Blog
Response to menopause and the workplace report
New draft Code of Practice on dismissal and re-engagement
Blue Monday – too blue to work?
Saying farewell to (the idea of) a single enforcement body for employment rights … for now at least!
Diversity and inclusion strategies – shortcomings and solutions
KPMG publishes “Mind the Gap” report on social mobility progression
COVID-19 and unfair dismissal claims
Pension transfer case to be heard in UK courts
Diversity and inclusion: maintaining the momentum
A recent report conducted by the CIPD revealed that only 48% of those 2,009 senior decision-makers surveyed had a freestanding D&I strategy and more than a third of respondents admitted they had no intention of focusing on any D&I areas over the next five years. As a result, the CIPD has outlined seven recommendations to, in its own words, help employers “re-energise their own approach to practice that will support equality, diversity and inclusion in their organisation”. In this blog, we take a closer look at these recommendations and consider the benefits of employers having a diverse and inclusive workforce.