The document outlines the importance of diversity in the workplace, emphasizing its benefits such as increased innovation and a broader customer base. It discusses legal considerations, strategies for improving diversity, and best practices for recruitment and age management, along with real-life examples and case studies. The content is structured to provide guidance on fostering an inclusive environment while ensuring compliance with evolving legal frameworks like the Equality Act.

1. Diversity by Fluid April 2010

2. Page 2Contents3-4 Introduction to Fluid5-6 Why is diversity important?7-8 Legal considerations9-11 Improving diversity 12-13 Exercise A14-16 Ethnic minorities17-18 Hiring refugees19-22 Managing age diversity23-25 Recruitment and selection26-28 Positive action29-30 Driving the diversity agenda31-32 Monitoring equality compliance33-34Takeovers35-39 Equality Act40-43 Real-life example44-46 Good practice checklist 47-50 Case studies51-52 Exercise B53-54 Conclusion and questions

3. Page 3Introduction

4. Page 4Introduction to FluidFluid Consulting Limited (Fluid) is a specialist human resources consultancy headed by Tim Holden MCIPD 10 years in banking10 years in Human Resources consultancyFluid trading since 2006The core services provided by Fluid are:Retention

5. Selection- Attraction- Remuneration & Reward - Outplacement- Training & HR consultancy

6. Page 5Why is diversity important?

7. Page 6Why is diversity important?A diverse team will bring different talents to the workplace

8. An increase in innovation is known to be a result of a diverse workforce

9. As information spreads via technology at breakneck speed, a negative public image can be very damaging to an organisation

10. A diverse workforce is likely to attract a wider customer base, have the ability to recognise new potential markets and provide a better and more tailored servicePage 7Legal considerations

11. Page 8Legal considerationsLegislation

12. Types of discrimination

13. Direct discrimination

14. Harassment and segregation

15. Indirect discrimination

16. Victimisation

17. Genuine Occupational Requirement

18. Cost of discriminationPage 9Improving diversity

19. Page 10Improving diversity 1 of 2 Comply or else

20. Think opportunity

21. Make your own business case

22. Measure it

23. Get out of your box

24. Be holistic

25. Share responsibilityPage 11Improving diversity 2 of 2 Get the boss involved

26. We are the champions

27. Tick boxes

28. Put yourself about

29. Forget old boys…

30. …Get ‘em young instead

31. Know what’s coming

32. Group effort

33. Model employees

34. Keep goingPage 12Exercise A

35. Page 13Exercise A

36. Page 14Ethnic minorities

37. Page 15Ethnic minorities 1 of 2BUILDING LINKS WITH THE COMMUNITY

38. Visit schools and talk to young people

39. Tell communities and families about the careers on offer

40. Encourage suitable role models

41. Build links with ‘new’ universities and colleges

42. Publicise professional opportunities in the older industries

43. Offer work experience opportunities as a marketing tool

44. Tackle employment barriers faced by women and lone parents

45. Deal sensitively with job enquiries

46. Be willing to deal with stigmas

47. Find out what people think of your organisationPage 16Ethnic minorities 2 of 2DEVELOPING AN ETHNIC MINORITY WORKFORCE

48. Devise structured training and development plans for all employees

49. Identify work-related courses and training that are not necessarily academic in approach or delivery

50. Explore a partnership approach

51. Use mentoring, coaching and job placements

52. Incentives

53. Address local and wider barriers to trainingPage 17Hiring refugees

54. Page 18Hiring refugeesWork placements/work trials