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Diverse means, varied and different, and diversity relates to age, religious beliefs, culture, physical ability, preferences for food, attitude, sexual orientation, or even just likes and dislikes that are different from 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 formal/informal rule which applies to everyone in the same way, has a worse effect on 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 their policies.