Gender Discrimination In Australia

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

The Act prohibits discrimination against disabled people in a range of circumstances, covering employment and occupation, education, transport, and the provision of

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.

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination on the basis of “race, color, sex, religion, and national origin” (Mallor, Barnes, Bowers, & Langvardt, 2012, p. 24). This law also includes discrimination due to sexual orientation. This was not addressed in the original law, but sexual orientation cases have been won under this law. Such is the case of, Heller v Columbia Edgewater Country Club, 195 F. Supp. 2d 1212 (D. Or. 2002) (Joslin, n.d.). This lawsuit was due to a lesbian 's employer used derogatory comments, toward her, in which the court ruled in her favor. Kate 's allegation of discrimination if proved, can be filed with the company 's Human Resource department. If that does not resolve the issue, she can file a complaint with the Equal Employment Opportunity Commission (EEOC).

The Equality Act became law on the 1st October 2010. You now need to review policies and practices to make sure they comply with the Act.

The Equality Act 2010 makes your rights not to be discriminated against stronger. Discrimination means treating someone less privileged other people because of who they are.

In James McFadden vs. Airline company, James, a transsexual person, told his employer that he would be dressing as a woman in preparation to his “surgical sex reassignment”. James was fired from his job because he refused to dress and act as a man. In this case the legal statute that could apply would be the sex discrimination against James. The court should look at what happen, James told his employer about the sex change and employer told him he had to keep dressing as a man, he refused and was fired. The judge should rule in favor of the Airline Company because the employer told James he couldn’t do that, and it is understandable because of airport security. He was also no discriminated because he was still a man, and he said he was treated differently from the other women employed.

It is therefore very important to respect and honour their personal beliefs. Some want to go to church on Sundays and others do not want to speak about church at all and I must respect the fact that they do not want to speak about anything about the Church. It is part of the work that I do to make sure my clients are happy and therefore am conscious at all times that they feel comfortable about anything they want to talk to me about.

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

The Equality Act 2010 is an updated law aimed at an attempt to stop discrimination and to help try encourage equality throughout society. The care environment should benefit from this improved equality act by ensuring certain groups of people within the healthcare who receive a worse service compared to the rest of the community receive equal opportunities. Under the Equality Act 2010, individuals are formally protected against the harm of discrimination on the grounds of their age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity status, race, religion or belief, and sex and sexual orientation.

The human Right act 1998 was published by the government legislation. ‘The human Right act 1998’ has been taken place in the UK law. This means all the individuals that live in the UK are protected by ‘The Human Right Act 1998’. Everyone all around the world has the access to human rights and all the individuals have a responsibility to uphold human rights for others. Within the UK, the human rights act states we all should have access to the following rights;

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.

Coming out as a transgender, identifying with a gender expression that differs from the assigned sex, has proven to be quite difficult through the ages. While the acceptance of transgender people has grown significantly higher throughout the years, people’s stance on them are still quite divided, and the uphill battle for transgender rights has proven this. Just giving transgenders the right to simply go to the bathroom they identify with has shown to be controversial according to the TIME cover Battle of the Bathroom. The TIME magazine makes sure to note the problem defiantly “far more than public facilities” (Scherer par. 9). Transgender rights are a problem that Jamison Green, president for World Professional Association for Transgender Health, thoroughly addresses in a report written by Alan Greenblatt for CQ Researcher. Jamison Green’s specific purpose in that report is to justify why transgender people deserve basic human rights like everybody else, as shown in society, through his use of facts, qualifiers, figurative language, counterarguments, and appeals to logic and values.

TIME magazine in April 5, 2016, in North Carolina, the law passed recently became the first state law in the country limiting transgender people to use the bathroom corresponding to the sex on their birth certificates, also excluding LGBT people from anti-discrimination protections, plus blocking municipalities from passing their own anti-discrimination rules. (Dalesio, 2016)

Implementing a policy of gender equality for transgender and intersex women reflects a commitment to inclusive practices in relations to all human being. This will ensure that their