Benefits Of The Equality Act 2010

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

Legislation ensures support is put in place to help with financial and physical needs. Helps ensure action is taken against people who discriminate others. Helps to recognise a person’s disability and ensures they have access to the same resources and activities that a person without disabilities has access to. Also makes it against the law to discriminate against people with a disability.

The Equality Act 2010 replaced all previous anti-discrimination legislation and consolidated it into one act (for England, Scotland, and Wales). It provides rights for people not to be directly discriminated against or harassed because they have an association with a disabled person or because they are wrongly perceived as disabled. To ensure you comply with the Equality Act, you need to be proactive in all aspects of

* 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 the law which bans unfair treatment and helps achieve equal opportunities in the workplace and in wider society.

. Any punishment or treatment for behavior issues must not be 'inhuman or degrading'. It must be suitable taking into account what the child has done.

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.

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

On October 1st 2010, the Equality Act came into force. This consolidated and strengthened the previous equality laws. This act prevents children and their families from being discriminated, victimised or harassed because of their age, sex, race, religion or disability. Through this act each child, whether already in the setting, or applying through admissions, will be treated in a fair and equal way, with aims for all children to have reasonable provisions to allow them to access all educational areas. Although a school is not expected to make adjustments that are not reasonable, they are expected to make general adjustments, reasonably planned within the school’s approach to planning for SEN children. The Equality Act 2010 outlines four definitions of discrimination, direct discrimination, indirect discrimination, discrimination arising from a disability and harassment and victimisation. This allows school settings to have clearer expectations and implement them. The Equality Act 2010 and the Discrimination Disability Act (DDA) (2005) both aim to ensure each and every child has access to a broad and balanced academic and social curriculum. Following this code of practice in a school, confirms that all members of staff provide the same high-quality teaching to children, as well as displaying professional behaviour.

| 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 protects people from a number of things including discrimination, harassment and victimisation. Discrimination is when people are treated less favourably because of a protected characteristic. For example, someone’s employer may say that he/she

This paper will critically analyze the approach taken by the courts to apply the provisions of the Equality Act 2010 in cases where the protection is given to religious and other beliefs conflicts with the protection rights of others.

The state of North Carolina infringed upon Joe Smith’s 14th Amendment rights. In addition to this, the state disregarded their own statute recognized as “The Equality for all Act.” North Carolina violated this statute by discriminating against Joe Smith based on his race, gender, national origin, religion, and financial means. This will be substantiated by exercising three components, strict scrutiny (race, national origin, and/or religion), intermediate scrutiny (age and/or gender), and rational basis (everything else).

Women have struggled to achieve gender equal rights. Feminist solidarity raises awareness of women’s issues and it gives empowerment to women to continue to fight from inequality and race discrimination. Maia Kotrosits states, “It was not just that we were different . . . it was that we each had a tremendous stake in our difference,” which indicates that women of different races have united to address the problems that they have experienced (Kotrosits 134). Consequently, they will continue to fight for their own equal rights because they deserve to be treated the same as men. The image by Dan Wynn conveys feminist solidarity against discrimination and violence against women, by displaying two women of different races with matching outfits, body language, and expression.