The vast majority of cases are resolved this way However when pre enforcement

The vast majority of cases are resolved this way

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The vast majority of cases are resolved this way. However, when pre-enforcement action fails to achieve the desired outcome, the Commission does not hesitate to take more formal action where it is warranted. Formal action can involve: (a) ordering an inquiry into the matter (b) carrying out an investigation (c) applying for an injunction to prevent an organisation committing an unlawful act (d) using a legal power under the public sector duties, for example serving a compliance notice. Progress so far Since the Commission came into being on 1 October 2007, it has pursued some 337 cases, with over one third having been resolved. Some matters that remain unresolved are awaiting hearing dates in the European Court of Human Rights, while others are awaiting judgement from domestic courts . How were cases resolved? The Commission has been extremely effective at resolving cases at an early stage, without the need for formal enforcement proceedings. About 80% of cases (approximately 99) were resolved in this way. What did the cases involve? Nearly 120 cases involved allegations relating to race. In Summary We need to: Convey the message to all employers that they need to make sure their recruitment and promotion is fair and open to everyone. This will mean doing different things, depending on the circumstances of the employer involved. But the practices they need to adopt are well understood. We also need to give employers reasons to adopt these
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practices, and to support them as they go through the process of change, i.e. use of positive action schemes Part of the problem stems from underdeveloped skills and social capital. Part of it results from workplace cultures and practices that disadvantage for example ethnic minorities. Both sides of this equation are important. EHRC has to develop policies to ensure that we take both into consideration as part of the same equation.
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