![]() ![]() This factsheet explores what workplace equality inclusion and diversity (EDI) means, and how an effective strategy is essential to an organisation’s business objectives. Things to consider include: accent, age, caring responsibilities, colour, culture, visible and invisible disability, gender identity and expression, mental health, neurodiversity, physical appearance, political opinion, pregnancy and maternity/paternity and family status and socio-economic circumstances, amongst other personal characteristics and experiences. However, an effective EDI strategy should go beyond legal compliance and take an intersectional approach to EDI, which will add value to an organisation, contribute to the wellbeing and equality of outcomes and impact on all employees. Whilst legal frameworks vary across different countries, in the UK the Equality Act 2010 provides legal protection for nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. ![]() ![]() It’s about creating working environments and cultures where every individual can feel safe and a sense of belonging, and is empowered to achieve their full potential. Promoting and delivering EDI in the workplace is an essential aspect of good people management. ![]()
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