Equality and Diversity

Corporate Equalities Employment Policy

3. Legal framework for the policy

Legislation designed to eliminate unfair discrimination and improve equality of opportunity has been in place for many years:

Equal Pay Act 1970

The purpose of this Act is to prevent discrimination between men and women in the terms of their contracts of employment, including pay.

Sex Discrimination Act 1975

Makes it illegal to discriminate directly or indirectly against men or women in selection for appointment, promotion, transfer or training.

Sex Discrimination Act Amendment 1999 - Gender Reassignment

Makes it illegal to discriminate against a person who is undergoing a gender reassignment

Race Relations Act 1976

makes it illegal to discrimination, directly or indirectly, on grounds of colour, race, and nationality or ethnic or national origin.

Disability Discrimination Act 1995

Makes it against the law to discriminate against disabled people in employment, provision of goods and services and buying or renting land or property.

Equalities Act 2010

The new Equalities Act 2010 now provides a single legal framework fro all equalites legislation.

In law, discrimination takes three forms:

Direct discrimination

treating a person less favourably than another does on grounds of sex, marital status, race or disability.

Indirect discrimination

Occurs when an unjustifiable rule or condition which applies equally to everyone has a disproportionately adverse effect on people from a particular racial, gender or disability group. to performance of the job.

In short, both employers and employees are responsible for making sure that everyone is treated equally and fairly.

Dual Discrimination

Dual discrimination protects people who experience direct discrimination because of a combination of two protected characteristics (age, disability, gender, gender reassignment, race, religion or belief, or sexual orientation).