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Diverse means, varied and different, and diversity can relate to age, religious beliefs, culture, physical ability, preferences for food, attitude, sexual orientation, or even just likes and dislikes that are different to your own.

Diversity is about respecting and valuing that each individual is unique and creating an environment where all individuals are accepted, treated and respected equally.

The equality legislation makes a distinction between direct and indirect discrimination. There are a number of “Protected Characteristics” which include an individual’s age, disability, race, religion or belief.

When an individual is treated differently or less favourably than someone else directly because of the religious beliefs they hold or you think they hold, it would be unlawful discrimination under the equality act. This may also apply to an individual being discriminated against due to a relationship or friendship with another individual because of a protected characteristic such as race or sex.

Indirect discrimination can occur when a practice, policy or rule either formal or informal, which applies to everyone, in the same way, has a worse effect or disadvantages individuals who share certain protected characteristics.

Indirect discrimination is not always unlawful, in some cases, an employer or organisation can show that there is an objective justification for the policies.