All Acas events on Equality, diversity and inclusion

When recruiting and managing people employers must consider equality and also fairness at all stages of employment. Equality at work is protected by law.

Employers who prioritise good practice around equality, diversity and inclusion can: 

• recruit from a wider talent pool
• benefit from a diverse range of views and experiences
• be seen as an employer of choice
• gain competitive advantage where equality duties are required

We will look at the law and practical implications for employers and people managers around creating a diverse and inclusive workplace.

This training will cover: 

• what discrimination is
• who it affects
• how employers can act in compliance with the law

You will leave this training feeling more confident in handling equality issues and more able to establish good practice in your organisation.

Menopause will impact many employees, whatever organisation or sector your work in.



It is essential that people managers and HR policy makers know how to support people experiencing menopausal symptoms. This will help both the individual and the organisation.



Employers have a duty of care and might also have a legal responsibility to make reasonable adjustments for employees.



Employers who take a proactive and supportive approach will:

• better retain employees 


• increase morale and improve productivity


• attract and retain a more diverse workforce


• benefit from reduced absence

Learn what you can do to be a better, more supportive employer for people experiencing menopause.

When recruiting and managing people employers must consider equality and also fairness at all stages of employment. Equality at work is protected by law.

Employers who prioritise good practice around equality, diversity and inclusion can: 

• recruit from a wider talent pool
• benefit from a diverse range of views and experiences
• be seen as an employer of choice
• gain competitive advantage where equality duties are required

We will look at the law and practical implications for employers and people managers around creating a diverse and inclusive workplace.

This training will cover: 

• what discrimination is
• who it affects
• how employers can act in compliance with the law

You will leave this training feeling more confident in handling equality issues and more able to establish good practice in your organisation.

When recruiting and managing people employers must consider equality and also fairness at all stages of employment. Equality at work is protected by law.

Employers who prioritise good practice around equality, diversity and inclusion can: 

• recruit from a wider talent pool
• benefit from a diverse range of views and experiences
• be seen as an employer of choice
• gain competitive advantage where equality duties are required

We will look at the law and practical implications for employers and people managers around creating a diverse and inclusive workplace.

This training will cover: 

• what discrimination is
• who it affects
• how employers can act in compliance with the law

You will leave this training feeling more confident in handling equality issues and more able to establish good practice in your organisation.

When recruiting and managing people employers must consider equality and also fairness at all stages of employment. Equality at work is protected by law.

Employers who prioritise good practice around equality, diversity and inclusion can: 

• recruit from a wider talent pool
• benefit from a diverse range of views and experiences
• be seen as an employer of choice
• gain competitive advantage where equality duties are required

We will look at the law and practical implications for employers and people managers around creating a diverse and inclusive workplace.

This training will cover: 

• what discrimination is
• who it affects
• how employers can act in compliance with the law

You will leave this training feeling more confident in handling equality issues and more able to establish good practice in your organisation.

Where an employee has a disability, an employer has a legal obligation to explore making reasonable adjustments under the Equality Act.

Often, people who have long term physical or mental health conditions may not recognise themselves as having a disability. 
However, they may benefit from adjustments at work. 

Taking a positive and practical approach to making workplace adjustments can help an organisation to:

• recruit employees from a diverse talent pool
• enhance productivity
• retain employees
• create an inclusive and supportive working environment
• reduce the risk of discrimination claims

This training will help you identify when an adjustment should be made for employees with health conditions.

When recruiting and managing people employers must consider equality and also fairness at all stages of employment. Equality at work is protected by law.

Employers who prioritise good practice around equality, diversity and inclusion can: 

• recruit from a wider talent pool
• benefit from a diverse range of views and experiences
• be seen as an employer of choice
• gain competitive advantage where equality duties are required

We will look at the law and practical implications for employers and people managers around creating a diverse and inclusive workplace.

This training will cover: 

• what discrimination is
• who it affects
• how employers can act in compliance with the law

You will leave this training feeling more confident in handling equality issues and more able to establish good practice in your organisation.

When recruiting and managing people employers must consider equality and also fairness at all stages of employment. Equality at work is protected by law.

Employers who prioritise good practice around equality, diversity and inclusion can: 

• recruit from a wider talent pool
• benefit from a diverse range of views and experiences
• be seen as an employer of choice
• gain competitive advantage where equality duties are required

We will look at the law and practical implications for employers and people managers around creating a diverse and inclusive workplace.

This training will cover: 

• what discrimination is
• who it affects
• how employers can act in compliance with the law

You will leave this training feeling more confident in handling equality issues and more able to establish good practice in your organisation.

When recruiting and managing people employers must consider equality and also fairness at all stages of employment. Equality at work is protected by law.

Employers who prioritise good practice around equality, diversity and inclusion can: 

• recruit from a wider talent pool
• benefit from a diverse range of views and experiences
• be seen as an employer of choice
• gain competitive advantage where equality duties are required

We will look at the law and practical implications for employers and people managers around creating a diverse and inclusive workplace.

This training will cover: 

• what discrimination is
• who it affects
• how employers can act in compliance with the law

You will leave this training feeling more confident in handling equality issues and more able to establish good practice in your organisation.

Where an employee has a disability, an employer has a legal obligation to explore making reasonable adjustments under the Equality Act.

Often, people who have long term physical or mental health conditions may not recognise themselves as having a disability. 
However, they may benefit from adjustments at work. 

Taking a positive and practical approach to making workplace adjustments can help an organisation to:

• recruit employees from a diverse talent pool
• enhance productivity
• retain employees
• create an inclusive and supportive working environment
• reduce the risk of discrimination claims

This training will help you identify when an adjustment should be made for employees with health conditions.

When recruiting and managing people employers must consider equality and also fairness at all stages of employment. Equality at work is protected by law.

Employers who prioritise good practice around equality, diversity and inclusion can: 

• recruit from a wider talent pool
• benefit from a diverse range of views and experiences
• be seen as an employer of choice
• gain competitive advantage where equality duties are required

We will look at the law and practical implications for employers and people managers around creating a diverse and inclusive workplace.

This training will cover: 

• what discrimination is
• who it affects
• how employers can act in compliance with the law

You will leave this training feeling more confident in handling equality issues and more able to establish good practice in your organisation.

Menopause will impact many employees, whatever organisation or sector your work in.

It is essential that people managers and HR policy makers know how to support people experiencing menopausal symptoms. This will help both the individual and the organisation.

Employers have a duty of care and might also have a legal responsibility to make reasonable adjustments for employees.

Employers who take a proactive and supportive approach will:

• better retain employees 
• increase morale and improve productivity
• attract and retain a more diverse workforce
• benefit from reduced absence

Learn what you can do to be a better, more supportive employer for people experiencing menopause.

When recruiting and managing people employers must consider equality and also fairness at all stages of employment. Equality at work is protected by law.

Employers who prioritise good practice around equality, diversity and inclusion can: 

• recruit from a wider talent pool
• benefit from a diverse range of views and experiences
• be seen as an employer of choice
• gain competitive advantage where equality duties are required

We will look at the law and practical implications for employers and people managers around creating a diverse and inclusive workplace.

This training will cover: 

• what discrimination is
• who it affects
• how employers can act in compliance with the law

You will leave this training feeling more confident in handling equality issues and more able to establish good practice in your organisation.

Menopause will impact many employees, whatever organisation or sector your work in.

It is essential that people managers and HR policy makers know how to support people experiencing menopausal symptoms. This will help both the individual and the organisation.

Employers have a duty of care and might also have a legal responsibility to make reasonable adjustments for employees.

Employers who take a proactive and supportive approach will:

• better retain employees 
• increase morale and improve productivity
• attract and retain a more diverse workforce
• benefit from reduced absence

Learn what you can do to be a better, more supportive employer for people experiencing menopause.

When recruiting and managing people employers must consider equality and also fairness at all stages of employment. Equality at work is protected by law.

Employers who prioritise good practice around equality, diversity and inclusion can: 

• recruit from a wider talent pool
• benefit from a diverse range of views and experiences
• be seen as an employer of choice
• gain competitive advantage where equality duties are required

We will look at the law and practical implications for employers and people managers around creating a diverse and inclusive workplace.

This training will cover: 

• what discrimination is
• who it affects
• how employers can act in compliance with the law

You will leave this training feeling more confident in handling equality issues and more able to establish good practice in your organisation.

When recruiting and managing people employers must consider equality and also fairness at all stages of employment. Equality at work is protected by law.

Employers who prioritise good practice around equality, diversity and inclusion can: 

• recruit from a wider talent pool
• benefit from a diverse range of views and experiences
• be seen as an employer of choice
• gain competitive advantage where equality duties are required

We will look at the law and practical implications for employers and people managers around creating a diverse and inclusive workplace.

This training will cover: 

• what discrimination is
• who it affects
• how employers can act in compliance with the law

You will leave this training feeling more confident in handling equality issues and more able to establish good practice in your organisation.