why you need an equality strategy?

Employers have a vicarious responsibility (this means you are still responsible for the acts of employees) for their employee’s actions at work and outside of work if they are involved in an activity that is an extension of work, eg after work drinks, the Christmas Party, teambuilding exercise etc so essentially all the normal work policies apply in terms of expected behaviour. This includes any behaviour that could be perceived as discriminatory, harassment or bullying. It is important to note the intent is irrelevant in such cases. The focus is on how the recipient perceives the situation. How your leaders behave sets the tone for the organisation – it’s important to encourage respect, embrace diversity and treat everyone fairly in accordance with their individual needs.

Does your organisation naturally consider equality and inclusivity as an integral part of every business policy?

Do you know how to make sure whether this relates to access to your services or how you handle your own employees or your clients, you do not act in a discriminatory manner?

Do your Managers understand their responsibilities under the Equality Act 2010? Would they know the protected characteristics and how to avoid discrimination and how to respond if their team were behaving in a discriminatory manner?

We offer training in Inclusity for employees and management teams to increase awareness and understanding of this important area.  You have a responsibility to educate your employees to their legal obligations in terms of their conduct at work and expectations for behaviour.

If you want to be a positive and truly inclusive organisation, this should not only comply with the Equality Act 2010, but also encourage inclusivity and celebrates diversity in every aspect of our working lives.  Ignorance is a massive problem still and we can help you address this.


  • Legal obligations and moral responsibility to promote an inclusive culture
  • Employers who fulfil their obligation to provide awareness training educating their employees have a statutory defence should an employee act in a discriminatory manner of their own accord, (as you had trained, you can demonstrate they knew better)
  • Educated employees tend to have a more positive attitude to diversity and people different from themselves
  • Educated employees can be ambassadors for how to behave and champion inclusivity
  • Prevent a discrimination claim, negative impact on employee relations, your business and unwanted publicity

Did you know?

Job applicants and employees from day 1 have the right to bring a discrimination claim to the Employment Tribunal. It is the responsibility in such cases for the employer to demonstrate that they did not discriminate, rather than the complainant to show that they were discriminated against. Record keeping of selection decisions are essential to defend such claims arising from the recruitment process.

If you know you need some help getting where you need to be in terms of Inclusivity, get in touch to discuss your needs.

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