What equality law means - Birmingham Disability Resource Centre

• provide a way for workers to appeal against a decision not to allow them to wear
particular dress or attire
• keep it separate from the health and safety policy on protective clothing
• apply it consistently.
Managing and appraising staff
Every organisation manages the performance of its workers to make sure they are getting
their job done in the way that the employer wants them to.
You may be managing workers’ performance formally through an appraisal scheme, with
regular ‘line management’ meetings and annual reports.
Or you may do it informally, just by talking over a worker’s performance as they carry out
their job.
Many organisations will have a mixture of both formal and informal management
and appraisal.
You must avoid unlawful discrimination in the way that you manage and appraise
workers’ performance.
First, use the information earlier in this gude to make sure you know what equality law
says you must do as an employer.
Good practice tip: formal or informal appraisal?
It is not a legal requirement for you to use a formal appraisal system.
But using one can help you to be sure that your staff are being assessed on the basis
of whether they are getting the job done or not, rather than on more subjective tests,
and this can help you if you need to defend yourself against a complaint of unlawful
discrimination in the way someone has been managed and appraised.
Disciplining staff
You must avoid unlawful discrimination in the way that you discipline your workers, in other
words, telling them they need to improve something about their work.
First, use the information earlier in this guide to make sure you know what equality law
says you must do as an employer.
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