Running Head: EQUALITY AND DIVERSITY 1
Equality and Diversity: A New Approach to Gender Equality Policy in the UK
Gender Studies
30th April 2011
EQUALITY AND DIVERSITY 2
Abstract The United Kingdom is a country that claims to be intolerant towards gender discrimination and at ease with diversity of all kinds. It believes in the basic rights of its people as it supports equality and looks down upon prejudice. This paper focuses on the purpose of the Britain’s government Equality Bill policy now known as the Equality Act and examines the developments in the policy
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The Human Rights and Equality campaigners also gave the Bill their support. Geoffrey Bindman, visiting professor of law at University College, said: "I am glad that the opportunity has been taken to streamline the body's investigation procedures, eliminating some of the obstacles that the existing commissions have faced. I hope that further improvements to anti-discrimination law will result from the government's recently announced Discrimination Law Review." Hence, after becoming the Act of the Parliament, the advancements in the Act are critically followed and reported. The Equality and Human Rights Commission is required to report to the parliament on the progress Britain is making under this vision every three years – the triennial review. EQUALITY AND DIVERSITY 5 Equality and Diversity: A New Approach to Gender Equality Policy in the UK According to the Equality and Human Rights Commission First Triennial Review 2010 “The Equality Act 2010 complements and builds on the provisions of the Equality Act 2006, which itself strengthened several aspects of discrimination law and set out the roles and responsibilities of the Equality and Human Rights Commission.” The Equality Act 2010 basically brings all equality laws into one single place, therefore, making it easier for people to understand and conform and easier for the government to
Equality Act 2010 is the law that bands unfair treatment and helps achieve equal opportunities in the work place and wider society.
Offering equality of opportunity to all your learners means making sure that you are up to date with your knowledge on the Equality act 2010:
Key legislations and codes of practice relating to diversity, equality, inclusion and discrimination in adult social care settings are:
Although the number of sex discrimination claims have dropped by 41% from 18,300 in 2010/11 to 10,800 in 2011/12, it continues to be the most frequent type of discrimination claim received by tribunals. Gender equality is a known problem within the UK as organisations and the UK as a whole do not view men and women with equal value and therefore have unequal treatment. Whilst employers should enforce policies that are designed to prevent sex discrimination in recruitment and
The Equality Act 2010 is the law which bans unfair treatment and helps achieve equal opportunities in the workplace and in wider society.
1.1 Identify the current legislation and codes of practise relevant to the promotion of equality and valuing of diversity.
Describe how code of practice and legislation promote non-discriminatory practice in health and social care.
The Equality Act became law on the 1st of October, 2010, replacing prior legislation such as the Race Relations Act 1976 and the Disability Discrimination Act 1995. Broadly, it ensures regularity in what employers and employees are required to do to make their workplaces a fair environment, conform and abide with the law, defining the nine protected characteristics, Age, Disability, Gender reassignment, Marriage and civil partnership, Pregnancy and maternity, Race, Religion or belief, Sex, Sexual orientation
| 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.
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 way we interact with our colleagues and others in society is regulated by law. The Equality Act 2010 brings together all previous acts relating to equality and discrimination. The Act applies to all services provided to the public. The Act protects all individuals and groups from discrimination. Early years settings must be aware of these laws and have a policy in place regarding equality of opportunities and for supporting
National Health Service and Community Care Act 1990; Disability Discrimination Act 2005; Equality Act 2010; Disability Equality Duty 2006. Procedures and Polices of the organisational kind are; Department of Health 2001.
This act applies for both men and women. It promotes that both men and women should be treated equally. For example, in transport, education, jobs etc. It promotes anti-discriminatory practice by making sure those men and women are treated equally, if this act applies didn’t exist, men and women may be deprived of certain choices. This act includes any discrimination against homosexual marriages or civil partnerships, any discrimination against pregnant women and maternity leave, also about equal pay for both men and women.
The Sex Discrimination Act 1995/7 has a similar impact on the recruitment and selection at Maiden Erlegh because when they are advertising a vacancy such as a job for a geography head they must ensure that they don’t exclude a certain sex for example we are looking for a female applicant who would become the head of our geography department. In this case, the school could miss out on male applicant who had better experience, skills, attributes and qualifications to become the head of the geography department. Similarly, when shortlisting the potential candidates who meet the needs of their person specification they must ensure that they have a mix of different gender applicants instead of excluding a gender. During interviews the organisations