Diversity Definition

GLOSSARY

What does Diversity mean?

Two separate and independent systems that perform the same task so as to reduce the chances of both failing at the same time.

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FCA consultation paper tracker—2017 [Archived]

FCA consultation paper tracker—2017 [Archived] This tracker sets out the consultation papers published by Financial Conduct Authority (FCA) in 2017, along with the publication of any subsequent rules and guidance. For details of FCA consultation papers from other years, see: FCA consultation paper tracker. For details of Prudential Regulation authority (PRA) and Financial Services Authority (FSA) consultation papers, see: • PRA consultation paper tracker • FSA consultation paper tracker [Archived] Topic area Consultation Paper Description Publication date End of consultation period Policy Statement/ Handbook Notice Payment systems and services CP17/44: PSR regulatory fees The Payment Systems Regulator (PSR) and the FCA published a consultation and decision paper setting out their policy decision on the way they will collect PSR regulatory fees in 2018/19 and in subsequent years, and consulting further on the proposed fees allocation method. 15 December 2017 26 January 2018 Handbook Notice 53 (23 March 2018)CP18/8 (23 March 2018) Consumer credit, mortgage and home finance CP17/43: Credit card market study: Persistent debt...

Managing discussion and shareholders' questions—listed company AGMs—checklist

Managing discussion and shareholders' questions—listed company AGMs—checklist This checklist provides guidance on the questions and discussions at Annual General Meetings (AGMs) of listed public companies and AIM companies. It covers legal aspects, corporate governance best practice and practical guidance, as well as tips for the chair and company secretary in preparing for debate and unexpected events at a company's AGM. The chair of the meeting is responsible for managing discussion at the meeting and must do so in an impartial manner. It is the chair’s role to keep discussion under control and to decide when to close discussion on a particular matter once they consider that it has been debated sufficiently and has enabled a range of views to be heard. When the UK was a member of the EU, Directive 2007/36/EC (the Shareholder Rights Directive) codified the right of shareholders to have questions answered at general meetings. The Directive was implemented in the UK by the Companies (Shareholders' Rights) Regulations 2009 which amended Part 13 of the Companies Act...

Measuring the in-house legal team

Measuring the in-house legal team This Practice Note discusses how in-house legal teams can use metrics such as staffing, spend, income and client satisfaction to demonstrate their value. Metrics are a useful tool to increasing self-awareness, implementing strategic improvements, focusing on reducing costs, increasing the influence of your legal function and developing and motivating your team. Why measure? Self-diagnosis Identifying trends and the current state of play, for example, workload, spend and staffing. Implementing strategic improvements Gathering the information you need to build business-wide support for your management strategies, for example:—maintaining headcount—pushing work to the business—outsourcing or insourcing—de-skilling or skilling-up—technology or further investment Focus on reducing costs A true focus on savings means keeping on top of data on costs or income, for example:—monitoring volume of external spend, discounts and rebates under alternative fee arrangements—building a platform from which to work closely with finance and procurement functions to achieve further savings Increasing the influence of your legal function Helping your legal team to become a key influencer...

Workplace culture—SRA action list for law firms

Workplace culture—SRA action list for law firms The Solicitors Regulation Authority (SRA) has increasingly been focusing on issues around culture and wellbeing in the workplace. It has issued guidance on the risks of failing to protect and support colleagues in the workplace environment and conducted a thematic review of workplace culture. This Checklist brings together questions for law firms to ask themselves and suggested actions to take to improve their workplace culture, as identified and recommended by the SRA in its thematic review. For more information on wellbeing, see Practice Note: Protecting staff wellbeing in the workplace environment—law firms. Mental health and challenging stigma Questions to ask yourself Does your firm: • challenge stigma and raise awareness through initiatives such as wellbeing days? • train managers proactively to spot the signs of stress or burnout? • invite colleagues to train as mental health first aiders to support wellbeing? • hold regular one-to-one meetings to facilitate discussions about health and wellbeing? • use risk assessments to monitor risks including the work/clients...

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SRA Code of Conduct for Solicitors, RELs and RFLs—law firms—post-training assessment answers

SRA Code of Conduct for Solicitors, RELs and RFLs—law firms—post-training assessment answers Question Answer 1. Circle all of the SRA Principles. (a) You must act in a way that encourages equality, diversity and inclusion(c) You must act with integrity 2. The SRA Principles only apply to practising solicitors. Is this statement true or false? (b) FalseThe SRA principles apply to all of us in and out of practice 3. The SRA Codes of Conduct must be read with which of the following? (Circle all that apply) (a) SRA Principles(b) The general law 4. The SRA Code of Conduct for Solicitors, RELs and RFLs sets out mandatory outcomes you must achieve supplemented by non-mandatory indicative behaviours. True or false. (b) FalseThe StaRs, including the Code for Solicitors set out the standards of professionalism that the SRA, and the public expect of individuals (solicitors, registered European lawyers and registered foreign lawyers) authorised to provide legal services. Outcomes and indicative behaviours were part of the previous 2011 SRA Code of Conduct, which...

ET3 grounds for resisting claim — discrimination because of pregnancy

ET3 grounds for resisting claim — discrimination because of pregnancy [Insert in para 6.1 of response form ET3:] 1 Paragraph 1 of the Grounds of Claim is admitted. It is admitted the Claimant notified the Respondent of her pregnancy as described in paragraph 2 of the Grounds of Claim and that on [insert date] she commenced a period of absence. According to the medical certificate which she submitted the reason for her absence was [insert details]. 2 It is admitted that the Claimant was dismissed on or about [insert date] but it is denied that she was dismissed because she was pregnant or for any reason connected with her pregnancy-related illness. It is denied that she was not told the reason for her dismissal. She was told that she was being dismissed because her post was redundant. 3 At the date of her dismissal, it was no longer practicable to continue to employ

Dive into our 137 Precedents related to Diversity

Does the limitation period for a claim that a dismissal amounts to direct discrimination run from decision to dismiss or the effective date of termination?

Does the limitation period for a claim that a dismissal amounts to direct discrimination run from decision to dismiss or the effective date of termination? Time limits for direct discrimination claims generally Prohibited conduct claims, including claims of direct discrimination, may not be brought after the end of: • the period of three months starting with the date of the act to which the complaint relates, or • such other period as the employment tribunal thinks just and equitable The time limit is extended to six months for members of the armed forces (except for claims for disability and age discrimination, as the armed forces are exempted from the work provisions of the Equality Act 2010 (EqA 2010) relating to disability and age and so such claims are not relevant). The time limit is subject to any extension which may apply as a result of the need for a prospective claimant to comply with the early conciliation requirement prior to commencing employment tribunal proceedings. The early...

Does an employer have a legal obligation to collect information on the race and ethnicity of new employees?

Does an employer have a legal obligation to collect information on the race and ethnicity of new employees? There is no legal requirement for an employer to collect information (eg by the use of monitoring forms) to find out personal information about its job applicants and their protected characteristics as part of the recruitment process. However, guidance from the Equality and Human Rights Commission (EHRC) suggests that it is good practice for an employer to do so in order to: • see who has applied for the job and who has been selected, in terms of their protected characteristics • then compare who has applied for jobs against the profile of jobseekers in the local community, nationally, in its sector and the profile of employees already in the organisation • if this highlights any groups who are not applying or not getting further on in the recruitment process, then look again at its assessment processes: is it excluding good applicants unnecessarily? See the EHRC Equality Act 2010 guidance...

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Arbitration weekly highlights—12 December 2024

This week's edition of Arbitration weekly highlights includes: a decision from the English Commercial Court concerning whether a clause constituted an arbitration agreement or not, coverage of arbitration-related decisions from Malaysia, Singapore and India and updates from UNCITRAL, LCIA, SIAC, HKIAC, JCAA, ICC, ITA, IEL. and BCLP publishing its 2024 International Arbitration Survey. All this, and more in our weekly highlights.

Public Law weekly highlights—12 December 2024

This week's edition of Public Law weekly highlights includes coverage of the Northern Ireland Assembly's historic vote to give democratic consent to the continued application of articles 5 to 10 of the Windsor Framework for the next four years, and the Cabinet Office’s new and updated guidance for the Procurement Act 2023. Additionally, these highlights cover the recruitment exercise for the UK judge on the European Court of Human Rights, a speech on judicial review by Mr Justice Fordham, and the DBT’s subsidy control assessment guides for public authorities. This edition further includes Brexit hightlights, Brexit SIs, Post-Brexit transition guidance, Constitutional and administrative law, Equality and human rights, Information law and Other Public law news.

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