From courtroom to boardroom: The equality entrepreneur trading litigation for prevention

After decades dedicated to helping others navigate the complexities of discrimination cases at the Suffolk Law Centre, Ipswich-based Audrey stepped out on her own to tackle what she sees as a growing problem in how organisations approach equality legislation.

Same purpose, different approach

For over three decades, Audrey Ludwig has been a fierce advocate for those facing discrimination. As founder and director of Suffolk Law Centre, she helped countless individuals stand up for their rights. Now, she's channelling that expertise into a different approach.

"After so many successful and fulfilling years running local charities and equality law litigation, I was clearly up for a change," Audrey explains.

But her career pivot wasn't just about seeking something new, it was sparked by a troubling trend she'd observed.

"Since 2018, I had been aware of a national problem regarding the misrepresentation of equality law by some Equality, Diversity and Inclusion trainers and activists," she says. "This was leading to unlawful policy making by companies, the public sector and the voluntary sector."

Rather than continuing to challenge these issues through litigation, Audrey decided on a more preventative approach.

"Whilst some was successfully challenged in court, I considered it more sustainable to go in and work with the organisations to train them on what the law actually says. They end up with better decision making and thus fewer legal disputes."

Finding a new path

Launching her business in December 2024, Audrey has hit the ground running. Her reputation from years at the helm of both the Ipswich and Suffolk Council for Racial Equality and Suffolk Law Centre meant clients were already knocking at her door.

"So far it has been really exciting and pleasingly busy," she says. "I was lucky to start with a number of individuals and organisations approaching me, knowing my reputation from previous work and social media."

The transition from non-profit to private sector hasn't been without challenges, however.

"The biggest challenge is for me to learn how to market myself to new clients, a skill I have never needed after years of having to manage too much demand for my services," Audrey admits. "I am now writing more articles and commenting on LinkedIn which I hardly used before setting up my business."

Building confidence with Start, Build & Grow

For many entrepreneurs, making the leap from employment to self-employment can be daunting. Audrey credits the Start, Build & Grow  programme with giving her the confidence to make that transition.

"It gave me confidence and reassurance that my 20+ year period in charity management had given me sufficient transferable skills to run my own business," she says.

The programme provided practical support too. "I got some great tips about software, good local accountants etc. I also got three free sessions of business coaching from Alison Beech who I treat as a very supportive 'critical friend' to evaluate my progress. She was so helpful that I am now going to pay her going forward."

Beyond the lanyards and flag days

When asked about the gaps she sees in how organisations approach equality law, Audrey doesn't mince words.

"Definitely, the gap is organisations having their decision makers know what the law actually says and doesn't say," she explains. "This poor grounding leads to fear; over-use of questionable and inappropriate template policies; and performative rather than substantive Equality Diversity and Inclusion initiatives."

She's particularly critical of what she sees as surface-level approaches to equality.

"Too many lanyards and flag days. Too little skilling up line managers to actually deal with regular issues like the duty to do disability related reasonable adjustments."

Audrey believes organisations often misunderstand where equality law sits within their operations.

"They treat equality law compliance as an add-on, or a minor aspect of Human Resources," she says. "In reality, it is much more a regulatory legal issue like data protection or money laundering, so the understanding and compliance should be built into their services to the public as much as their employment arrangements."

Making a difference

While client confidentiality prevents Audrey from sharing many of her success stories, she points to two high-profile cases she managed at Suffolk Law Centre that demonstrate the impact of her work.

One involved the Department for Work and Pensions, which was found to have "acted perversely" in sacking a disabled woman. Another resulted in a father with autism being awarded £15,000 after being dismissed from a Subway franchise in Bury St Edmunds.

But for Audrey, the most satisfying cases aren't necessarily the ones that make headlines.

"The clients cases which most satisfied me were the ones whom I was able to help early on in the dispute to negotiate with their employers/service providers and allowed the clients to remain in work or receive a service, free of discrimination," she reflects.

A shift in awareness

Having specialised in equality law since 2006, Audrey has witnessed significant changes in how organisations approach these issues.

"There was then even more widespread disregard of the equality legislation," she recalls. "I worked with Ipswich and Suffolk Council for Racial Equality and Suffolk Police on the legality of their stop and searches by dip sampling and analysing stated grounds at the Stop and Search Reference Group. I recall an early form from about 2008 when the stated decision to stop and search was 'Black man seen in village'. A clear breach of equality law."

While such blatant discrimination may be less common today, new challenges have emerged.

"In some ways, unlawful discrimination is now less overt and more nuanced, though some aspects like sexual harassment remain a stubborn problem," she says. "Increasingly it has been caused by EDI activists misrepresenting the law."

Looking ahead

As for the future, Audrey's ambitions are built on a foundation of a better work/life balance.

"I want a good work/life balance, so ideally a sufficient number of interesting projects of training and consulting in a wide range of organisations," she says.

She plans to continue volunteering at Suffolk Law Centre while building her business, and hopes to travel more.

For those considering following in her entrepreneurial footsteps, Audrey offers practical advice.

"You cannot rely on a brand new business to pay you a salary. So, work out how you will afford to live whilst building up the business," she advises.

She adds: "Get a bookkeeping software package and use it from day one. It will constantly remind you that you need to invoice promptly and that increasing amounts of tax is owed on all your net earnings. Out of sight out of mind is a recipe for disaster."

The bottom line

In a world where equality issues are increasingly in the spotlight, Audrey Ludwig is cutting through the noise with a straightforward approach – helping organisations understand what the law actually requires, rather than what social media might suggest. It's a niche that draws on her decades of experience fighting for the rights of the disadvantaged, now repurposed to prevent problems before they escalate into courtroom battles.

For Ipswich, having this level of expertise locally is an asset – not just for the businesses and organisations that benefit from Audrey's training, but for the individuals whose lives are improved when discrimination is prevented in the first place.

Audrey Ludwig Training & Consulting

A one-person consultancy dedicated to helping organisations navigate the complexities of Equality Act compliance.