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Transport for London (TfL) only consider companies which can demonstrate a commitment and ability for ensuring equality for its multi-million pound contracts. The contract for TfL's East London Line project, for instance, has a condition for equality, in which bidders should pass equality requirements first before proceeding with the tendering process. TfL's equality requirements are presented.

A survey conducted jointly by Equal Opportunities Review and Trade Union Congress on the efficacy of the Employment Equality (Sexual Orientation) Regulations, which came into effect on December 1, 2003, is discussed. The regulations were enforced to provide statutory protection to the rights of lesbian, gay and bisexual workers.

A year after the Employment Equality (Sexual Orientation) Regulations 2003 and the Employment Equality (Religion or Belief) Regulations 2003 legislation came into effect, EOR (Equal Opportunities Review) surveyed 76 organizations to find out how employers have dealt with the new anti-discrimination laws. The sample group included public and private employers, a diverse range of small and large organizations, and the manufacturing as well as the service sector. The key findings of the study are overviewed. Also included are some of the employment tribunal decisions under the new Regulations and guidance to the new Regulations from the Employers' Organization for local government.

An exhaustive survey conducted among 122 organisations on age diversity, policies and changes employers needed to make to comply revealed severe shortcomings in rules and practices that actually fostered age discrimination. The study highlights the responses in percentages and summaries on a lot of issues.

The complexities of the equal pay legislation and the arguments on mandatory pay audits to help eliminate pay discrimination from the workplace are discussed. The charts on the recent developments on equal pay and reports on the key equal value cases are also presented.

Measures that have been done to ensure that the workforce in the London Borough of Tower Hamlets mirrors the local working population are discussed. As part of this goal, the council and the NHS Tower Hamlets have launched a joint strategy for recruitment with no need for conventional application forms. Positive-action entry plans and personal development programs are among the other measures.