Registration and coffee
Discrimination: Hints, Tips and Solution-Focused Answers for Employers
Thu 8 June 2017
The Hilton Deansgate 303 Deansgate Manchester M3 4LQ
Answers to 11 Thorny Questions: Directly from 8 of the UK's most sought-after lawyers
This conference is now over
Discrimination: Hints, tips and solution-focused answers for employers
Chaired by: Mark Hammerton of Eversheds Sutherland
Mark is a "skilled lawyer" and adept at providing solutions for HR. His "commitment to quality & commerciality is unremitting". He brings a huge number of cases to the table.
What is expected of you if a disability (such as depression or anxiety) is manifesting itself through low level unfriendliness, attitude or non-team player traits (i.e. the condition is difficult to measure and can't be seen)?
Answered by: Phil Allen of Weightmans
Phil has a real gift for providing straightforward, user-friendly advice on complicated HR problems. He regularly represents employers before the Employment Tribunals.
What do you do with the employee who submits serial grievances of discrimination/harassment/victimisation because of his or her protected characteristic?
What if all the grievances are found to be unsubstantiated?
Answered by: Daniel Northall of Littleton Chambers
Daniel is a "rising star". He recently acted for a national media provider over claims of associative disability discrimination and an NHS trust over sexual harassment and discrimination.
In terms of phased returns, adjusted workload and protected pay, what is the practical solution to employees with a disability such as early onset dementia (diagnosed or undiagnosed); whether they are in their 50s, 60s or 70s?
Answered by: Joanne Holborn of Baines Wilson
Joanne is particularly skilled in health at work issues on which she has advised nationally. She "provides practical advice, not just the theory". She headed the Legal Department for EEF Northern.
In a male dominated working environment, how do you redress the balance and avert indirect discrimination, with reference to flexible working opportunities, access to training, promotion criteria etc.?
Answered by: Sally Hulston of Addleshaw Goddard
Sally is a sought-after commentator for HR matters, appearing frequently in the Press and on TV/Radio. She spent time in-house overseeing the employment function at British Airways and Asda Stores.
What do you do about the inherent fear of dismissing employees who cannot sustain a good level of attendance because of a long-term condition?
What if the employee can not or simply will not engage with you?
Answered by: Paula Cole of Squire Patton Boggs
Paula has unparalled practical knowledge of discrimination law. She acted for a University over claims of discrimination, unfair dismissal and whistleblowing brought by one of its academic staff.
When do well-intentioned managers with an instinct to make life easier for employees with protected characteristics inadvertently take away power and so become discriminatory?
Answered by: Chris Thompson of Gateley
Chris defended an employment business in a complicated claim of unlawful race discrimination brought by an agency worker. He achieves sensational outcomes for his clients.
In a redundancy situation, should you remove associated illnesses from sickness data e.g. headaches/colds from being stressed, broken bones - which could be linked to arthritis etc.?
How far must you go into understanding a disability?
Answered by: Kirsty Macdonald of Law by Design
Kirsty is incredibly clued-up, a great communicator and right at the forefront of legal developments. She led the representation of East Lancashire Hospitals NHS Trust.
Close of conference
** All speaker quotes are taken from Chambers Directory, Who's Who Legal and Legal 500