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.
1.1 Identify the current legislation and codes of practise relevant to the promotion of equality and valuing of diversity.
1.1 Explain Models of practices that underpin equality, and diversity and inclusions in own area of responsibility.
The equality act promotes non discriminatory practice unlawful discrimination, harassment and any other acts that are prohibited. They have an equality of opportunities between people have the same protected characteristics and people who do not have the same.
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
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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).
Identify the current legislation and code of practice relevant to the promotion of equality and valuing of diversity.
To promote equality , diversity and inclusion in policy and practice , my work place also compliant to other legislation like, Human right act 1998, sex discrimination (gender reassignment) regulations 1999, Employment equality (religion belief) regulations 2003 , Disability discrimination amended act 2005, Equality act 2006, Racial and religious hatred act 2006.
Diversity and inclusion are critical strategies for any organization that wants to be successful in business. Organizations cannot expect for diversity and inclusion to appear and work smoothly within the workplace automatically. Diversity and inclusion is a journey that companies must take to reap the rewards of being a truly global business. There are eight steps that organizations can apply to their workplace that will make diversity and inclusion a smooth and fun journey. Organizations can start the inclusion process by first learning the eight steps to inclusion in the workplace.
Being culturally competent in society today is so important, no matter what career field we plan to enter. As you said well, we live in a diverse world. If we view that world through our own ethnocentrism, there is a probability that eventually we will fail to recognize or underestimate how different someone else's experiences have been. I have an off-book but relevant example that I would like to share with you. I just began a new job, as I shared during our course introductions. One of the interview questions that was asked was about diversity, e.g. "Why is diversity in the workplace important? What are the advantages and disadvantages of diversity in the workplace?" I answered the question well, I thought, citing various definitions and examples that I had learned in my sociology classes. During the first week at work, I had met a few people around my age that had been very helpful as I strove to acclimate. I had some Welch's fruit snacks, and shared some of the packs with those people one day. I got a message from one of the girls that she wasn't able to eat fruit snacks because they were made from pork. I had not considered that there would possibly be a