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Detailed guidance, regulations and rules
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Consultations and strategy
Data, Freedom of Information releases and corporate reports
Information and guidance on the Equality Act 2010, including age discrimination and public sector Equality Duty.
How the Equality Act 2010 defines disability, and what law changes mean for the public, businesses, and the public and voluntary sectors.
This guidance was first published in May 2011 in PDF format by the Office…
This guidance was first published in July 2010 in PDF format by the…
Guidance for employers on creating an action plan to reduce your gender pay gap and support employees experiencing menopause.
Employers with 250 or more employees have the option to produce and…
Analyse your data to find the causes of your gender pay gap, and engage…
Once you have understood the issues in your organisation, you should then…
When you submit your action plan, you will be asked to add: supporting…
Sign in to the gender pay gap service when you’re ready to submit your…
Measuring and monitoring progress allows you to: produce a set of metrics…
After action plans become mandatory, you will need to review and update…
Guidance for employers on gender pay gap reporting, including preparing your data and making your calculations.
Personalised workplace adjustments for employees experiencing menopause can support their wellbeing and ability to work.
Menopause risk assessments can identify workplace adjustments to help support your employees' wellbeing.
Inclusive job descriptions can attract diverse talent by using neutral language, listing only essential requirements, and highlighting equal opportunities.
Manager training can help organisations support employees experiencing menopause.
Ensure your organisation’s policies align with the needs of employees experiencing menopause by reviewing your policies and procedures.
Transparency in pay, promotion, and bonus policies helps ensure everyone understands how decisions are made.
How to produce communications that include, accurately portray, and are accessible to disabled people.
Giving employees specialised occupational health advice can help them manage menopause symptoms, get support and work more comfortably.
Setting specific internal targets that you can monitor using data gives your organisation clear steps to improve gender representation and equality.
Actively seeking applications from under-represented groups can ensure a broader range of applicants for all roles.
Menopause support groups in your organisation can help provide peer support, information and guidance.
How to take part in a planning or listed building consent appeal proceeding by written representations.
Automatically considering all eligible employees for promotion gives them the choice to opt-out rather than opt-in.
Enhance and promote leave policies and flexible working so employees know their entitlements and how to use them.
Using structured, skill-based screening can minimise bias and boost diversity in hiring.
Giving all employees clear and actionable advice on how to develop may benefit organisations with low rates of progression and retention for women.
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