Whilst areport from the Department for businessinnovation and skills (2013) suggests that organisation with higher diversity,experience faster growth and profits. Comparatively, a recent survey of 10,000people has shown that 67% of those interviewed would accept a job on less payif the organisation was perceived as more ethical (Cone, 2015). In contrast, 119,000tribunal claims were filed in the U.K.
between July and September 2017, whichis the highest rise in four years equating to 64% (Ministry of Justice, 2017). According to Martin Fraser Lawyers (2016), thecompensation 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 increasestress (Taylor and Turner, 2002) and reduceretention (Sheridan, 1992). A recent reportsuggests the combined costs of replacing an employee, including lost productivityand management time is £30,614 (HR Review, 2014). Which equates to a lossof £4.
13 billion pounds per year across all U.K. employers (HR Review, 2014).
Comparatively, stress is currently the highest cause of long-term absence inthe U.K. costing employers an average of £522.
00 per year for each employee (CIPD, 2016). Whilst the EqualityAct 2010, requires employers to protect specified groups of employees from unlawfuldiscrimination (Acas, 2017a). In addition, the Healthand safety at work Act 1974 requires employers to protect all employees’ health (HSWA, 1974). Furthermore,the Law Society’s solicitor’s regulation authority Code of conduct 2011 (SRA , 2018). States that equalityof opportunity and diversity must be encouraged in law firms and unlawfuldiscrimination should be prevented (SRA, 2018).Failure to comply with these regulations can result in fines, restriction or removalof the company’s practicing licence (SRA, 2018b).