CIPD conference aims to get under the skin of the diversity agenda

Changes to the Sex Discrimination Act (1975) come into effect today (April 6th) which include an increased employer liability for sexual harassment experienced in the workplace. The amendments, which have been introduced to meet requirements outlined in the EC Equal Treatment Directive, will also extend the right of protection for pregnant women and those on maternity leave.

On 20 May, the Chartered Institute of Personnel and Development (CIPD) hosts its Diversity Conference, at Sofitel St James Hotel, London. The conference will discuss discrimination law and good practice including expert opinion on current legislative proposals.

While diversity and inclusion present both opportunities and challenges to employers, the CIPD has previously criticised the government for failing to simplify discrimination laws which cause so much confusion amongst employers.

The Diversity Conference will set out the case for simplifying existing law as well as discussing in greater detail the content and timing of a simplified discrimination law.

Expert speakers on the day include:

Trevor Phillips, Chair, Equality and Human Rights Commission

Charlotte Sweeney, Head of Diversity and Wellbeing, HBOS
Stevan Rolls, Head of Human Resources, Deloitte

Dianah Worman, CIPD Diversity Adviser says: ìLegislation has functioned as an important lever for change in many organisations, and plays an important role in tacking unfair discrimination but we know employers get confused if they donít understand what the law is trying to achieve.

ìUnderstanding what diversity is and why it is important to business performance is vital. Just fulfilling legal requirements and ticking boxes is not enough. CIPD research shows that it is understanding and acting on the business case that differentiates the leaders and the followers in good diversity practice.

ìWith the prospects of a recession on the horizon, organisations need to get much smarter at implementing diversity strategies which engage employees to contribute to business success. Paradoxically there is a danger that an economic downturn could distract employers from paying attention to the very things that could help them to be more successful in developing a more competitive edge.