All Acas events on Equality, diversity and inclusion - the essentials

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 make reasonable adjustments under the Equality Act.

Sometimes, 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
• improve productivity
• retain employees
• create an inclusive and supportive working environment
• reduce the risk of discrimination claims

This training will help you develop confidence in holding conversations about and making reasonable adjustments for employees with health conditions.

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.

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.

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

Sometimes, 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
• improve productivity
• retain employees
• create an inclusive and supportive working environment
• reduce the risk of discrimination claims

This training will help you develop confidence in holding conversations about and making reasonable adjustments 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 fairness at all stages of employment. People at work are protected by equality law. 

We will explore the law around discrimination and look at practical steps for employers and managers to take when creating a diverse and inclusive workplace.

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
• improve employee wellbeing
• better represent the diversity of their customers

This training will help build your knowledge of equality, diversity, and inclusion and improve confidence in progressing 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 fairness at all stages of employment. People at work are protected by equality law. 

We will explore the law around discrimination and look at practical steps for employers and managers to take when creating a diverse and inclusive workplace.

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
• improve employee wellbeing
• better represent the diversity of their customers

This training will help build your knowledge of equality, diversity, and inclusion and improve confidence in progressing good practice in your organisation.

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

We will explore the law around discrimination and look at practical steps for employers and managers to take when creating a diverse and inclusive workplace.

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
• improve employee wellbeing
• better represent the diversity of their customers

This training will help build your knowledge of equality, diversity, and inclusion and improve confidence in progressing good practice in your organisation.

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

We will explore the law around discrimination and look at practical steps for employers and managers to take when creating a diverse and inclusive workplace.

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
• improve employee wellbeing
• better represent the diversity of their customers

This training will help build your knowledge of equality, diversity, and inclusion and improve confidence in progressing good practice in your organisation.

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

Sometimes, 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
• improve productivity
• retain employees
• create an inclusive and supportive working environment
• reduce the risk of discrimination claims

This training will help you develop confidence in holding conversations about and making reasonable adjustments for employees with health conditions.

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 fairness at all stages of employment. People at work are protected by equality law. 

We will explore the law around discrimination and look at practical steps for employers and managers to take when creating a diverse and inclusive workplace.

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
• improve employee wellbeing
• better represent the diversity of their customers

This training will help build your knowledge of equality, diversity, and inclusion and improve confidence in progressing good practice in your organisation.