Established in 2007, we have worked with organisations of all shapes, sizes and sectors to deliver the 'right' solution, through our range of methodologies and services. Our emphasis is on the 'Business Case' for Equality, Diversity & Inclusion: making a difference to your people and talent strategy, team performance, organisational development - and bottom line.

So what does that mean and look like in practice?

• When one of the UK's best-performing Leisure companies wanted to thread Diversity & Inclusivity throughout their organisation, they turned to us to achieve that across Policies & Practice, Attraction, Onboarding, Talent Management, Employee Engagement and Community Engagement.

• When a Central Government client needed a Diversity & Equality programme, we designed the 'brand', shaped the messages and created a complete suite

of online/offline communications to engage the whole workforce.

• When the Executive Board of a leading national Newspaper & Media Group needed to identify and measure levels of Inclusivity across their organisation, we surveyed the whole employee-base - and worked through the findings in workshops with senior managers.

• When one of the world’s top Food Companies merged with a major market-leader, we created and delivered an inclusive Graduate Attraction strategy for the combined entity.

Each of our solutions is different - and yours will be unique to you.

Whatever your requirement, we'll work with you to mainstream Equality into your organisation: drastically reducing your risk of Discrimination claims and - much more positively - creating a robust, resilient and healthily inclusive working environment.

The Equality Act 2010 introduced 20 key changes to Equality Law in the UK. We view the following 5 main areas of change as priority issues that should be addressed by private and public sector employers:

• New Definitions of Discrimination - which means that your organisation must embrace the concept of "protected characteristic", associative and perceived discrimination, as well as direct and indirect discrimination.
• Fundamental Changes to Disability and Discrimination Law - there are key changes to the definition of a disabled person, aimed at reducing the gap between discrimination arising from disability and indirect disability discrimination. Beyond that, the Act makes a key change in how your organisation can enquire about disability and health.
• Voluntary 'Positive Action', allowing your organisation to make 'tie-breaker' decisions.
• New Provisions on Equal Pay - this has lead to a new employer's defence and increased Gender pay gap information, as well as barring pay secrecy clauses.
• For those in the Public Sector, the New Public Sector Equality Duty is being introduced, together with Government proposals for specific duties (and implications for public procurement).

Find out more

We are able to send you the full Equality Act and talk through with you (at no obligation) the main imperatives of the Act. We have also attached a 28-page summary of the Act (see below) to highlight your responsibilities and the responsibilities of your employees.

To obtain the Act in full, or to contact us for an informal and confidential discussion, please call 0845 0043513 or email info@equality-law.co.uk

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