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- Consider sexual discrimination training to combat outdated views and perceptions of gender roles in marriage and the workplace.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.