• Run awareness raising work with Advisory Conciliation and Arbitration Service (Acas), Equality and Human Rights Committee (EHRC) and employers • Commission a survey to gather regular data on the prevalence of sexual harassment • Consult on non-disclosure agreements • Consult on the evidence base for a new legal duty on employers to prevent sexual harassment in the workplace • Consult on strengthening and clarifying the laws on third party harassment in the workplace • Consult on whether further legal protections are required for interns and volunteers • Consult to explore the evidence for extending employment tribunal time limits for Equality Act 2010 cases • Ensure the public sector takes action to tackle and prevent sexual harassment • Work with regulators for whom sexual harassment is particularly relevant to ensure they are taking appropriate action • Consider whether further learnings can be taken from the criminal justice system to use in the employment tribunal system, to ensure vulnerable claimants have appropriate protection • Check that the list of organisations who can receive ‘whistleblowing’ information includes the right bodies
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Tackling the disability employment gap 16 January 2019
Over half of workplaces are missing out because they are excluding disabled talent. According to Disability Sport there are over 11 million people with disability in the UK and less than 8% of disabilities require the use of a wheelchair.
Disabled people have amazing skills and experience, and have valuable qualities that your organisation needs – you could get a competitive edge in business. Over 10,000 small to large businesses are now signed up to the Government’s Disability Confident scheme. The costs to your business of not holding on to staff can be considerable – for example, loss of productivity when the employee leaves, and admin costs associated with recruitment and training of new staff. Replacing a single member of staff costs more than £30,000. Most of that cost is through loss of productivity in getting a new recruit up to speed (28 weeks on average).
Over a year, ACAS estimates the total costs combined is £4.13 billion.
Businesses are also missing out on the spending power of disabled people and their families, which is estimated at £249 billion a year. This figure is often referred to as the Purple Pound. As the population ages and the number of disabled people increases, this figure will only rise.
The Disability Confident scheme supports employers to make the most of the talents disabled people can bring to the workplace.
The scheme helps you think differently about disability and to take action to improve how you recruit, retain and develop disabled employees. It’s free to sign up, with immediate access to resources, guidance and best practice. You’ll be given a certificate and badge to promote the scheme and for use on social media and/or your website, so you can stand out in the marketplace.
You can start your journey as a Disability Confident ‘Committed’ employer by signing up to 5 commitments:
• Ensuring your recruitment processes are inclusive and accessible • Communicating and promoting vacancies via a range of channels • Offering an interview to a disabled person if they meet the minimum criteria • Anticipating and providing reasonable adjustments as required
The Chartered Institute of Payroll Professionals
Payroll: need to know
cipp.org.uk
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