report from the Department for business
innovation and skills (2013) suggests that organisation with higher diversity,
experience faster growth and profits. Comparatively, a recent survey of 10,000
people has shown that 67% of those interviewed would accept a job on less pay
if the organisation was perceived as more ethical (Cone, 2015). In contrast, 119,000
tribunal claims were filed in the U.K. between July and September 2017, which
is the highest rise in four years equating to 64% (Ministry of Justice, 2017). According to Martin Fraser Lawyers (2016), the
compensation for particular types of discrimination has included £20,192
(sexual orientation), £19,647 (Religion). In addition, £9,025 (Age), £21,729 (Disability), £14,185
(Race) and £85,622 (Gender) (Martin Fraser Lawyers, 2016).
Whilst it has been shown that discrimination can increase
stress (Taylor and Turner, 2002) and reduce
retention (Sheridan, 1992). A recent report
suggests the combined costs of replacing an employee, including lost productivity
and management time is £30,614 (HR Review, 2014). Which equates to a loss
of £4.13 billion pounds per year across all U.K. employers (HR Review,
Comparatively, stress is currently the highest cause of long-term absence in
the U.K. costing employers an average of £522.00 per year for each employee (CIPD, 2016). Whilst the Equality
Act 2010, requires employers to protect specified groups of employees from unlawful
discrimination (Acas, 2017a). In addition, the Health
and safety at work Act 1974 requires employers to protect all employees’ health (HSWA, 1974).
the Law Society’s solicitor’s regulation authority Code of conduct 2011 (SRA , 2018). States that equality
of opportunity and diversity must be encouraged in law firms and unlawful
discrimination should be prevented (SRA, 2018).
Failure to comply with these regulations can result in fines, restriction or removal
of the company’s practicing licence (SRA, 2018b).