IDS Diversity at Work is a monthly journal and online service providing high quality information and analysis on workplace diversity, equal opportunities and discrimination law.

The service gives you all the information you need to benchmark your diversity policies against those of other employers, as well as keeping you up-to-date with the latest legal issues. It will also help you to carry out equal pay reviews, and to build or strengthen your diversity training programmes.

IDS Diversity at Work enables you to:

• avoid disputes and employment tribunals
• improve your public profile as an employer of choice
• win the productivity gains that can come from good employee relations

You’ll also have access to the IDS Diversity at Work online service, giving you a fully searchable archive of previous research as well as:

• guidance on employers' legal obligations
• full text of discrimination Acts and Statutory Instruments, provided by Westlaw UK
• Statutory Codes of Practice

Please select an option from the list below:

In the latest issue:

Workplace nurseries
The provision of workplace nursery places can have benefits for employees and employers alike. By helping staff manage their childcare arrangements, employers can retain employees - particularly women deciding whether or not to return to work after maternity leave. Opening a workplace nursery can also reinforce a company's reputation as a family-friendly or equal opportunities employer, which can in turn attract job applicants. We look at the typical operating hours of workplace nurseries, the number of places and ages catered for, allocation policies and charging structures. We also provide details of the workplace nurseries at 16 public, private and voluntary sector organisations.

GBP6.6 million compensation for unlawful discrimination
Total compensation awarded for unlawful discrimination amounted to just over GBP6.6 million in 2008/09 - around GBP2 million more than in the previous year, according to the latest statistics from the Tribunals Service. At the end of the year, three in ten claims to employment tribunals were for unlawful discrimination or equal pay, and claims for most types of discrimination increased - by almost 30% in the case of age discrimination. However, sex discrimination claims fell by 31% and claims for equal pay appear to have peaked, with the number of claims down by 27% from a record high.

Default retirement age is lawful
R (on the application of Age UK) v Secretary of State for Business, Innovation and Skills and ors - The High Court holds that the United Kingdom's default retirement age under the Employment Equality (Age) Regulations 2006 is lawful and employers are entitled to retire staff at the age of 65. A challenge to the lawfulness of Reg 3 under the Regulations, which allows employers to objectively justify direct age discrimination, is also rejected.

Equal pay time limits following a TUPE transfer
Gutridge and ors v Sodexo and anor - The Court of Appeal holds that equal pay claims which arose prior to a TUPE transfer must be brought against the transferee within six months of the date of the transfer. However, following the transfer, such claims in respect of the period of employment with the transferee could be brought at any time within six months of the end of employment with the transferee.
 

Plus News and Employment Tribunal reports