At AEA we understand the need for and the desirability of greater inclusion and diversity in organisations and we also understand the need for parity with other organisations. However, in order to protect operations, policies and practices must align with the law.
Apart from the incorrect guidance from official sources referred to in What We Do and our Equality Matters booklet, a recent legal case – Forstater v CGD – confirmed that ‘gender critical’ beliefs are included in the 2010 Equality Act protected characteristic ‘Religion or belief’. Core gender critical beliefs are that sex is biological, dimorphic and immutable.The Judgement also affirmed that ‘gender theory’ belief and lack of belief are also included in the same protected characteristic.
The implications of the Forstater case are wide-ranging, in service-provision and in the workplace. Not only are there ramifications for pronouns and lanyards, the judgment impacts on work-relations and also bring facilities in the workplace into scope.
Fairly balancing the conflicting rights of protected characteristics has become even more complex and risks for organisations are significantly greater.
In order to avoid disharmony and potential litigation, a review of policies and practices would be prudent.
AEA has appraised the policies of household-name organisations and provided impartial assessment of risk.
We can do the same for your organisation.
AEA policy appraisal
In strictest confidence, AEA will:
- scrutinise your EDI policies and practices for legal exposure and other risks
- provide an impartial, objective and comprehensive written report
- highlight elements to be changed in order to bring policies and practices within the law
- suggest mitigatory measures for other types of risk
Comment from clients
“Constructive information to take back to colleagues.”
“AEA left no stone unturned and tackled the difficult issues head-on. The expert knowledge of the Equality Act 2010 was clear and helped to dispel many myths that currently exist, while explaining what exemptions apply and how these should be used. AEA provided balanced recommendations in a non-judgemental and helpful way and steered us into a more informed position.”
“AEA provided a detailed, informative, insightful, thorough and well referenced report.”
“Overall, a brilliant experience from someone who knows the subject, professional, good humoured and a pleasure to work with.”
“It was a pleasure to work with Ann Sinnott/AEA and obtain some much-needed advice on an issue that has become both sensitive and complex in recent years. Ann took the time to get to know the business and the issues that affected us, she was thoughtful and asked insightful questions throughout our work together to really understand the reality of our situation. She took the time to understand the previous advice we had received from other parties and she set us on the right track by explaining clearly and informatively where we could run into trouble and how we should prioritise remedying the situation.”
“Thanks for the very informative and comprehensive session on equality law today. Lots to think about in terms of how we balance everyone’s needs.”
“Very informative. Illuminating info – especially on the law.”