Explore our recent webinars and podcasts below
During this webinar members of our Financial Regulatory Group and Employment & Incentives practice discussed the regulators’ proposals and initial reactions on the challenges firms could face when looking to operationalise the regulators’ proposals as set out in the consultation papers.
We outline the recent regulatory focus on culture, how this fits into diversity, and what the financial regulators are trying to achieve in this space.
During this webinar members of the Linklaters Diversity Faculty discussed some of the key issues facing businesses in the diversity & inclusion (D&I) space right now. The Faculty collated some of the trickiest, thorniest and burning questions being asked by our clients, businesses, peers and colleagues over recent months, and answered a selection of these live during the webinar.
16 maja 2024
The FCA confirmed to the Treasury Committee last week that it will be hitting pause on the diversity and inclusion proposals set out in its recent consultation but will be pressing ahead with other aspects of the consultation relating to non-financial misconduct.
12 marca 2024
How much has changed in financial services in five years? Not much, according to the Sexism in the City inquiry.
19 stycznia 2024
The FCA is proposing to survey in-scope firms on the number of non-financial misconduct cases in their workplaces, alongside firms’ methods of detection and methods of resolution.
25 września 2023
In consultation papers published today, the UK’s financial regulators have set out proposals to boost diversity and inclusion across the sector.
28 lipca 2023
The Treasury Committee has launched a call for evidence (snappily entitled Sexism in the City) in relation to barriers faced by women in the financial services industry.
25 listopada 2021
The UK financial services regulators are increasingly focussed on the role diversity and inclusion plays in supporting better decision-making, better outcomes for firms and customers, and enhanced risk management. One key question being asked by regulators is whether linking remuneration to diversity and inclusion metrics as part of non-financial performance assessment could be an effective way to drive progress.
21 października 2021
In this podcast episode we discuss the FCA, PRA and Bank of England's joint discussion paper on their plans to monitor, track and improve diversity and inclusion in regulated firms. We examine how D&I will become a regulatory risk issue; the links drawn between D&I and non-financial misconduct; and the proposed D&I policy options and difficulties firms may face in implementing them.
7 października 2021
In this podcast episode we discuss the Upper Tribunal's Frensham decision and the important guidance it provides on when non-financial misconduct involving a lack of personal integrity can impact on an individual's fitness and propriety to perform a financial services role.
This episode features Clare McMullen and Nik Kiri (partners, Financial Regulation, London) and Gavin Lewis (partner, Dispute Resolution, London).
4 października 2021
What will this year’s gender pay gap reports tell us about women’s progress in the workplace?
12 sierpnia 2021
Menopausal women are the fastest growing working demographic in the UK, according to a recent Government report . Yet support for the potentially debilitating symptoms of the menopause is absent from many workplaces.
9 lipca 2021
The role of diversity and inclusion as key components of a healthy culture has moved to the fore in firms’ thinking about their culture, and this is mirrored in numerous speeches from the UK regulators and the publication this week of a joint Discussion Paper on diversity and inclusion in the financial sector.
8 lipca 2021
Business groups have called on the Government to implement a mandatory ethnicity pay gap reporting obligation.
6 lipca 2021
1 lipca 2021
Having recently returned to work after maternity leave, I’ve found the phrase 'going back to work' to be misleading and I believe the same can be said when using the phrase for other types of long-term absence. It suggests the employee is going back to the same job (not always the case), in the same environment (often not the case - especially at the moment), and in the same personal circumstances as before (rarely the case).
Going 'back' is not the right way to look at it. Then again, it isn't starting afresh either. Returners want to re-enter the workplace with the same level of goodwill and respect they held when they left.
So why is it important how we see a return to work? And how can employers better support employees on their return after long periods of absence?
28 czerwca 2021
Tribunals do not require evidence in indirect sex discrimination claims that the childcare burden falls disproportionately on women, the EAT held in Dobson v North Cumbria NHS Trust.
30 kwietnia 2021
Coronavirus has had a disproportionate economic impact on women. Women, and particularly women of colour, were more likely to be employed in sectors closed by the pandemic (such as retail and hospitability), less likely to receive a discretionary top-up to furlough pay and devoted significantly more hours to childcare than men. A new campaign by Maternity Action calls for across-the-board reform of parents’ rights in the workplace.
15 marca 2021
The final report of the Hampton-Alexander review was published at the end of last month. Progress has been significant, the number of female directors in FTSE 100 companies increased by 50% in the last five years.
12 stycznia 2021
The complex nature of gender identity, and what it means to transition, can make it a difficult topic for employers to approach.
15 grudnia 2020
A recent tribunal decision looks closely at the scope of workplace protections for trans people. Who is protected against gender reassignment discrimination and what are the lessons for employers?
10 marca 2020
Purpose, culture and values have become a key focus for business strategy over the last few years. However, these issues can be seen as “soft” or as difficult to define and can be extremely difficult to meaningfully separate, identify and measure. How can companies effectively measure and manage progress in achieving their chosen corporate culture?