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 unfairly because of who they are. The Equality Act 2010 protects you 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:
- gender reassignment
- being married or in a civil partnership
- being pregnant or on maternity leave
- race (including colour, nationality, ethnic and national origin)
- religion or belief
- sexual orientation
These are called 'protected characteristics'.
Asking for reasonable adjustments
If you need us to make certain changes (known as reasonable adjustments) to make sure you're not disadvantaged during the recruitment process, you should contact us as soon as possible. Email our recruitment team at email@example.com.
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 report gives an update on the progress we've made on equality, diversity and inclusion. The report helps us to:
- understand whether we're providing equality and opportunity for all our employees
- look at ways to improve data collection and data quality
Gender pay gap report
We publish a report each year showing how large the pay gap is between our male and female employees.
How we plan to close our gender pay gap
We publish a report each year which explains:
- our approach to bonus pay
- the reasons for pay gap changes
- what we're doing to close the gender pay gap
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 advocate.
Our work promoting equality and eliminating discrimination has been recognised by various organisations.
Disability Confident scheme
In November 2017, we achieved level 3 of the Department for Work and Pensions' Disability Confident scheme. The scheme encourages employers to think differently about disability and make the most of the skills disabled people can bring to work.
Best Employers for Race listing
In 2018, we were recognised as one of 70 employers in the Business in the Community's Best Employers for Race listing.
Employers Network for Equality and Inclusion
In July 2019, we were named as the best public sector employer by the Employers Network for Equality and Inclusion. We received awards for our work on our gender pay gap and Disability Confident scheme.
Research and commentary
We have a wide variety of publications and commentary about good practice on equality issues, including sexual harassment, managing older workers, dress codes and neurodiversity.