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Meadows Ryan Practice Manager & Partner, Ashley Burrow, says employers need to look beyond meeting minimum legal standards when it comes to promoting equality in the workplace.
“It is important to remember that there is a significant difference between the absolute minimum standards set out in law, and best practice,” said Ashley. “If employers only meet their basic legal obligations when it comes to equality, then they risk missing out on some important benefits to their organisation.”
She added: “An organisation’s attitude towards equality can help set the tone for the culture of the whole organisation, ensuring that all members of staff feel included and valued.”
Where staff members feel included and valued, she said, they are much more likely to work cohesively and collaboratively as a team to achieve the organisation’s strategic goals.
She added that a further problem with only keeping in mind the minimum legal requirements when it comes to equality is that their application is extremely sensitive to context and that what might constitute discrimination can vary considerably depending on wider factors.
“Actively promoting equality and inclusivity as an organisation is the very best way to mitigate the risk of employment disputes relating to discrimination,” said Ashley.
She added that there are further benefits to a commitment to equality and diversity, in that organisations then benefit from a greater range of perspectives and insights.
“By employing and retaining staff with a wider range of experiences, employers’ benefit from different ways of looking at problems, approaching challenges, and being able to connect with clients and prospective clients, as well as other stakeholders.”
“Ultimately, there is no justification for discriminating against employees based on who they are.
“We are proud to support Equality and Diversity as a firm and would encourage other businesses to do so too.”
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