Training and advising all managers on their responsibilities towards discrimination in the workplace is "very important", according to one employment expert.

Managers will then be able to set the standard of behaviour, lead by example and challenge discriminatory behaviour, says Jean Kelly of Jean Kelly Consultancy.

The people management specialist adds: "Employers are vicariously liable for the behaviour of their staff, so training managers so that they have a responsibility to combat discrimination, bullying and harassment is essential to minimise the risk of being taken to an employment tribunal."

According to figures from the Chartered Institute of Personnel and Development, nearly two-thirds of unionised employers describe the relationship between managers and the unions as positive or very positive.

Nearly half of respondents say unions "always" or "usually" take a constructive line when change is proposed.

Just two per cent of employers say personal relations between managers and union officials are bad and three per cent report they are non-existent.