TBC: Equity, Diversity and Inclusion

This is a dedicated online resource  bringing together advice and guidance for members, employers and others. This covers our own research, guidance and advice, as well as external sources of information and advice.  This focuses on issues which we know from our research  affect our members in the workplace and also where we can support employers, rather than covering each protected characteristic under the Equality Act 2010. 

The Standards of Conduct for our members also covers diversity: Rule B1.15 sets out obligations on members as individuals and as managers or supervisors.

Here you can find out more about our work with the profession, locate advice and information and be signposted to external advice in the following areas:

• Gender equality
• Race and ethnicity
• Disability and accessibility
• Flexible working
• LGBTQ+
• Bullying and harassment

A summary of our current aims and progress can be seen here: Building a more inclusive profession

You can also find information about how we act as an employer, our EDI Working Group and more in our About Us section.

Equality, diversity and inclusion are often used interchangebly, but what do they mean?

Equality

Equality is about ensuring that every individual has an equal opportunity to make the most of their lives and talents.

The Equality Act 2010 sets out legal protections across the protected characteristics of: race, sex, sexual orientation, gender reassignment, pregnancy and maternity, marital status, religion and belief, disability, and age.

Diversity

Diversity is the range of human differences, including but not limited to race, ethnicity, gender, gender identity, sexual orientation, age, social class, physical ability or attributes, religious or ethical values system, national origin, and political beliefs.

Inclusion

Inclusion is where people’s differences are valued and used to enable everyone to thrive at work. An inclusive working environment is one in which everyone feels that they belong without having to conform, that their contribution matters and they are able to perform to their full potential, no matter their background, identity or circumstances.

Underpinning Rule B 1:15 Diversity

• Research Archive for anything older than POP 18- or can put individual research projects under the specific heading above
• Fair Access to the profession and Lawscot Foundation

We are keen to showcase the lived experiences of our members in a variety of ways. if you have an interesting story to tell that could inspire or help others, please get in touch with the team at diversity@lawscot.org.uk.