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Strategies that have been enforced by the Tower Hamlets Council to address religion and belief in the workplace are investigated. The Tower Hamlets Council is deemed to be one of the most religiously diverse workplaces in the UK, with more than 80 percent of its residents believing they have a religious belief. It maintains equal religious representation across all pay categories.

A survey of 37 employers in UK found that around 75 percent offer flexibility patterns as an employees retirement approaches, while almost 67 percent offer flexibility based on retirement age. A portion of these employers also believe that flexible retirement options could help in retaining experienced staff and occupational fund structures hinder the offering of flexible retirement.

The Hertfordshire County Council (HCC) in the UK has adopted a flexible working arrangement to meet the needs of employees and accommodate employees regardless of their circumstances. The arrangement also aims to address work-life balance issues. Details on HCC's work hours and its impact on business and productivity are discussed.

Eversheds could win a bonus for meeting workplace diversity targets that include having at least 25 percent of their partners to be female and 10 percent of its trainee intake to be from black and minority backgrounds. The firm is going to large universities to broaden their trainee intake and has established an internal diversity and inclusion committee.

Widening opportunities for women is a program launched by Leeds Metropolitan University in 2000. The program was started to ensure that women filled 35 percent of the vacancies in senior academic positions by 2004. An assessment of the program and the benefits it brought to both the university and the women is presented.

The exemplary measures taken by the Department for Constitutional Affairs to handle the needs of the carers amongst its employees are discussed. The department won the 2004 Carers UK 'Carers in Employment Award' for its innovative methods.

The factors that attribute to the success of Disability Champions at Work program of Amicus and East Riding College, and the details on the expansion of the project are examined.

The Acas Equality Services was successful in opening up the Leeds project in 2002 after the Regional Development Agency; Yorkshire Forward became aware of the diversity issues surrounding some small businesses. The execution of the project is analyzed.

The extent to which organizations are using e-learning or online training to facilitate training on equality and diversity is investigated. The cost-effective feature of e-learning or online training could have boosted its popularity since a consistent message can be provided to large audiences. The application of this technology at the University of Manchester is also investigated.

The University of Sunderland's annual equal pay program has resulted in them having one of the smallest academic gender pay gaps in the UK. They conduct annual equal pay audits and they appoint all new lecturers to the same salary point to close pay gaps.

Preventing bullying and harassment complaints at work includes taking a zero tolerance abuse to these behavior and having a safe environment for people to speak up. The informal procedure for dealing with these complaints that was developed by the Brent Council is presented.

Nottinghamshire County Council Social Care initiated a scheme help black and minority ethnic people with their career development as a response to the low number of black employees participating in training courses. A description of strategies involved in devising a course that would aid non-managerial ethnic staff to realize their career objectives is also presented.

Shopworkers' union Usdaw has established a 'supporting parents and carers' campaign that is oriented at raising awareness of rights and benefits, improving contractual rights and expanding Usdaw's appeal. The growth of employer support on workplaces participating in events that showcase family-friendly rights is discussed. Insights into the Usdaw's future role are also presented.

National Grid has implemented the 'Families at Work scheme,' to promote a work environment that balances workers' family lives and job obligations. The scheme is operated by volunteer employees who provide advice on parenting and caring issues, among other concerns. How the scheme's information sharing and buddy support system helped employees and managers is explored.

The apprenticeship program of British supermarket Sainsbury's is accessible to all regardless of age or qualification for UK government funding. It trains each apprentice in acquiring craft, while helping them to enhance presentation and communication skills. Aside from increasing the number of management trainees, Sainsbury's has been enabled to expand its skilled recruitment pool.