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How can I support the different protected characteristics at work?

Age
  • Offer phased retirement options
  • Ensure young people feel supported through mentorship or buddy schemes
  • Implement a menopause policy which enables workers experiencing menopause symptoms to take more breaks and work flexibly.
Disability
  • Understand the Social Model of Disability and work with employees to remove the barriers disabled people face.
  • Review how your organisation supports workplace adjustments for disabled workers
  • Consider the needs of neurodivergent workers [link], which might include accommodating deep-concentration ‘quiet’ spaces
  • When unsure about how to support an employee’s specific needs, seek advice from your local NHS occupational service.
Gender reassignment
  • Provide inclusive facilities – for example, ensure any trans employees can use toilets which align with their gender, or opt for gender-neutral toilets
  • Consider official policy which support trans employees, such as a transitioning at work policy
  • Engage with your local LGBTQ+ networks to find out how you can show greater support for trans employees
  • Implement transgender protection policies which cover support for transitioning at work, including paid time off for any medical absence and guidance for changing pronouns and / or names.
Marriage and civil partnerships
  • Ensure civil partnerships are viewed and respected as equal to marriage unions
  • Consider sexual discrimination training to combat outdated views and perceptions of gender roles in marriage and the workplace.
Maternity
  • Review your maternity policies and ensure necessary risk assessments are undertaken
  • Ensure that line managers understand how to implement the organisation’s maternity, paternity, and parental leave policies
  • Sign the Miscarriage Association’s Pregnancy Loss Pledge to support workers who have suffered from miscarriage
  • Cultivate a culture which encourages uptake of maternity and paternity leave and celebrates work-life balance.
Religion
  • Make sure events are inclusive, including supplying alcohol-free and meat-free (or Halal, Kosher as necessary) options
  • Consider a calendar of religious holidays to support and celebrate diversity
  • Consult employees about any religious needs, including prayer rooms or staff catering.
Race
  • Use data to identify levels of ethnic diversity and recognise and address any barriers which contribute to workplace racial inequality
  • Endorse Race Alliance Wales’ anti-racist manifesto
  • Provide anti-racist training to staff.
Sex
  • Review data to ensure your organisation pays women equally and take steps to address any barriers facing women’s progression
  • Provide training to employees to eradicate sexism
  • Championing flexible working can be particularly helpful for working parents and other people with caring responsibilities at home.
Sexual orientation
  • Provide LGBTQ+ training to all staff

Champion LGBTQ+ equality through leadership allies and LGBTQ+ representation at the top of the organisation.