At Acas we value equality, diversity and inclusion. We create equal opportunities and develop good working relationships between different people. We make every effort to eliminate discrimination.
Discrimination means treating someone less favourably because of who they are. The Equality Act 2010 protects people from discrimination at work.
If you're applying to work at Acas
Our recruitment and selection processes are fair and we do not discriminate against candidates.
You will not be discriminated against for any of the following reasons:
- age
- disability
- gender reassignment
- marriage and civil partnership
- pregnancy and maternity
- race
- religion or belief
- sex
- sexual orientation
These are called 'protected characteristics'.
Find out more about discrimination at work
Asking for reasonable adjustments
If you need us to make reasonable adjustments during the recruitment process, contact us as soon as possible. Email hrrecruitment@acas.org.uk
Find out more about reasonable adjustments
Our equality objectives
Under the Equality Act 2010, public authorities such as Acas must meet the public sector equality duty. We do this by looking at employees' needs across our services.
We have a specific duty under the Equality Act 2010 to set equality objectives.
Our equality objectives are to:
- influence equality, diversity and inclusion at work, through our services and in partnership with organisations across Britain
- provide services that are accessible and effective for those who need to use them
- be an organisation that fully reflects the diversity of the communities that we serve
Equality information report
Our equality information reports give an update on the progress we've made on equality, diversity and inclusion. The reports help us to:
- understand whether we're providing equality and opportunity for all our employees
- look at ways to improve data collection and data quality
Read our equality information reports
Gender pay gap report
We publish a report each year showing the pay gap between women and men who work at Acas.
Our gender pay gap reports explain:
- our approach to bonus pay
- the reasons for pay gap changes
- what we're doing to close the gender pay gap
Read our gender pay gap reports
Ethnicity pay gap report
We publish an ethnicity pay gap report each year.
There's no legal requirement for this but it helps us to:
- identify any pay disparities among different ethnic groups within Acas
- get insights into the factors contributing to the pay gap
- take measures to address the pay gap
Read our ethnicity pay gap reports
Staff support networks
Our staff support networks provide training and advice. They also run events to promote equality and keep staff aware of how to respond to differing needs.
We support the following staff networks:
- Disability and You Network
- LGBTI+ and Allies Network
- Race Equality Network
- Women's Network
These networks are supported by the Diversity and Inclusion team, the Diversity and Inclusion Forum and the Acas Diversity Board sponsor.
Disability Confident Leader
Since 2017, we've been a Disability Confident Leader under the government's Disability Confident employer scheme. Our status was renewed in 2025.
The scheme encourages employers to think differently about disability and make the most of the skills disabled people can bring to work.
Research and commentary
We have a wide variety of publications and commentary about good practice on equality issues. This includes sexual harassment, managing older workers, dress codes and neurodiversity.