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Solid leadership and effective equality impact assessment framework are among the strong points of the single equality scheme of the UK's Learning and Skills Council (LSC), based on an independent evaluation. It has been found out that LSC emphasizes equality and diversity practice. How LSC has addressed weaknesses, such as lack of full impact assessments, is explained.

British Gas has reformed its apprenticeship scheme and recruitment material such that employees of all ages can be accommodated. The median age of apprentice engineers increased from 21 to 27. Meanwhile, older staff can reduce working hours or modify work patterns by making 'Lifestyle' contracts available to all employees.

A survey of employers shows that 86 percent have amended employment policies to avoid discrimination on grounds of sexual orientation. Different approaches that espouse career development for lesbian, gay and bisexual employees have also been enforced. Findings on sexual orientation monitoring and religious belief-sexual orientation conflicts are also presented.

Pearson, a UK-based media and education company, has been dedicated to fostering an inclusive workplace by encouraging recruitment and promotions of employees from various ethnic backgrounds. Its Diversity Summer Internship Programme has led to the appointment of around 70 percent of ethnic minority graduates to permanent or temporary posts.

Loop Customer Management Ltd. is using a flexible working arrangement, which has been adopted based on employee requests. Management consulting firm Eden McCallum Ltd. is also into the flex working scheme, which has helped the company attract the staff they needed. Details on the companies' work-life balance programs are presented.

PricewaterhouseCoopers' Women's Leadership Programme was designed to address the disparity of the representation of women as partners in their UK workforce. Male sponsors guided the participants under the program and it had the goal of raising the gender intelligence of the senior sponsors.

Information about Citi's approach to managing maternity, which has delivered an impressive 97% maternity return rate, is presented. The organization's Maternity Transitions program aims to promote a balance between the needs of business, parents, and children. The program can also help in measuring improvements in employee engagement.

Asda was able to address the religion or belief stand of discrimination through comprehensive diversity policies. The company has also introduced comprehensive guidance documents to provide practical advice on religious questions. Information about Asda's flexible working schemes is also presented.

The Isle of Wight Healthcare National Health Service (NHS) trust was able to develop and implement an innovative change program to promote a culture of zero tolerance to harassment and bullying. Reports show that bullying is a persistent problem for the NHS. Information about the trust's performance management system is also presented.

The Women in 'Local Councils - Making a Difference' is a Northern Ireland initiative launched in January 2006 and is designed to promote employment equality. The initiative has since appointed three women chief executives of local councils. There have been no women executives in councils before the initiative's introduction.

Brent Council has implemented a single equality scheme that integrates six diversity strands, namely, belief, race, religion, age, gender, disability and sexuality. The council's equality impact assessments (EIA) scheme helps in meeting legal obligations and local government standard on equality. The council's EIA scheme is explained further.

Pinsent Masons, with the help of Stonewall's Diversity Champions' program, has created a policy on sexual orientation at the workplace. The law firm has also formed a lesbian, gay, and bisexual (LGB) network that would contribute to development of policies and would support LGB staff. The business benefits from Pinsent's sexual orientation policies are also evaluated.

The West Bromwich Building Society believes that promoting a diverse workplace is essential to improving commercial performance. The company is able to meet the language and cultural needs of customers through their recruitment of ethnic employees. The company uses local radio stations to develop their diverse workplace.

The Department for Environment, Food and Rural Affairs (Defra) has introduced improved working programs to meet staff and organizational needs after conducting extensive research and consultations. Defra's work programs include home working and flexible working. Key finding on the examination of Defra's working policies and programs, are presented.

The functions of Learning and Skills Council as specified under the Learning and Skills Act 2000 are discussed. A glimpse of measures taken by the said Council for improving equality in opportunities for different genders, races, and disabled persons, are also discussed.

A study examining the recruitment and diversity management strategies of BP plc is presented.

The innovative measures incorporated by MSN UK, a unit of the global software giant Microsoft as a solution for long hours of working, heavy turnover and burnout of its skilled employees are discussed. MSN introduced new methods for reducing excessive working hours and supported flexible working culture for which it won the Working Families' Employer of the Year Innovation Award and Opportunity Now's New Member Award. The strategies to improve the work-life balance of its employees is paying off as MSN's business has grown by 66% from the time these changes have been implemented.

The diversity strategy of British Council to maintain equality and diversity in human resource practices is examined.

The business diversity strategies employed by British Telecommunications in the wake of proposed age discrimination legislation are examined.

The police department has incorporated the Disability Discrimination Act of 1995, which was executed in 2004. In relation to this, the Greater Manchester Police has accepted and has been following the regulation thereby recruiting disabled people in its department.

The series of measures undertaken at the Royal Mail Service to put an end to the discrimination and harassment at work of its employees is examined in detail. The measures were undertaken following the Equal Opportunities Commission announcement of an investigation into the allegations of harassment of female postal workers in Royal Mail Group plc (RMG).

ASDA has more than 20% of its employees belonging to the over 50 age group in its workplaces. It believes older and more mature employees bring an immense treasure of skills and knowledge to their work. ASDA counts the benefits as a more flexible and better motivated workforce. They are a steadying influence on the younger employees and can share the wealth of their experience with them.

Central Scotland Forest Trust has used the effective implementation of work-life balance policies to improve morale and business performance. The dynamic introduction of flexible working practices have a beneficial impact on company performance and also address different strategic objectives to meet successfully their business objectives.

Two business organizations demonstrated that innovative flexible working benefited their workforce as well as quantifiably improved their business performance. The parents of children aged six and below are given the right to ask their employer for flexible working arrangements.

Niccola Swan stated that Barclays is committed to its diversity hiring policy. This policy is lead by Ms. Swan.

Ford of Britain is ranked fourth in the Race of Opportunity's (RFO) diversity benchmarking survey of private companies. The company plans to have a development process, which would include a systematic equality audit, a company-wide joint management, and introduction of a comprehensive union-backed Dignity at Work policy.

Scottish Executives have announced the creation of a Human Rights Commission for Scotland. An investigation of the equal opportunities issue by a human rights commission, and development of the human rights agenda in Scotland is presented.

An examination of how the Co-Operative Bank's high-profile ethical positioning is translated into action in relation to implementing its comprehensive equal opportunities employment program is presented. This includes regular staff consultation, rigorous target setting, and monitoring, and publication of an annual, independently audited progress report.

Yorkshire Electricity's proactive stance towards its deaf/hard-of-hearing staff and customers has helped the company to reach out to other disabled groups and enhance corporate productivity.

IBM UK & Ireland has implemented a top-down structure of diversity councils to promote equality among gay, lesbian, bisexual and transgender (GLBT) employees. Performance goals and mandatory diversity training are among the measures taken on by the firm to empower GLBT employees. Other GLBT employee empowerment strategies enforced by IBM UK & Ireland are presented.

The BBC created the Journalism Talent Pool (JTP) to promote social and ethnic diversity within the BBC Journalism Group. Aside from making the recruitment of journalists more efficient, JTP advertises in different media, databases, and networks to boost application from black and minority ethnic people. Brief details of JTP's recruitment and assessment processes are given.

Management consultancy Sysdoc has adopted an approach that supports work-life balance to leverage highly skilled consultant who seek a family-supportive employer. Despite the absence of a clear-cut policy on flexible-working, consultants have realized work-life balance and exceeded clients' expectations. Insights into maintaining this balance in light of business needs are given.

The Olympic Delivery Authority's Women into Construction project has boosted women representation in manual trades on the Olympic Park by 2.2 percent, surpassing typical rates in the construction industry. Aside from a jobs brokerage scheme, the project also facilitated outreach work to encourage women to apply for vacancies. The project's other positive action measures are described.

The Real Apprentice program offered by MITTIE provides disabled job applicants free training and work experience with continued financial support. The scheme features and employment audit trail in which apprentices who complete the training but not offered a job leave with proof of a current employment record.

How Enterprise Rent-A-Car developed and enforced a company-wide diversity training program is discussed. The said program instills on the staff how diversity can foster company growth and sustainability. Aside from involving in-house trainers, the said program also brought in external consultants who emphasize the relevance of diversity management.

Suffolk Constabulary has enforced an anti-harassment-and-bullying policy featuring comprehensive measures for both formal and informal resolution of complaints. Wide-ranging support and advice is furnished to the complainant and alleged harasser, and trained mediators assist in resolving conflicts. Other goals under the policy are discussed.

Positive action measures that have been enforced by the Hertfordshire Fire and Rescue Service (HFRS) to realize recruitment targets for women and black and minority ethnic people are described. The HFRS has also been emphasizing representation of the communities being served by the recruits. Meanwhile, case conferences are also used by the HFRS to address particular needs as they arise.

The British Library has tacked religious dress and security concerns, while enforcing religious and belief awareness training for staff. As a result, the staff has been able to address various faith-related requirements, both as library service facilitators and within the workplace. How the British Library has been handling the exhibitions of ancient sacred texts and artifacts is also discussed.

The Omagh District Council in Northern Ireland is using the 'Women in Local Councils - Making a Difference' initiative to promote its Women Redress Advancement in the Public Sector (WRAPS) project. The project has helped increase women's promotions by four times over a two-year period. Other achievements of the WRAPS project are provided.

The recent Downing Street summit on gender and productivity, hosted by the Chancellor of the Exchequer, centered on tackling job segregation and career sexism, in order to eliminate gender pay gap, ease Britain's skills shortages and enhance national competitiveness. The highlights of the summit and the steps being taken by the government to overcome career sexism are overviewed.