Equal Treatment Of Society Is A Recognised Common Law Principle

Equality Act 2010 is the law that bands unfair treatment and helps achieve equal opportunities in the work place and wider society.

* Equality means treating people in a way that is appropriate for their needs. For example, an individual not able to mobilise efficiently but has been told they can’t use the lift they have to use the stairs like everyone else. This is not a great way to cater to the

The Equality Act (2010) is designed to address unfair discrimination, harassment and victimisation and advance equality of opportunity and ensure good relations between people who share a protected characteristic and those who do not. These characteristics are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex and sexual orientation.

The Equality Act 2010 is the law which bans unfair treatment and helps achieve equal opportunities in the workplace and in wider society.

There are many Legislations, Codes of practice (Some of which are listed below) and also my workplace policies which regulate equality diversity and inclusion within my area of responsibility.The equality and diversity act is the most significant piece of legislation to be introduced for a long time. And has recently be modified it states that all people male or female people from different races, disabled people, people of different ages, gay lesbian, straight and bisexual people or transsexual people. People from different religions or different beliefs, pregnant women,

The equality act 2010 protects everyone from discrimination in their work place and all together in the society. It has replaced previous antidiscrimination laws, making the law different so it is easier to understand and making the protection stronger in some situations. It helps those who are treated in an unlawful manner.

Prevent discrimination: support equality – This sector of the act explains where discrimination is most likely to occur in the workplace and how to stop it happening

This project is in place for those young people who are considered trouble for the streets of Derbyshire and give them an interest and give them some inspiration to change their lifestyle for the better. However this project is not just for young people who are getting into trouble with the law, Steve also encourages family, social and school groups from any social-economic to participate in this great scheme. For these people of society this project offers a boxing style fitness session with circuit training and additional motivation from Steve, to develop overall fitness, self discipline and the frame of mind for those young people to change for the better and become a responsible citizen in society. This benefits society as these young people become more productive members of society and have had guidance to help them recognize when they are about to do something wrong and redirect their energy into a positive action. This benefits the public services also as it will save resources from tracking down troubling youths and put their resources to better uses for crime prevention and education.

1. Explain how legislation and codes of practice relating to equality, diversity and discrimination apply to own work role

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.

The Equality Act (2010) is thought to be one of the most significant acts in promoting anti discriminatory behaviours by both employers and companies along with the rest of society. The Equality Act (2010) covers the Sex discrimination act, race relations act and also the disability discrimination and 6 other acts and regulation all in one and so this make it easier for everyone to understand their responsibilities and shows them how everyone is entitled to dignity and respect and gives individuals, greater protection from discrimination and to protect and also promote a fair and equal society (please see reference below).

The major piece of legislation in the UK that impacts on staff recruitment and selection is The Equality Act of 2010. This statute consolidated nine separate pieces of anti-discrimination legislation into a single Act these were

Equal Opportunity, occasionally called equality of opportunity, is a contentious yet significant decision-making standard with no exact definition concerning fair preferences within the public domain (Austen 1999). Although it normally depicts open and just contest with equal possibilities for achieving employment without any discrimination, the idea is intangible with a broad meaning. It is difficult to determine, and execution leads to issues as well as differences concerning what to do. It is

This report highlights a continuous period where police officers and their employers are subject to the provisions of the Human Rights Act 1998, The Disability Discrimination Act 1995, 2005 and the Equality Act 2010. It takes place at a time where the police service has been labelled as ‘institutionally racist’ (Macpherson, 1999) and at a time when studies show that racism, sexism and gender are a significant factor within the dominant and highly influential police occupational culture (Loftus, 2008). The purpose of this report is to examine the equality and diversity procedures carried out within the Metropolitan Police Service (MPS- the largest Police Service in England and Wales) in comparison to UK legislation and Policy.

Under section 4 of The Equality Act (EqA) 2010 a protected characteristic is defined as age; disability; gender reassignment; marriage and civil partnership; pregnancy and maternity; race; religion or belief; sex; sexual orientation. EqA 2010 s. 9 (1) defines race as including ‘colour, nationality, and ethnic or national origins’. In the case of Mary Baloch the