Would your organisation’s policy and practices stand up to scrutiny?
Here are just some of the points you should be thinking about:
- Does your company have an Equal Opportunities policy that is up to date with the Equality Act 2010?
- Are all your employees aware of the changes with the Equality Act 2010?
- Are all employees offered training to avoid discrimination?
- The Equality Act defines what are called “protected characteristics”, ie grounds on which discrimination is unlawful. Are you and all your employees aware of what these are?
- Are you and all your employees aware of the four principal forms of discrimination?
- If scrutinised by a third party (such as a job applicant) would they find any bias at any stage of the recruitment process: advertising, applications, interviews, shortlisting and selection?
- Do your recruitment adverts state you are an equal opportunities employer? If so, what does this mean in practice at your company?
- How do you avoid discrimination against employees during employment?
- How do you avoid discrimination as a result of termination of employment?
- What reasonable adjustments do you need to make for disabled candidates and employees?
If you would like to double check and/or have a professional HR audit to ensure legal compliance and best practice, Sagegreen can help you.
For further information, please contact us on 01606 333677