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We’re here to stand up for freedom, compassion and justice in our changing times.

Great Britain
Joined November 2008
Photo by EHRC (@EHRC)Photo by EHRC (@EHRC)Photo by EHRC (@EHRC)Photo by EHRC (@EHRC)Photo by EHRC (@EHRC)Photo by EHRC (@EHRC)Photo by EHRC (@EHRC)Photo by EHRC (@EHRC)Photo by EHRC (@EHRC)Photo by EHRC (@EHRC)
NDAs can protect legitimate business interests. They should never be used to buy the silence of workers who have experienced harassment or discrimination. As barriers to speaking up remain firmly in the public conversation, our position is clear: ow.ly/PsE951069GH
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Our Chief Executive John Kirkpatrick spoke to the Women & Equalities Committee yesterday on flexible working and disability. Here he answers Christine Jardine MP on why public bodies need to consider the impact of their policies on disabled employees. #BetterWorkplaces
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Find out how we are helping employers understand updated workplace harassment laws and duties though our Better Workplaces campaign: ow.ly/j1zU5105OeY #BetterWorkplaces
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We have a programme of work which aims to address and prevent race and sex-based discrimination, harassment, and victimisation within Great Britain's uniformed services. To find out more visit our website: ow.ly/cgkh5105tLz #EqualityData
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Guiding principle 5: Accessible design Services should be designed and consistently operated to ensure older and disabled people have choice and control over how and when to travel and can do so safely and with dignity. Read more: ow.ly/hR14510536s #AccessibleTransport
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The effort to ensure women enjoy human rights on an equal basis with men is ongoing. Since 1986, the UK has been working to meet its commitment to the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW). Find out more: tinyurl.com/mvpjbzxt
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Research found over half of respondents were able to think of a time when they were unable to go into work due to their menopause symptoms. Read our guidance for employers to help support employees in the workplace: ow.ly/jLr551045IU #BetterWorkplaces
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Low harassment reporting rates doesn't always equal a healthy workplace. Silence is often a sign of fear, not absence of harm. We've published new, practical and evidence-based research on what actually works to tackle workplace harassment. Read it here: ow.ly/449p5103oiM
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Guiding principle 4: Continuous improvement Relevant equality and complaints data should be collected, analysed and shared to inform continuous improvement in services. Read more: ow.ly/hGt15103gxf #AccessibleTransport
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The Minister for Women and Equalities is seeking to appoint a Scotland Commissioner to @EHRC They will chair our Scotland Committee and make an important contribution to the EHRC Board.​ The deadline for applications is 9 November 2026. Find out more: ow.ly/zxLy5103kEQ
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The Minister for Women and Equalities is seeking to appoint a Wales Commissioner to @EHRC They will chair our Wales Committee and make an important contribution to the EHRC Board.​ The deadline for applications is 9 November 2026. Find out more: ow.ly/6iZJ5103kA6
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Find out how we are helping employers understand updated workplace harassment laws and duties though our Better Workplaces campaign: ow.ly/esra5102Woc #BetterWorkplaces
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We have the power to advise government on any matter related to equality, diversity and human rights. Our parliamentary briefings and responses to government consultations are on this page: ow.ly/1JJQ5102Puv
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Guiding principle 3: Effective complaints Arrangements to challenge barriers and raise complaints should be clear and accessible, provide effective remedies proportionate to the impact on the person and inform continuous improvement. Read more: ow.ly/tSbT5100XzG
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Last chance for civil society orgs to apply for travel funding to attend @UN examination of the UK’s compliance with the Convention on the Elimination of All Forms of Discrimination Against Women. Deadline: 5pm on Friday 30 October 2026: ow.ly/aGtx5100XHF
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2026 @ennhri Rule of Law Report Drawing on evidence from #NHRIs across Europe, the report explores key rule of law and human rights developments, with dedicated sections on disinformation and law-making processes. Read it here 👇 ow.ly/xG2k5100XXT
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The current equal pay system is too complex and hard to navigate. We back govt plans to tackle pay discrimination but employers must respond to pay questionnaires and salary history questions should be banned in recruitment. More 👉ow.ly/tCHa5100UJZ #BetterWorkplaces
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Guiding principle 2: Communication and support Services and travel information should be accessible and easy to navigate and support should be available, especially when things go wrong through delay or breakdown. Read more: ow.ly/6ilO5100yEw #AccessibleTransport
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We recently published our annual Wales Impact Report, which shows the range and impact of our work to protect and promote rights and make Wales fairer in 2025 to 2026. To read more: ow.ly/aPwC51008OU
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Guiding Principle 1: Active involvement Disabled and older people should be consulted and actively involved in decisions affecting the accessibility of services, including at the start of new projects and during reviews of existing services. More 👉 ow.ly/PLbi50ZZpcZ
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