How will organisations know if they are discriminating inadvertently?
Individual staff, or their trade union, will generally tell managers, particularly if managers are able to create a culture where staff feel comfortable in sharing such information. It can be helpful for organisations to have a designated individual to whom people can go in confidence. It is a good idea for management teams, staff representatives or a specially convened group of employees to think through and test whether any organisational policies and procedures impact on people’s religion or belief, or discriminate on any other grounds such as • disability • sexual orientation • sex or race • age Organisations should consider carefully whether they are inadvertently discriminating indirectly.
