On Wednesday the Prime Minister Triggered Article 50 which means that the two-year Brexit clock is now ticking.
During this time, Britainwill remain a full member of the EU and from an employment law perspective, its business as usual. This means that there can be no changes to British employment laws derived from EU law, we will still have to comply with new EU laws and colleagues from the European Economic Area will continue to have the right to live and work in Britain. Our future, yet to be negotiated, relationship with the EU will determine what happens after 28 March 2019. Importantly, primary legislation such as the Equality Act 2010, would continue to apply and could only be repealed or altered by primary legislation. This area of employment law is relatively insulated from Brexit.
We will continue to update members and clients on the impact that the emerging employment landscape has on equality, diversity and inclusion, legislation, case law and best practice. We think that one of the biggest inclusion issues for employers relates to the position of colleagues from other parts of Europe and talent retention – please let us know if you need any support on these issues.
Emma Corstorphine, Talent Acquisition Executive at FanDuel
FanDuel is a world-leading online daily fantasy sports company, operating in one of the fastest growing sectors of the sports and entertainment industry.
One of the FanDuel Talent Team’s core focuses this year has been to increase the amount of women in their software engineering division. To this end they have launched a variety of initiatives such as: a Women Returners Programme, women focussed graduate networking evenings, sponsoring Scotland’s largest women in technology event, and working with Skills Development Scotland to put together a best practise guide for Scotland based tech companies who are trying to improve the number of women in the engineering teams.
As a member of Inclusive Employers, FanDuel spent some time looking at their recruitment processes to see if there were any areas which may be causing barriers to women applying: They re-worked their job adverts to ensure there was no Gender Biased language and included working families Scotland: ‘Happy to Talk Flexible Logo’ on all their job adverts to highlight FanDuel’s flexible working policy, they anonymized CVs to reduce the likelihood of unconscious bias, and rolled out Unconscious Bias training at VP and Director level.Read more...
Sarah Broad, Director of Attune Jobs, outlines benefits of flexible working, and shows us how important it has been for her clients who have embraced flexibility.
Bertille, our Senior Inclusion and Diversity Consultant, discusses how biases can affect services and products that we give to our customers, and offers solutions to ensure we can reach a wider customer base.
Disclaimer: The information provided in “Case Law Updates” is for general guidance and does not constitute legal advice. The opinions expressed at or through the newsletter are the opinions of Inclusive Employers and may not reflect the opinions of a lawyer.
Is your Diversity and Inclusion team in need of extra capacity, fresh approaches, additional expertise or someone with credibility to fill a short term gap?
Look no further than Inclusive Employer’s DANDI (Diversity and Inclusion) Interims
National Inclusion Week 2017 takes place between 25th September and 1st October. This year we will be announcing our theme in April.
To prepare for National Inclusion Week 2017 we are hosting two planning sessions in London and Bristol. If you would like a member of the team to host an event during National Inclusion Week in your organisation, please let us know on 020 7803 0689.
Wednesday 19 April
10:00 to 12:00
Data Part 2: Data Analysis
The general equality duty requires ‘public authorities’ and other bodies to have due regard to the need to eliminate discrimination, advance equality of opportunity and foster good relations. This workshop will instruct you how to improve your service through effective data analysis, and explore the practical difficulties and barriers to data analysis.
The focus of this workshop is to provide delegates with a comprehensive working knowledge about Islamic religious and cultural practices, and the workplace. This session will apply your learning in practice when it comes to finding appropriate and balanced solutions to employment issues.
Harnessing the benefits of positive action to improve workforce diversity
If used well, positive action is a key tool to enhance an organisation’s recruitment and diverse staff progression. In this workshop, we will look at the different types of positive action available to organisations and how they can enhance the effectiveness of diverse programmes. We will also review the legality aspects and innovative examples from diverse sectors.