Sarah Russell – the Fight to End Maternity Discrimination – with Fashion Roundtable
Sarah spoke to Fashion Roundtable, the thinktank for the fashion industry, about atittudes to gender in the sector. They talked maternity discrimination, and the importance of men taking shared parental leave in the battle for gender equality. To read the full interview, follow the link here: https://www.fashionroundtable.co.uk/news/2023/1/17/in-conversation-with-sarah-russell-employment-law-specialist-paternity-leave-and-ending-discrimination-a-fashion-focusnbsp
Sarah Russell is quoted by the BBC
Our expert Sarah Russell has been quoted by the BBC in an article on pay transparency and equal pay reforms in California. Sarah was talking about the international implications of changes to laws to require pay to be show in adverts in NY and California. These changes are likely to impact on changing culture and practice in banking and tech across the world, including in the UK. These are core sectors in Sarah’s practice. If you do work in tech or banking and you need any support with employment difficulties, whether these relate to discrimination, redundancy, unfair dismissal or restrictive covenants, please do give Sarah a ring on 07985 106 233 or contact her on sarahr@foxwhitfield.com.
Sarah Russell is invited to speak on harassment for Forum Training
Sarah is a recognised expert on discrimination law. She will be providing this online lunchtime training, ideal for interested individuals, managers, senior leaders and HR professionals of all levels. Go to https://www.people-complete.com/InclusiveSpacesWebinar to book a place.
Wearing religious emblems at work
Fox Whitfield is pleased to report that our leading discrimination specialist Sarah Russell has been quoted in the Nursing Standard this month. Sarah has given extensive comments about the complex law on religious discrimination and wearing religious emblems in the workplace.
The full article is behind a paywall here but as Sarah explains in it, the law on direct discrimination is clear. For example, refusing to promote a Christian or Muslim because a manager does not like people of that faith is unlawful. Staff uniform is more complex. Where an employer’s policies or procedures will have a different impact on a particular group of people because of something to do with their religion or belief, the policy will may be lawful if it’s a proportionate means of achieving a legitimate aim. The same principles apply where someone is seeking a working pattern to accommodate religious practices or prayer breaks.
If these are issues we can help you with, please contact Sarah Russell on 07985 106 233 or sarahr@foxwhitfield.com