Ensure work is consistent, fair and rewarding for everyone
Suggested Actions
Use documented criteria for comparable decisions and explain the reasons, while allowing relevant individual circumstances to be considered.
Discuss barriers with the individual and consider changes to duties, environment, hours or ways of working that would enable fair participation.
Ask what forms of recognition employees value and make sure recognition is timely, proportionate and available across different roles.
Publish development routes, discuss aspirations during regular conversations and monitor whether opportunities are reaching different parts of the workforce fairly.
Define essential criteria before advertising, ask candidates comparable questions and assess evidence against the requirements of the role.
Resources & Downloads
We believe that maintaining work is not just a means to earning a living but can also play an important role in our wellbeing.
CIPD research has shown that just 28% of UK employers train all interviewers on legal obligations and objective interview practice.
The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society.
This Business in the Community (BITC) toolkit on diversity and inclusion strategy offers advice to businesses on developing an inclusive organisational plan that will achieve goals and objectives, win customer, client and supplier support and gain a competitive edge.
At the CIPD, our ‘Inclusion at work 2022 report’ showed that just 30% of employers say their leaders are completely committed to having an inclusive and diverse workforce.
Equality in the workplace means equal job opportunities and fairness for employees and job applicants.
As an employer, you have legal duties to protect your staff’s health, safety and wellbeing. These responsibilities cover both mental and physical health.
This is where you can watch or listen to our team talking about various topics across employment law, mental health and ED&I.
Understanding your legal responsibilities helps you build fair, inclusive workplaces with confidence.
The Toolkit
Engaging with your employees to increase their awareness of mental health in the workplace is a priority.
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TaskHave a clear plan for mental health across your workplace
Ensure employers establish an inclusive, actionable mental health strategy.
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TaskEstablish fair and inclusive policies and procedures
This action ensures workplace policies are legally compliant, inclusive, and fair.
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TaskDemonstrate your commitment to mental health at work
This action embeds mental health into an organisation’s core identity and leadership agenda.
Help your employees to understand their role in positive mental wellbeing. Help build confidence in your team and reduce stigma.
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TaskProtect people from harm at work
This action proactively safeguards employees by mitigating workplace hazards and misconduct.
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TaskCreate a safe and supportive environment that protects mental health.
This action fosters an open, respectful, and confidential workplace culture.
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TaskSupport flexible ways of working
This action empowers businesses to accommodate the diverse life stages and unexpected needs of their workforce by offering adaptable hours, locations, and transition plans.
Implement a solid approach to prevent bullying & discrimination and use sustainable methods to support employees.
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TaskSupport physical activity for good mental health
This action champions the vital link between movement and mental wellbeing by integrating physical activity directly into the working day.
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TaskSupport self-care for good mental health
This action empowers employees to actively manage their wellbeing by embedding and normalising self-care practices within the working day.
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TaskProvide a variety of mental health support options
This action ensures that employees have immediate access to a diverse ecosystem of mental health resources tailored to their individual preferences and needs.
Get Involved
The Leeds Mindful Employer Network brings local employers together to champion positive mental health at work. The Network is unique to Leeds, putting the city at the forefront of workplace mental health and wellbeing.
Becoming a Mindful Employer opens your business and staff up to a bunch of benefits. From quarterly peer support events to learn and newsletters and bulletins to keep you informed to local training, tools and resources.