Discrimination : Discrimination And Discrimination

Sex Discrimination Act 1975 is to protect men and women against discrimination or harassment on the

| in addition to age, under the Equality Act people cannot be discriminated against as a result of any of the other ‘protected characteristics’. These are: disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

Information Commissioner’s Office (2012) Introduction to The Data Protection Act 1998. [Online] Available from: http://www.ico.org.uk/~/media/documents/library/Corporate/Research_and_reports/ico_presentation_EVOC_20120528.ashx [Accessed: 11th October 2013]

1.3 The legislation relating to equality, diversity and inclusion, stems both from UK government and European union. It offers protection from discrimination on grounds of age, disability, gender, race and ethnic origin, religious faith or belief and sexual orientation. The legislation has implications on all workplaces, in terms of employment practice and in terms of the services provided. Compliance with the legislation must be embedded in your Equality, Diversity and Inclusion policies.

D1) Assess the possible effects of discrimination on the physical, intellectual, emotional and social health/wellbeing of individuals

The Race Relations Act: The Race Relations Act (RRA) 1976 amended 2000 makes it unlawful to treat a person less favourably than another on racial grounds. These cover grounds of race, colour,

Trustees/Managers etc. are all bound by the law and cannot discriminate against any individual because of

The Sex Discrimination Act 1975 was amended by new Regulations in 2008. The new Regulations include

Data Protection Act 1998 - This act defines the ways in which information about living people may be legally used and handled. The main intend is to protect individuals against misuse or abuse of

Sex Discrimination Act 175 – this Act makes it unlawful to treat a woman or a man less favourably in employment, training and related matters, education and the provision of goods, facilities and services on the grounds of

Legal aspects - the Equality Act 2010 protects again discrimination. Therefore, an organisation’s approach needs to show fairness by not discriminating (e.g. Age, gender) in any way. For example, in adverts or interviews.

This act bought together a range of anti-discrimination acts to protect people, children and young people against discrimination for having a disability, the colour of their skin or their gender.

• employment – getting a job, terms and conditions of a job, training, promotion, being dismissed

M1 Assess the effects on those using the service of three different discriminatory practices in health and social settings Discriminatory practice can be defined as making or showing an unfair or prejudicial distinction between different categories of people or their beliefs and practices, centred around race, age, gender, religion, sexual orientation and disability. Although there are many laws in place to protect individual rights against discrimination such as the Equality Act 2010, there are still cases of it occurring in many different situations including within the health and social care system.

In a perfect world, people would be equal in rights, opportunities, and responsibilities, despite their race or gender. In the world we live in, however, we always face all kinds of neglect based on different attributes. All over the United States, certain people treat others with prejudice because of particular features they possess. Unfortunately, prejudice and discrimination occur even in places which, by definition, should be free of all personal prejudices – specifically, in offices and other business surroundings. This tragedy is called workplace discrimination; not every unfair behavior at work, however, can be assessed as discrimination. Discrimination in the workplace happens when an employee experiences unfair treatment due to their race, gender, age, religion, marital status, national origin, disability or veteran status, or other characteristics. Discrimination is one of the largest issues people face in the workplace and it must be dealt with. The U.S. have laws and regulations on discrimination but it still often occurs. Workplace discrimination appears in hiring, training, promotion, firing, and other institutional or interpersonal treatment. Discrimination sometimes causes an employee to leave or quit the workplace, resign from a position, or in more severe cases, to commit suicide or act violently against the discriminators. Discrimination is one of the largest issues many people face in the workplace.