We so often hear that discrimination is not tolerated but if you really challenge yourself, can you be confident that’s the case? Here’s what a tribunal will expect:
Evidence – if you’re going to inform a tribunal that you take a zero-tolerance approach to discrimination, they’ll expect you have evidence to prove that’s the case.
Consistency is key – failing to deal with discrimination in one case but then dismissing in the next – you’re likely to find yourself on the wrong side of an unfair dismissal claim at best.
One step at a time – establish the facts as well as you can, be clear on the approach that you’ll take in particular scenarios by calling out the penalties in your inclusion and diversity policy, and follow through on every occasion. Failure to do so leads to inconsistency, claims, and cultural challenge.
Get in touch if you need our advice or support in ensuring a zero-tolerance approach to discrimination.
This update is accurate on the date it was published (11 February 2022), but may be subject to change which may or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.
