Preventing Discrimination for Married and Civil Partner Employees

Here are some essential considerations to prevent discrimination and create an inclusive workspace for employees in marriages and civil partnerships within your games business…

marriage & civil partnerships

Understand the law: Familiarise yourself with the UK Equality Act 2010, which protects individuals from discrimination based on protected characteristics, including marriage and civil partnerships. It is vital to understand the legal obligations and ensure compliance with anti-discrimination laws in all aspects of your business operations.

Revise recruitment practices: Carefully review job advertisements and recruitment materials to ensure they do not contain any language or requirements that could be viewed as discriminatory towards married individuals or those in civil partnerships. During interviews, avoid asking questions about a candidate’s relationship status, focusing instead on their skills, qualifications, and experience.

Implement fair policies: Develop and enforce workplace policies that treat all employees equally, regardless of their marital status or civil partnership. Ensure that policies around benefits, promotions, and training opportunities are equitable and do not disadvantage married employees or those in civil partnerships.

Offer support: Recognise that employees in marriages and civil partnerships may face unique challenges, such as relationship difficulties or bereavement. Provide resources, such as employee assistance programs, to support staff during these challenging times.

Provide diversity and inclusion training: Educate all employees on the importance of diversity and inclusion, including understanding the protected characteristics of marriage and civil partnership. Regular training helps create a more empathetic and respectful work environment.

Encourage open communication: Foster a culture of open communication where employees feel comfortable discussing concerns related to discrimination or unfair treatment. Create channels for reporting incidents confidentially and ensure a fair process for addressing and resolving issues.

Continuously evaluate and improve: Regularly review your company’s policies, practices, and culture to identify areas for improvement in promoting inclusivity for married employees and those in civil partnerships. Seek feedback from staff and implement changes as needed to create a more inclusive work environment.

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Image by Peggy und Marco Lachmann-Anke from Pixabay

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