills.

Easy read uses pictures to support the meaning of text. It can be used by a carer to talk through a communication with someone with learning difficulties so that they can understand it, for example a letter from the council about council tax charges.

Easy read is often also preferred by readers without learning disabilities, as it gives the essential information on a topic without a lot of background information. It can be especially helpful for people who are not fluent in English.

Consider commissioning easy read versions of your publications from an expert organisation.

Easy read:

has different variations across government according to departmental style preferences

should be developed in consultation with your audience

can be time-consuming to produce

can be helpful for other audiences, for example people who are not fluent in English

5.2 Easy read compared to plain English

Easy read is different from plain English.

Plain English example:

Thank you for your letter asking for permission to put up posters in the library. Before we can give you an answer we will need to see a copy of the posters to make sure they won't offend anyone.

Easy read example:

Thank you for your letter about your poster. We need to see the poster before we put it up. This is because it must not offend anyone. Offend means upset people.

How to produce easy read materials:

keep the number of pages to 24 or less. If there are more, break the text up into more than one publication

keep sentences short - they should be no more than ten to 15 words

each sentence should have just one idea and one verb

use 14 point font size

make sentences active not passive: "we are following up your complaint" (active tense) not "your complaint is being followed up" (passive tense)

take out words that are not needed, for example, say 'for 14 days' not 'for a period of 14 days'

include a glossary explaining abbreviations and jargon, and an index, at the end of the document

use full words not acronyms

if you need to use difficult words or ideas, say what they mean - do this in the next sentence, not as part of the same sentence

use a different colour or bold type but keep a good contrast with the paper

use pictures to support the meaning of your text

The Office for Disability Issues, in association with the Department of Health, has produced guidance to improve the standard of information for people with learning disabilities across government.

5.3 Easy read pictures

Some government departments use image banks of line drawing pictures showing common words. Photographs are another option. Choose which to use according to the easy read style preferences of your department.

Guidelines for using images:

it's important to choose pictures carefully to support the text

the image must go left of the words

the photographs or pictures need to be easy to understand

the images should each show one idea

jokes and humour can be good

5.4 Tapes and CD-ROMs

An accompanying tape or CD-ROM can make written information more accessible for people with learning difficulties. It should:

speak the words of the publication slowly

say when you need to turn the page so people can follow with the text

Consider including music to give time to turn pages.

Makaton symbols support the written word, in the same way that sign language supports speech.

Makaton is a language programme using signs and symbols to help people to communicate. It is used in more than 40 countries.

Makaton users

Makaton was developed for those who struggle to understand the spoken word, such as people with profound learning disabilities. Most Makaton users use it as their main means of communication.

Other users include families, carers, friends and professionals, like teachers and social workers, who communicate with people with profound learning disabilities.

Producing Makaton materials

You can find out more about producing Makaton from The Makaton Charity. Their site includes free resources, such as a signs wordlist and a symbols wordlist.

6. Accessible print publications

6.1 Clear print

Clear print standards help to maximise the legibility of print publications and should therefore be used for all printed materials.

It can be particularly helpful for people who have visual impairments or dyslexia.

Clear print isn't the same as large print. As well as font size, the relationship between the visual height of characters and the surrounding white space is important.

6.2 Other best practice for print publications

Fonts

The clear print standard requires a minimum font size of 12 point. However, you may wish to user a larger font depending on your audience. Using a point size of 16 means that there is no need to have a separate stock of large print documents. You should also be able to supply large print in various sizes above 16 point, on request.

Density and complexity of font type can reduce space - look for a simple font that spaces letters out.

Avoid italics, underlining, simulated handwriting, unusual shaped letters and decorative typefaces.

Consider the length of letters b, d, f, h, k, l, t, g, j, p, q, y in relation to the x height of the typeface. Short ascenders and descenders make a typeface less legible.

Fonts with uneven stroke widths tend to be less legible than fonts with even strokes.

Consider individual characteristics of letter shapes. For example a closed 'a' is more likely to be confused with a 'c' or an 'o' than an open 'a', and a '3' can be confused with an '8' in some fonts.

Research your audience's preferences - consider user-testing your font with a range of impairment and age groups.

Type weight

Lighter type weights can affect legibility, as readability requires good contrast. Bold or semi-bold weights are recommended for material specifically for people with visual impairments - but check the font is still easy to read.

Avoid using blocks of capital letters in titles or body text.

Design and layout

The best design is simple and uncluttered.

Set text horizontally, not on a slant.

Align text left for maximum legibility. Avoid right aligning or justifying text.

Keep line lengths to between 60 and 70 characters, roughly 12 to 18 words, per line. Avoid using hyphens to split words between lines.

Allow plenty of space on forms. If details that have to be hand-written, make the boxes, including tick boxes, as large as possible.

Make sure that sections and chapters are clearly defined with headings.

Keep headings and page numbers in the same place on each page.

Keep paragraphs short and use line spacing between paragraphs. Use wide margins and headings. Boxes can help emphasise or highlight important text.

Include a contents page and consider including an index.

Tints can be helpful to break up a document and make it easier on the eye, particularly for statistical material, graphs and charts. Make sure there is a strong contrast between text and tint.

When setting text in columns, make sure the space between the columns clearly separates them.

Numbers

Make sure numbers are distinct when printed. The numbers 3, 5 and 8 can be misread, as can 0 and 6 in some fonts. For financial information use a large point size.

Images

Images can help communicate your messages. They also provide relief to the eye.

All online images need alternative text (alt text). If you use an image to convey information that is essential to understanding the page content - for example, a diagram that explains something - include alt text that gives screen reader users the same information. If an image is purely decorative or is explained in the text on the page, use empty alt text - indicated by"" (a pair of double quotes with no space).

Make illustrations and photographs as large as possible without being grainy.

Avoid:

using photos that contain a lot of detail or in which the foreground and background are not well contrasted

putting text over images

fitting text around images if this means lines of text start in a different place

Graphs and diagrams

Explain graphs and diagrams in words.

Posters, boards and leaflets

On posters, boards and leaflets:

keep the design simple

avoid background graphics that make text difficult to read

keep essential information, for example event details, grouped together

use lower case rather than capitals

Contrast and colour

Contrast dark type against a light background as a general rule. Black type on off-white or yellow paper gives a good contrast. Avoid using colour alone to convey information because some people may be unable to distinguish between the colours. Some people have difficulty distinguishing between red and green in particular. Others find light text on a dark background difficult to read.

Reversing type (white out)

Some people prefer white text on a black background as it reduces glare from the page. If using white type, make sure that the background colour is dark enough to provide a good contrast.

Note that:

when printing it can sometimes be very difficult to provide dense ink coverage on coloured surfaces

white text on a coloured background appears smaller - you may need to increase the font size and use a bold typeface

switching between black on white and white on black can be confusing and tiring to the eye

Paper

Use cream or off-white non-glossy paper to reduce glare.

Use uncoated paper weighing over 90gsm (photocopy paper usually weighs 80gsm). If the text is showing through from the reverse side, the paper may be too thin.

Very large or very small documents can be difficult to handle. A4 size is generally the most user-friendly.

When folding paper, avoid creases that obscure the text. People who use scanners or screen magnifiers need to place the document flat under the magnifier, so take care about the number of pages in your document and the binding methods you choose.

The binding method needs to be appropriate to the layout and the number of pages. For large documents, particularly large print formats, a ring-bound binding can help readability.

6.3 Large print

Large print publications are documents with a point size of 16 and above.

Large print versions of publications are essential for some disabled people, for example people with visual impairments, learning disabilities, dyslexia and problems with coordination or manual dexterity.

You can:

produce simple large print documents in-house from a Word document

send more complex jobs to a commercial printer so that picture and print quality are consistent at larger sizes

Proofread all large print versions to make sure the headings and paragraph text match the page breaks. Don't attempt to create large print versions by enlarging a standard print document using a photocopier.

Point size

A minimum size of 16 point is recommended for people with a visual impairment. Some fonts appear larger than others at the same point size.

No single point size is suitable for everyone. If you are producing information in large print for an individual, ask which size best suits their needs.

Consider requests for type sizes above 28 point carefully. Very large type sizes can be counter-productive because they cause publications to become bulky and difficult to navigate.

Offering alternative formats may avoid these problems - for example, providing an audio version of the information or emailing someone a text document so that they can access the information using a screen reader on their computer.

Line length

Allow 50 to 65 characters, including spaces, per line. Less than 65 is preferable. Text in columns may well need less than 50 characters per line.

Too much text

If you have a limited amount of space, consider reducing the amount of text before reducing the point size.

7. Subtitling

For many deaf people and people with hearing impairments, subtitles are likely to be an important format for receiving information.

Subtitling is text on screen representing speech and sound effects that may not be audible to people with hearing impairments. It is synchronised as closely as possible to the sound.

People using subtitling range from those who have been profoundly deaf since birth to those who have become hard of hearing in later life. Viewers with a mild to moderate hearing loss are likely to rely on subtitles to aid their hearing rather than as a substitute.

Subtitle users reflect the full range of proficiency in English. Some profoundly deaf people regard British Sign Language as their first language and are less fluent in written English.

All of the groups mentioned above are likely, to a greater or lesser extent, to lip-read.

Many people with good hearing also use subtitles so that they can watch television with the sound muted, for example so that they can simultaneously talk on the telephone or to learn English.

8. Telephone

Disabled people generally have less access to the internet than non-disabled people.

The telephone is an important channel for making information accessible to your audience. Crucial information, for example about pensions, benefits, health, council and income tax needs to be found easily by everyone who needs it.

Many disabled people, and especially older people, will not have access to the internet or may have difficulties using it. The telephone can be a very important method of communication for these groups.

Some deafblind people, who have both sight and hearing loss, have enough hearing to use the telephone if:

background noise is kept to a minimum

the caller speaks clearly and at a pace which suits the individual

8.1 Making information available by telephone

Consider providing a helpline or hotline to support your communications campaign. Telephone operators should have training in communicating with disabled people.

Information provided only in a digital format does not fulfil Public Sector Equality Duty requirements. It will exclude sections of your audience. For example, using website frequently asked questions to answer common questions without providing a telephone number for a service will prevent some people from using your service or accessing the information.

Similarly, telephone communications are not accessible for all disabled people, so make sure you use a mix of communications channels in your integrated communications planning.

9. Textphone

Textphones provides accessible telephone communication for deaf people and people with hearing impairments.

Textphones enable someone who is typing to have a conversation with someone who is speaking. Text Relay is a free national relay service using operators to connect someone with a textphone to someone using a phone.

Textphones are used by those with hearing impairments. Some deafblind people have enough sight to use a textphone.

9.1 Making information available by textphone

Consider providing a textphone helpline to support your communications campaign. Textphone users contact your textphone operator, who rings the hearing helpline operator and relays messages to and from them, by typing or talking.

Textphone operators should have training in communicating with disabled people.

SMS messaging has become a popular alternative to textphones.

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This guidance was written for government communicators but may also be useful to other communication professionals in the private and voluntary sectors. To reach all your audience, you need to make effective use of accessible communication formats (also known as alternative formats).

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Accessibility at work

- The modern workplace is increasingly digital. This transformation is reaching a larger population than ever before, and it's not just the information worker. Today, work extends far beyond the office and nearly every frontline worker uses technology on a daily basis, but this rapid change brings with it potential risk that could leave people without access, which is why it's so important to prioritize accessibility. My name is Hector Minto. I'm a Senior Technology Evangelist at Microsoft. For the last 25 years, I've worked directly with people with disabilities, delivering inclusion through assistive technology. And as I've seen personally and the data shows, organizations that embrace best practices for disability inclusion outperform their peers. That's why in this course, I want to show you tools and techniques to help make your work and your workplace both more accessible and inclusive. I'll share how people with disabilities can personalize modern workplace tools. I'll show you methods for productivity that help almost anyone, and explore the actions we can all take to build and deliver accessible experiences. I'll also give you quick tips for making your presentations, your emails, and your social media more accessible. Accessibility is an exciting field. It's a subject rich in innovation in its use of AI, and it's all about maximizing human impact. By the end of this course, you'll be equipped with the tools and technology to implement accessible solutions in your workplace.

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Accessibility at work - Digital Accessibility for the Modern Workplace Video Tutorial | LinkedIn Learning, formerly Lynda.com

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The modern workplace is increasingly digital. This transformation is reaching a larger population than ever before, and it's not just the information worker. Today, work extends far beyond the office and nearly every frontline worker uses technology on a daily basis, but this rapid change brings with it potential risk that could leave people without access, which is why it's so important to prioritize accessibility.

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John Amaechi is a psychologist, a New York Times best-selling author and a former NBA basketball player. In the wake of the George Floyd killing and the Black Lives Matter protests, and at a time when many people want to learn how they can be better allies for black people, we asked John what it means to be anti-racist.

There's a big difference between being not-racist and being anti-racist. I know it doesn't seem like it. I know that both of these things seem equally good, but they're not.

Video Transcript Video Transcript

John: There's a big difference between being not-racist and being anti-racist. I know it doesn't seem like it. I know that both of these things seem equally good, but they're not. Think of an interaction. I'm afraid you've probably had one right? With somebody, maybe even somebody you respect, maybe even someone you love, who says something that's racist, does something that's racist, behaves in a way that's racist. Someone who's not-racist: they won't say or do anything in that moment. They want to not rock the boat. They don't want to be upstanding. Instead, not-racists: they tend to be bystanders. But afterwards, after the event, they'll find other people who are also not-racist and they'll talk to each other about, well, that was terrible, that thing that happened the other day. I would never say anything like that. Anti-racists are different and they come in all shapes and sizes. They come in all ages. Anti-racists are constantly looking around to say, what tools do I have available to make it clear that this is not acceptable? And this, this is what anti-racists do. It's not that they stand up at the dinner table when their uncle's a little bit racist and kick the turkey off. That's not it. But what they do is they say, I'm sorry uncle John. That's not acceptable. That's racist. Quietly and respectfully. What they do is they make sure that they never miss an opportunity to let the world know where they stand, even if they can t change everything. You're probably in a position where other people have a lot more power around you. I know how that feels. Sometimes, we sit and we look around us and we think, how can I possibly change all this? And sometimes you can't. But what you can do is make sure wherever you go, people know where you stand. They know that you're an anti-racist. You become a beacon of light that way. You become someone who makes other people want to be anti-racist too. You've got tools at your disposal. Learn. Read. And make everybody clear where you stand.

Sometimes, we sit and we look around us and we think, 'how can I possibly change all this?' And sometimes you can't. But what you can do is make sure wherever you go, people know where you stand. They know that you're an anti-racist. You become a beacon of light that way. You become someone who makes other people want to be anti-racist too. You've got tools at your disposal. Learn. Read. And make everybody clear where you stand.

If you need support

You should always tell someone about the things you're worried about. You can tell a friend, parent, guardian, teacher, or another trusted adult. If you're struggling with your mental health, going to your GP can be a good place to start to find help. Your GP can let you know what support is available to you, suggest different types of treatment and offer regular check-ups to see how you're doing.

If you're in need of in-the-moment support you can contact Childline, where you can speak to a counsellor. Their lines are open 24 hours a day, 7 days a week.

There are more links to helpful organisations on BBC Action Line.

It's important that you keep yourself safe when confronting racism. For support and advice, see the articles below.

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Not-racist v anti-racist: what's the difference?

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John Amaechi describes the difference between being not-racist and anti-racist.

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Beyond Tolerance: A future for sexual orientation and gender identity rights in the Commonwealth

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Human rights are the basic rights and freedoms that belong to all of us, from birth until death. We explore where they come from and how they can help you.

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There have been renewed discussions on the benefits and challenges of intergenerational workplaces and how to manage them, as we face a retention and recruitment challenge for our workforce in the UK.

With the removal of a standard retirement age, longer life expectancy, improved physical health and flexible working options, there are more generations working alongside each other than ever before.

We will look at the benefits of delving beyond the generational stereotypes whilst understanding where there are differences and how to accommodate them.
Generation types
There are many ways of defining the different generations in society. Broadly, however, we are looking at 5 different generations and some of the characteristics they are generally viewed as having that may be relevant in the workplace: Dr Alexis Abramson, an expert in what are known as 'generational cohorts', says we define generations because "when you are born affects your attitudes, your perceptions, your values, your behaviours." (Source Which generation are you? Millennials, baby boomers or Gen Z - BBC Bitesize). See the summary below.
The Silent Generation
This is the first defined generational group. It refers to those born between 1926 and 1945. The name comes from an article in Time magazine from the 1950s and alludes to the fact that the children of this generation were taught to be seen and not heard. Characteristics include:

disciplined

value-oriented and loyal

interested in direct communication, enjoying speaking in person as opposed to via technology

Baby Boomers
They're so named because of the huge surge of births after World War Two. The group starts in 1946 and ends with those born around 1964. Characteristics include
Generation X
Those born between approximately 1965 and 1980. They grew up in a time when technology was advancing fast, but it wasn't as readily available as it is today. Because of this, this generation straddles both the digital and non-digital world. Characteristics include:
Millennials (Generation Y)
Approximately those born from 1980 to 1995. They're the first generation to be "digital natives". This makes them extremely self-sufficient, as they no longer have to rely on others to solve their problems or teach them things - they have the internet for that. Other defining characteristics include:
Generation Z
Those born from approximately 1995 to 2010. This group is young, and has never known a life without tech. Some of their characteristics include:
Why is it important to understand the different generational types?
Whilst it is true that not everyone will conform exactly to their generational defining characteristics, understanding the different generational types gives a greater appreciation of how different generations operate and are motivated. In the workplace, what works for Bob won't necessarily work for Britney!

Let's take a key competency for most organisations - communication. A baby-boomer may prefer face to face communication, whilst a Gen Y or Z may prefer to send a message or have a virtual meeting. To the baby boomer, this could seem disengaged and to show a lack of commitment to the business and colleagues; to the Gen Y or Z, this could be seen as a waste of time and resources.

This leads us on to environmental and ethical concerns and social responsibility. Typically, Gen Y and Z are more mindful of the planet and wasting natural resources. Excess travel to meetings in person may be seen as wasteful by these generations, but business critical for Gen X or Baby Boomers who value meeting face to face, to build and develop relationships. Gen Y or Z may be more likely to want to work for a company that has good social responsibility and will probably check your website for evidence of this before agreeing to work with you.

Baby boomers, and to a more limited extent Gen X, may not be as technically proficient as Gen Y or Z, and this can lead to frustration in both directions. Depending on one's point of view, it may appear that the company or senior managers are not keeping up with technological advances and are 'old fashioned' or that younger generations are too focussed on technology and miss out on tried and tested traditional arrangements.

Gen Z have grown up in a world where people are more able to express themselves, partly due to legislative changes and more inclusion and protection for minority groups. They may have zero tolerance for discrimination and may be offended at 'banter' that they deem unfair or inappropriate. Baby boomers grew up in what is often termed 'different times' and sometimes struggle to understand why people are so offended; some of their attitudes have resulted in the inappropriate label of 'the snowflake generation.'

Gen X, typically considered to be the most hard working and bringing in the highest revenue, may be more ready to work long hours, including weekends, and may have a poor work/life balance. This may be due to them starting work following a time of recession and high unemployment. Gen Y and Z tend to have a more balanced approach to work and life and may seek to work in ways that most suit their interests and obligations outside work. Due to their impressive technology skills and ability to multi-task across multiple platforms, they might for example struggle to understand why they need to be in the office for 8 hours a day when they could be more productive working 6 hours with a later start.
Why is it important to business?
Many businesses are facing a shortage of good employees; retention and recruitment is a major concern, and we need to understand what makes employees 'tick' to encourage them to stay or return to the workforce and to encourage new recruits into the business.

It is important that the business is attractive to all generational types to maintain a healthy and diverse workforce.

Companies should consider the following:

Offering flexible benefits to match stage of life - e.g., pension, healthcare, annual leave, hybrid working, flexi-hours, childcare vouchers, cycle schemes

Being mindful of their social responsibility and ethics as an employer - do you offer charity days, commitment to greener processes or other environmental considerations?

Mentor/mentee programmes to match different generations to share experience and knowledge and vice versa support with technological know-how and ability

Providing management training on engaging and motivating multi-generational employees

Providing EDI training that includes age discrimination

As the largest section of the working population at 35% (formaspace.com), Gen X should not be overlooked when considering recruitment and retention strategies and improving workplace benefits. However, most employers now recognise how important it is to be mindful of millennial 'needs' in the workplace and have started to make changes to be more adaptable. This is at the same time as preparing for Gen Z and - as this is ever evolving - for the generation after that, whatever that might be called!
To Find our more register for our latest webinar:

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Intergenerational working and how to manage up and down the generations

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There have been renewed discussions on the benefits and challenges of intergenerational workplaces and how to manage them, as we face a retention and recruitment challenge for our workforce in the UK. With the removal of a standard retirement age, longer life expectancy, improved physical health and flexible working options, there are more generations working alongside each other than ever before.