Organisations in general seem reluctant to be pro-active about equality for various reasons. The reasons given depend on the leadership and management behaviour and mindset, resources available, and the whole culture of the organisation. Unless the benefits are understood and articulated, for many managers equality and diversity work appears to be a headache to be bypassed or at best done minimally. For example, to employ disabled people may require the employer to make reasonable adjustments, and managers may want to avoid these. They may not see the benefits of having all kinds of people working as a team in the organisation.