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Discrimination and equal opportunities



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Are you an equal opportunities employer? 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’re comfortable with your response as an employer to the questions raised - well done, you are obviously well informed. However, 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. We’re just a quick phone call away.


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Are all your employees aware of the changes with the Equality Act 2010?

Are you and all you employees aware of the four principal forms of discrimination?

How do you avoid discrimination against employees during employment?

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