Equality, diversity, inclusion
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The Equality Act 2010 consolidated previous UK legislation and aims to promote equal treatment and reduce unfair discrimination. It protects people with nine characteristics: age, disability, gender, race, religion/belief, sexual orientation, gender reassignment, pregnancy/maternity, and marriage/civil partnership. The Act applies to employers, service providers, and users. It also requires public bodies to consider equality in their policies. Key terms defined include direct/indirect discrimination, harassment, victimization, and diversity.
Equality, diversity, inclusion
- 1. Equality, Diversity and Inclusion – the Equality Act 2010 and definitions This presentation applies to England, Scotland and Wales
- 2. INTRODUCTION This brief presentation will introduce you to some of the key legislation, terminology and concepts relating to equality and diversity in England, Scotland and Wales.
- 3. THE EQUALITY ACT 2010 • The Equality Act 2010 consolidated, simplified and strengthened previous legislation which had developed over nearly 60 years • The key principle the legislation promotes is that everyone has the right to be treated fairly and equally • The Act aims to reduce unfairness and discrimination and promote a more equal society
- 4. WHO THE ACT APPLIES TO • The Equality Act 2010 applies to employers and employees, organisations who provide goods and services, and service users • It applies to England, Scotland and Wales but not Northern Ireland which is covered by different legislation
- 5. THE EQUALITY ACT 2010 • The Act specifies 9 Protected Characteristics and makes it unlawful to discriminate against anyone who is one or more of the protected characteristics:
- 6. THE PROTECTED CHARACTERISTICS • Age • Disability • Gender • Race • Religion and belief • Sexual orientation • Gender reassignment • Pregnancy and maternity • Marriage and civil partnership
- 7. THE PUBLIC SECTOR EQUALITY DUTY • The Equality Act also requires public sector bodies (for example local authorities, NHS, government departments) to consider how their policies and procedures impact on people with the different protected characteristics • This includes promoting good relationships between different groups • Organisations should also highlight the benefits of promoting equality
- 8. SOME DEFINITIONS • The Equality Act 2010 defines key concepts relating to equality, diversity and inclusion. • The following definitions are informed by the Equality and Human Rights Commission, which is Great Britain’s national equality body www.equalityhumanrights.com
- 9. EQUALITY Equality recognises that every individual should have equal opportunity be able to make the most of their lives and that no-one should suffer disadvantage due to discrimination or prejudice.
- 10. DIRECT DISCRIMINATION • Treating someone less favourably than another because of a protected characteristic Example: A housing organisation refuses to rehouse someone because of his or her race
- 11. PERCEPTIVE DISCRIMINATION • Treating someone unfairly because it is thought s/he has a protected characteristic, even if s/he hasn’t • This doesn’t apply to marriage/civil partnership or to pregnancy/maternity • This must be direct discrimination Example - A landlord refuses to rehouse someone because he thinks the applicant is gay but he is heterosexual
- 12. DISCRIMINATION BY ASSOCIATION • Unfair or unfavourable treatment of someone who does not have a protected characteristic but who associates with someone who does • This doesn’t apply to marriage/civil partnership or to pregnancy/maternity
- 13. INDIRECT DISCRIMINATION • When a provision, criterion or practice is applied in a way that creates disproportionate disadvantage for a person with a protected characteristic compared to those who do not share that characteristic Example: A housing association advertises to recruit concierges and stipulates applicants must be over 1.6 metres tall. This would indirectly discriminate against women as a greater proportion of women will be under this height than men
- 14. STEREOTYPING • Making generalised assumptions about someone or a group based on false, distorted or misleading information. • This results in a belief that all members of a group behave in a particular way or share similar traits Example: Assuming that all young people who wear hoodies cause anti-social behaviour
- 15. HARASSMENT • Conduct related to a protected characteristic that has the purpose or effect of violating a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. • The conduct can either be a serious one-off event or may happen on a number of occasions.
- 16. VICTIMISATION • If you are treated unfairly because you are taking action under the Equality Act (for example a complaint about discrimination), or are supporting someone who is taking this action
- 17. DIVERSITY • Recognising and understanding that every individual is different. This may for example relate to age, race, ethnicity, gender, sexual orientation, disability, religion or belief. • It important to recognise differences in order not to discriminate against individuals and to promote equality • Diversity can be celebrated as being beneficial for individuals, communities and society.