December 2024
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This conference examined next steps for policy and organisational practice in improving equality in the workplace.
Bringing together stakeholders, policymakers and regulators, it was an opportunity to discuss the future direction of the Government’s policy on workers’ rights, workplace equality, and practical plans for tackling inequalities based on gender, race and disability.
Delegates examined provisions in the Draft Equality (Race and Disability) Bill, including the extension of pay gap reporting and equal pay rights which aim to protect workers from discrimination based on race and disability.
They examined potential issues around implementation, including planned measures for strengthening the legal duty to create working conditions which protect employees from harassment, and enshrining in law the full right to equal pay for disabled people and those from minority ethnic backgrounds.
We expected discussion on practicalities and latest developments in best practice, such as the setting up of frameworks to enable compliance on data reporting and protection from third-party harassment, alongside action plans to address pay gaps, particularly in organisations with complex pay structures or reliance on outsourcing. Priorities for engagement and information for employees to enable them to understand their rights were also discussed, including around dual discrimination.
Those attending also looked at priorities for the Office for Equality and Opportunity, recently established in the Cabinet Office, and its role in coordinating equality policy to address disparities relating to ethnicity, ability and gender, and ensuring the protection of LGBT+ rights, as well as the recent appointment of Mariella Frostrup as UK Menopause Employment Ambassador. We also expected delegates to consider the new legal duty under the Equality Act 2010 requiring employers to take steps to anticipate and prevent sexual harassment.
We expected further discussion on how the Draft Equality (Race and Disability) Bill relates to wider legislation, such as the Employment Rights Bill which seeks to promote development of more inclusive workplaces that accommodate employees with diverse needs. Delegates discussed what will be needed from policy, regulation and best practice to lift barriers to workplace participation and reduce job insecurity for disproportionately affected groups, such as women, young people, those with disabilities and those with parental or caregiving responsibilities.
Delegates were also expected to consider the role of trade unions and dedicated equalities representatives in the workplace, as well as coordination between employers, worker representatives, the education sector and local authorities to create broader strategies for fostering diverse talent pipelines, improving access to education and training, and reducing systemic barriers to career advancement.
The agenda also looked at the future of the socio-economic duty designed to address disparities resulting from economic and social factors, which was introduced in the Equality Act 2010 but not implemented in England. With the duty having been supported by the Labour Party in opposition, delegates discussed implementation in the UK nations and prospects for wider roll out, along with implications for public bodies and practicalities of enforcement.
Overall, areas for discussion included:
- Draft Equality (Race and Disability) Bill: assessing key provisions - extension of pay gap reporting - strengthening legal duties of employers - priorities for implementation
- Office for Equality and Opportunity: role and remit - coordinating equality policy - addressing disparities across ethnicity, ability and gender - ensuring LGBT+ rights
- Employment Rights Bill: aligning policies across legislative initiatives - promoting inclusive workplaces - accommodating diverse needs
- pay gap reporting: practicalities and compliance - frameworks for data reporting - addressing pay gaps in complex organisations
- harassment protection: creating safe working conditions - protection from third-party harassment - frameworks for compliance
- implementation challenges: issues in organisations with complex pay structures or reliance on outsourcing - potential impacts on employers of varying scales
- reducing systemic barriers: addressing intersectional challenges - customised policy and regulatory frameworks - promoting career advancement
- employee engagement: empowerment and supporting understanding of new rights - issues around dual discrimination - priorities for information and support
- trade unions: equalities representatives and their roles in support and advocacy - integration into HR structures - applicability in non-unionised workplaces
- stakeholder coordination: strategies for fostering diverse talent - improving access to education and training - collaboration among employers, worker representatives and local authorities
All delegates were able to contribute to the output of the conference, which will be shared with parliamentary, ministerial, departmental and regulatory offices, and more widely. This includes the full proceedings and additional articles submitted by delegates. As well as key stakeholders, those that attended include officials from DWP; DBT; DHSC; DfE; DfE, NI; DSIT; HMRC; DfT; DESNZ; HMPPS; MHCLG; MoJ; Home Office; the Welsh Government; and The Scottish Government.
