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

Job applicants are protected by equality law, even if they are not successful. Employers must follow a fair and non-discriminatory process during recruitment.

We will explore how the Equality Act 2010 applies to the recruitment process, alongside good practice measures that help to make recruitment inclusive. 

Employers who adopt inclusive practices when planning and conducting a recruitment process can:

• improve decision making
• access a wider talent pool
• retain more employees
• reduce the risk of discrimination
• benefit from improved diversity and inclusion

This training will help you build upon your current knowledge of equality law and show you how to apply inclusive practice throughout the recruitment process.

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 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.

Job applicants are protected by equality law, even if they are not successful. Employers must follow a fair and non-discriminatory process during recruitment.

We will explore how the Equality Act 2010 applies to the recruitment process, alongside good practice measures that help to make recruitment inclusive. 

Employers who adopt inclusive practices when planning and conducting a recruitment process can:

• improve decision making
• access a wider talent pool
• retain more employees
• reduce the risk of discrimination
• benefit from improved diversity and inclusion

This training will help you build upon your current knowledge of equality law and show you how to apply inclusive practice throughout the recruitment process.

Job applicants are protected by equality law, even if they are not successful. Employers must follow a fair and non-discriminatory process during recruitment.

We will explore how the Equality Act 2010 applies to the recruitment process, alongside good practice measures that help to make recruitment inclusive. 

Employers who adopt inclusive practices when planning and conducting a recruitment process can:

• improve decision making
• access a wider talent pool
• retain more employees
• reduce the risk of discrimination
• benefit from improved diversity and inclusion

This training will help you build upon your current knowledge of equality law and show you how to apply inclusive practice throughout the recruitment process.

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 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.

Job applicants are protected by equality law, even if they are not successful. Employers must follow a fair and non-discriminatory process during recruitment.

We will explore how the Equality Act 2010 applies to the recruitment process, alongside good practice measures that help to make recruitment inclusive. 

Employers who adopt inclusive practices when planning and conducting a recruitment process can:

• improve decision making
• access a wider talent pool
• retain more employees
• reduce the risk of discrimination
• benefit from improved diversity and inclusion

This training will help you build upon your current knowledge of equality law and show you how to apply inclusive practice throughout the recruitment process.

Job applicants are protected by equality law, even if they are not successful. Employers must follow a fair and non-discriminatory process during recruitment.

We will explore how the Equality Act 2010 applies to the recruitment process, alongside good practice measures that help to make recruitment inclusive. 

Employers who adopt inclusive practices when planning and conducting a recruitment process can:

• improve decision making
• access a wider talent pool
• retain more employees
• reduce the risk of discrimination
• benefit from improved diversity and inclusion

This training will help you build upon your current knowledge of equality law and show you how to apply inclusive practice throughout the recruitment process.

Menopause is a natural stage of life which affects millions of people who have a menstrual cycle.

The physiological and psychological symptoms of the menopause can affect people at work. Workers report a loss of confidence in their ability to do their job, or feelings of stress, anxiety or depression.

This may lead to people deciding to leave their jobs early, not seek promotion, and can result in skills shortages in workplaces.

Employers who understand menopause and create supportive workplaces are better placed to:

• retain talent
• reduce absence 
• build inclusive and productive workplace cultures.

This masterclass brings together Acas experts and leading guest speakers to explore:

• understanding menopause and peri-menopause and its potential impact at work
• employer responsibilities and legal consideration
• creating a supportive and inclusive workplace culture
• practical tools for managers to have confident and effective conversations
• workplace adjustments and support that can help employees remain productive and engaged
• time off for medical appointments