• Ensure that all line managers, supervisors and those responsible for recruitment are familiar with the organisation’s policy and procedure on equal opportunities, including the duty to make reasonable adjustments for disabled employees.

  • Take steps to ensure no victimisation takes place when an employee has raised a complaint about alleged discrimination in the workplace.

  • Review from time to time whether any occupational requirement applied to a particular job is still valid.

  • Consider whether any type of positive action is appropriate if people with a particular protected characteristic are under-represented in the organisation as a whole or in a particular part of it.

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