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Equality, Diversity and Inclusion

Know your rights when job seeking, and find out about equality, diversity and inclusion in the workplace.

Equality and diversity in the workplace

The Equality Act 2010 is the UK legislation that covers equality and diversity in the workplace. It consolidates previous separate legislation into one act. This is to make the law easier to understand and encourage employers to comply.

The Equality Act lists nine 'protected characteristics'. This means employment discrimination is usually against the law. Employers must therefore treat applicants and employees equally.

The protected characteristics are:

  • age
  • disability
  • gender reassignment
  • marriage or civil partnership
  • pregnancy and maternity
  • race (including colour, nationality, ethnic and national origin)
  • religion or belief
  • sex
  • sexual orientation

Many employers are going beyond legal requirements and promote a diverse workplace.

The following resources offer inspiration, information, and advice in relation to equality, diversity and inclusion (EDI). They help you know your rights about job seeking and equality in the workplace. They also tell you what to do if you have experienced discrimination.

Useful resources about equality, diversity and inclusion in the workplace

Finding a diversity friendly employer

If you are looking for an opportunity, here are our tips on finding diversity friendly employers:

  • research an employer's diversity and inclusion policies. Many employers have published these on their websites. They can give you a good insight into the employer's commitment to diversity and equality
  • employer events and fairs can be a way of finding out if they recruit from diverse backgrounds. Ask about their diversity and inclusion policies
  • talk to people who work for the employer. They can give you an insider's perspective on the company culture and how employees are treated
  • use LinkedIn or Glassdoor to gauge the diversity and work culture of a workplace
  • trust your instincts. If you have a gut feeling that an employer is not diversity friendly, question why. There are many great employers out there. Don't settle for one that doesn't make you feel comfortable
Examples of diversity friendly employers
Diversity and inclusion schemes

These schemes cover most protected characteristics. Check criteria before applying.

  • Bright Network - virtual work experience for all students and graduates. Employers from a diverse range of sectors including not-for-profit, consultancy, finance, and technology
  • Civil Service Fast Stream - run two diversity internships, the Early Diversity Internship and the Summer Diversity Internship
  • Creative Access - creative sector jobs, insight days and internships. Provide guidance and 1-to-1 advice to students who register
  • Forage - virtual work experience with leading employers and organisations
  • GROW Mentoring - a charity aiming to advance social mobility, diversity, and inclusion in the legal profession. Increasing access to law through mentorship and community
  • SEO London - prepare talented students from underrepresented backgrounds for career success. They offer vacancies and bespoke programmes, networking, and insight events
Equality, diversity and inclusion at Newcastle University
Get advice

Age

The Equality Act 2010 made age discrimination, harassment, or victimisation unlawful.

Usually, unless they can prove that there is a legitimate reason, employers cannot set an age limit for jobs. They can say that a graduate scheme is only suitable for those who graduated within the last few years. This means they can set a date range for eligibility. They can't discriminate against mature students. If you've graduated within the number of years they've stated, you are still eligible to apply.

You do not have to put your age or date of birth on your CV and most employers no longer ask for it on application forms. Employers should treat you equally, regardless of age, during the application process. This also applies to you as an employee.

If you are entering the employment market as a mature graduate you have legal protection. In fact, your experience can be an asset during the recruitment process.

More information

Disability, neurodiversity, and mental health

The Equality Act 2010 protects disabled applicants against discrimination during the recruitment process. It also makes disability discrimination unlawful in employment.

The Equality Act covers physical disabilities and mental health conditions. It also includes long term health conditions, specific learning difficulties and neurodiverse conditions.

This entitles you to reasonable adjustments in the recruitment process. Reasonable adjustments reduce or remove obstacles for disabled in the recruitment process. They also apply to the workplace.

You do not have to have a formal diagnosis to ask for a reasonable adjustment. You also don't have to share details of your disability if you prefer not to.

Reasonable adjustments

Reasonable adjustments are changes and modifications made by employers to accommodate disabled applicants. They are also for employees.

These adjustments should ensure that disabled individuals have equal access to employment opportunities. They prevent discrimination on the grounds of disability.

You can ask for a reasonable adjustment at any time in the recruitment process without sharing details of your disability if you choose not to.

Examples of reasonable adjustments in recruitment include:

  • adjustments to the recruitment process. This could be alternative formats or extra time, or interview questions in advance
  • auxiliary aids or services, such as sign language interpreters at interview
  • alternative communication methods such as text relay services or video remote interpreting

Examples of reasonable adjustments in employment include:

  • accessible facilities, such as entrances, toilets, or parking spaces
  • flexible working arrangements or work schedules
  • specialised equipment or assistive technology
  • disability awareness training for staff members

Reasonable adjustments will vary depending on specific circumstances and an individual's needs. Other factors include the size and resources of the organisation or service. Reasonable adjustments do not give disabled candidates an unfair advantage. They are there to ensure that disabled candidates are not disadvantaged.

When to ask for reasonable adjustments

You can ask for reasonable adjustments at any time. For example:

  • during the application process. If you need adjustments you can request them when you apply or when you are invited to interview
  • when you start a job.
  • if your circumstances change. If your disability changes, you might need extra or different reasonable adjustments
  • if difficulties arise. If you are facing challenges in performing your job or experiencing barriers at work

There is no specific time limit for requesting reasonable adjustments. When and if you decide to ask is up to you, but there are people and resources that can help.

More information

Watch our Careers Service online presentations

Sharing information about a disability, neurodivergence or mental health condition

Deciding whether to share a protected characteristic, such as a disability, with an employer (often described as 'disclosure' in employment terms) is your personal choice.

You would only need to share information about a disability if it had health and safety implications for you or your colleagues.

You can ask for a reasonable adjustment at any time in the recruitment process without sharing details of your disability. See above for more on this. 

Benefits of sharing information about a disability, neurodivergence or mental health condition

While you do not have to share information, there can be benefits:

  • the Equality Act 2010 will legally protect you
  • employers must make reasonable adjustments at interview or in the workplace
  • you can control how the employer finds out about your disability and their impression of it
  • you can highlight any skills you have developed because of your disability
  • some employers are part of the Disability Confident scheme. Many employers in this scheme offer a guaranteed interview for disabled applicants. You would still need to meet the essential criteria. Your disability would also need to be mentioned within the Equality Act 2010
  • you may be eligible for help from the Access to Work scheme

Disadvantages of sharing information about a disability, neurodivergence or mental health condition

The Equality Act legally protects you. However, you may still feel that:

  • an employer might discriminate against you
  • a Disability Confident employer might not be interviewing you based on your application
  • you don't want to discuss private information with a stranger
  • an employer might focus on your disability rather than your abilities
  • an employer might think you will cost them extra for specialist equipment or time off

These websites offer advice on when and how to share information about a disability if you choose to.

Careers Service online presentations

These Careers Service presentations discuss sharing information about a disability with an employer. There are insights from Careers Service staff, students, and a graduate recruiter.

More help

You can get free expert advice via our Next Generation Inclusive University partnership with EmployAbility

The Careers Service can talk to you about a disability, neurodivergence or mental health condition.

Support and advice from the Careers Service
  • we can organise extra support, such as longer one-to-one sessions for disabled students. Please if you need materials in other formats, or adjustments to access our resources
  • we advertise opportunities and events specifically for disabled students
  • you can convert our documents into alternative formats using SensusAccess
  • on campus are in accessible venues. If you have any questions or specific requirements, please
  • you can also get free expert advice via our Next Generation Inclusive University partnership with EmployAbility

See our for more details of what we offer.

EmployAbility

EmployAbility are a not for profit organisation. They offer and charge employers for consultancy services. This means that they can provide free support to further the rights of disabled people.

You can use them as well as the services you can get from the Careers Service

They support neurodivergent and disabled students and students with a mental health condition. You do not need to have an official diagnosis to access them. They also help graduates. You can ask them if you aren't sure if you are eligible. 

EmployAbility:

  • can provide you with personalised advice and support. They give advice about your rights and adjustments for recruitment and the workplace
  • can support you with your application
  • will advocate for you with an employer to ensure you receive the right adjustments
  • work with inclusive employer partners, running first year, internship and graduate programmes
  • have vacation schemes and training contract opportunities
  • offer employer insight days, networking events and skills workshops

Register with EmployAbility to access their services.

Disability and neurodiversity friendly recruiters

We have information below about employers who state they are disability and/or neurodiversity friendly.

Disability friendly recruiters

Neurodiversity friendly recruiters

Useful resources

The resources below offer more advice and information on disability and neurodiversity in relation to careers.

Useful resources for disabled applicants

Useful resources for neurodivergent applicants

Autism specific resources

 

Get free expert advice on reasonable adjustments via our Next Generation Inclusive University partnership with EmployAbility.

See more about EmployAbility and what they offer above.

You can discuss asking for reasonable adjustments with a careers consultant.

Book an appointment

Gender

Discrimination, harassment, or victimisation because of a person’s sex is unlawful. The Equality Act 2010 covers this and applies to both females and males.

Gender reassignment or sexual orientation are in a separate section of the act, under LGBTQ+.

There are a few exceptions where the sex of the candidate is an occupational requirement. This would be in the job specification.

Gender and positive action recruitment initiatives

Your gender will not affect the graduate employers you can apply to. However, there are still sectors dominated by certain genders. Some employers take part in positive action recruitment initiatives. These address gender-related underrepresentation in their industries. They include awards, internships, and insight programmes.

Examples include:

More information

LGBTQ+

Employers cannot lawfully discriminate against anyone who identifies as LGBTQ+. It’s your decision if you want to share your sexual orientation to an employer. The Equality Act 2010 means if you do want to share your sexual orientation, you are legally protected.

An employer can't discriminate if you have the protected characteristic of gender reassignment. A wide range of people identify as trans. The Equality Act protects you if you have proposed, started, or completed a process to change your sex.

This applies during the application process as well as when you are in the workplace.

LGBTQ+ friendly employers

Many employers recognise the benefits of recruiting a diverse workforce. Some run programmes, internships and insight days designed for LGBTQ+ students and graduates.

The following sites feature employers who encourage applications from LGBTQ+ students and graduates:

More information

Race and ethnicity

The Equality Act 2010 made it illegal for an employer to discriminate because of race or ethnicity. The Act protects you from direct or indirect discrimination and from harassment or victimisation based on your race.

More information

Race and ethnic diversity committed employers

Many employers commit to creating a diverse workplace.

These resources list graduate employers that have signed up to specific race diversity initiatives.

Race and ethnicity and positive action recruitment initiatives

Some employers take part in positive action recruitment initiatives. These address underrepresentation in their industries. They include awards, internships, and insight programmes.

Examples include:

Legal profession specific

The legal sector has several diversity programmes, including:

Religion and belief

It is not lawful for an employer to discriminate against you because of your religion or belief. This is due to the Equality Act 2010.

The law protects not only those who have a recognised religion. It also covers beliefs like agnosticism, atheism, pacifism, veganism, and humanism.

Employers committed to religious diversity

These resources list employers who have committed to diversity and inclusion:

More information

Social mobility

Social mobility is the link between a person's income and occupation and that of their parents.

Socio-economic inclusion helps people to get on through their own talents and skills. It’s about making sure that people can use their talents and efforts to succeed. It ensures they aren’t held back by invisible barriers. The same career opportunities should be open to you if you come from a lower income household. It applies if you were the first in your family to attend university and/or in receipt of a means tested grant.

Social mobility is becoming high on the agenda for graduate recruiters. Many employers are now choosing to record the social background of applicants. They want a more diverse workforce and the benefits that brings.

Employers committed to social mobility

The following list employers dedicated to creating a socially diverse workforce:

In some professions there are schemes in place to offer opportunities, support and funding for students from certain socio-economic backgrounds.

Examples include:

Social mobility at Newcastle University

Resources specific to students at Newcastle University include:

  • - supports Newcastle University students and recent graduate with their career development. Use this bursary to enhance your skills and experience, access or create opportunities. You can also explore starting a business or self-employment. Applicants who meet the criteria can apply for a bursary of up to £250 to support with the costs of job relocation
  • 93% Club Newcastle at Newcastle University Students Union. This student led society is part of a national award-winning foundation that supports state educated university students. They run career insight sessions, employability sessions and networking sessions
More information
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