What equality law means - Birmingham Disability Resource Centre

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Website: www.fsb.org.uk Telephone: 01253 336 000 Fax: 01253 348 046 Flexible Support for Business: Flexible Support for Business provides information and advice for businesses in Wales across all areas of commerce, working with specialists within the Government to help businesses expand, save time and money with instant access to clear, simple and trustworthy advice. Website: www.business-support-wales.gov.uk Telephone: 03000 6 03000 Email: businesssupport@wales.gsi.gov.uk Gender Identity Research and Education Society (GIRES): GIRES provides a wide range of information and training for Trans people, their families and professionals who care for them. Website: www.gires.org.uk Telephone: 01372 801 554 Fax: 01372 272 297 Email: info@gires.org.uk The Gender Trust: The Gender Trust is the UK’s largest charity working to support Transsexual, Gender Dysphoric and Transgender people or those who are affected by gender identity issues. It has a helpline and provides training and information for employers and organisations. Website: www.gendertrust.org.uk Telephone: 0845 231 0505 Government Equalities Office (GEO): The GEO is the Government department responsible for equalities legislation and policy in the UK. Website: www.equalities.gov.uk Telephone: 0303 444 0000 Health and Safety Executive (HSE): The HSE provides information and guidance on health and safety. 83
Website: www.hse.gov.uk Telephone: 08701 545 500 Email: hseinformationservices@natbrit.com Healthy Minds at Work: Healthy Minds at Work is a Wales-based initiative to help prevent absence from work due to stress-related illnesses through improving the welfare of employees. Website: www.healthymindsatwork.org.uk Email: info@healthymindsatwork.org.uk Investors in People (IiP): IiP offers a business improvement tool designed to help all kinds of organisations develop performance through their people. It provides tailored assessments designed to support organisations in planning, implementing and evaluating effective strategies and is relevant for organisations of all sizes and sectors. Website: www.investorsinpeople.co.uk Telephone: 020 7467 1900 Email: info@investorsinpeople.co.uk Mindful Employer: Mindful Employer provides information, advice and practical support for people whose mental health affects their ability to find or remain in employment, training, education and voluntary work. Website: www.mindfulemployer.net Telephone: 01392 208 833 Email: info@mindfulemployer.net Opportunity Now: Opportunity Now is a membership organisation representing employers who want to ensure inclusiveness for women, supporting their potential to be as economically active as men. Opportunity Now is part of Business in the Community. Website: www.opportunity.org.uk Telephone: 0207 566 8650 Press for Change (PfC): PfC is a political lobbying and educational organisation. It campaigns to achieve <strong>equality</strong> and human rights for all Trans people in the UK through legislation and social change. It provides legal advice, training and consultancy for employers and organisations as well as undertaking commissioned research. 84
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5. What equality law means for you
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Protected characteristics and disci
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Introduction This guide is one of a
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The legal status of this guidance T
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What els e is in this guide This gu
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• You must not do something which
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In addition, to make sure that a di
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Positive action ‘Positive action
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Sometimes the reasons for taking ac
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What's next in this guide The next
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Sleeping accommodation In certain c
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Reasonable adjustments and disabled
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Sex discrimination and dress codes
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• provide a way for workers to ap
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For example: The male worker who co
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It will benefit your organisation t
Page 33 and 34: The unwanted behaviour does not hav
Page 35 and 36: • If the person carrying out the
Page 37 and 38: Harassment by people who work for y
Page 39 and 40: ■ Describe any training/other res
Page 41 and 42: Possible ways to make sure your sta
Page 43 and 44: When you can be held legally respon
Page 45 and 46: When you or your workers or agents
Page 47 and 48: Good practice tip for how you and y
Page 49 and 50: What happens if you try to stop equ
Page 51 and 52: It is advisable for you to discuss
Page 53 and 54: This does not, however, mean asking
Page 55 and 56: Are disabled people at a substantia
Page 57 and 58: For example: An employer has recrui
Page 59 and 60: When deciding whether an adjustment
Page 61 and 62: Reasonable adjustments in practice
Page 63 and 64: • Giving, or arranging for, train
Page 65 and 66: • Participating in supported empl
Page 67 and 68: If the worker does not agree to you
Page 69 and 70: 4. What to do if someone says they
Page 71 and 72: Make it clear what will happen if,
Page 73 and 74: A job applicant can send you the qu
Page 75 and 76: If a person brings a claim after th
Page 77 and 78: • making public the selection cri
Page 79 and 80: 5. Further sources of information a
Page 81 and 82: British Retail Consortium (BRC): Th
Page 83: Website: www.eef.org.uk Telephone:
Page 87 and 88: TUC - the Trades Union Congress (En
Page 89 and 90: association, by auxiliary aid auxil
Page 91 and 92: unfavourably because of something a
Page 93 and 94: equality clause equality policy equ
Page 95 and 96: legally recognised as 'civil partne
Page 97 and 98: occupational requirement office-hol
Page 99 and 100: the birth, and is linked to materni
Page 101 and 102: questions procedure race rated as e
Page 103 and 104: at a huge disadvantage before an em
Page 105 and 106: contract worker. In employment law,
Page 107: This guide is one of a series writt
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