One of the major changes in anti-discrimination laws over the last 40 years is the Equality Act 2010. This legislation is a consolidation of previous laws that were already on the books in Great Britain like the Equal Pay Act of 1970.
Although Great Britain has been leading the way in anti-discrimination for decades, previous laws were quickly growing outdated as the face of modern discrimination in the workplace has changed.
Even though the new legislation is being praised in Great Britain, many employers have let out a collective groan as they envisioned the money that they would need to spend in order to keep their businesses compliant.
What Are The Real Costs?
Aside from the new measures that employers will need to put into place to protect minorities, Gays, Lesbians, Transsexuals and pregnant women, employers will face the challenge of making their workplaces more accessible for disabled individuals as well too.
For those companies who already have protection measures in place to protect minorities of all sexes, ages, races and disabilities not much will need to be done to change what’s already working for them in the workplace.
Easy Things Companies Can Do To Follow the New Laws
1. Review www.equalityhumanrights.com to make sure that they are compliant in every area of their company.
2. Write an open letter to all employees to let them know how the company is complying with the new law and encourage employees to make and changes or recommendations for how diversity can be improved in the workplace.
3. Set up an online feedback form that will enable employees and customers to leave feedback on any changes that are made within the company in a safe and anonymous manner.
4. Reach out to minority organizations that support people of all ages, races, sexes and disabilities to find out what else can be done to protect those individuals in the workplace.