Discrimination : Discrimination And Discrimination

Data Protection Act 1998 – gives individuals the right to know what information is held about them, and those that processes personal information must comply with eight principles, which makes sure that personal information is fairly and lawfully processed; processed for limited purposes; adequate, relevant and not excessive; accurate and up to date; not kept for longer than is necessary; processed in line with your rights; secure; not transferred to other countries without adequate protection;

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

| 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.

The Race Relations Act: The Race Relations Act (RRA) 1976 amended 2000 makes it unlawful to treat a person less favourably than another on racial grounds. These cover grounds of race, colour,

It requires reasonable adjustments to be made in various areas, so that disabled people are not being discriminated against. The human Rights and Equality commissions assist that individual to up hold their rights as set out in the DDA. The Act covers all four main areas such as; transport, housing, education and employment. Also it is unlawful under the DDA for an employer to treat a person with disabilities less favourably that someone else just because of their disability. The DDA provides a legal protection from any discrimination in employment, access to buildings or transport.

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.

Information Commissioner’s Office (2012) Introduction to The Data Protection Act 1998. [Online] Available from: http://www.ico.org.uk/~/media/documents/library/Corporate/Research_and_reports/ico_presentation_EVOC_20120528.ashx [Accessed: 11th October 2013]

Trustees/Managers etc. are all bound by the law and cannot discriminate against any individual because of

Discrimination has many meaning and many different ways people can discriminate against others. Discriminations can be as simple as a person making a judgment against someone else by the way they dress or the way they speak or it can be the people are discriminated (out casted/left out) because they choose to be different or have a disability or different colour of skin or even religion. Discrimination is unfair treatment of a person action based on prejudice.

M1 Assess the effects on those using the service of three different discriminatory practices in health and social settings Discriminatory practice can be defined as making or showing an unfair or prejudicial distinction between different categories of people or their beliefs and practices, centred around race, age, gender, religion, sexual orientation and disability. Although there are many laws in place to protect individual rights against discrimination such as the Equality Act 2010, there are still cases of it occurring in many different situations including within the health and social care system.

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

This act bought together a range of anti-discrimination acts to protect people, children and young people against discrimination for having a disability, the colour of their skin or their gender.

Data Protection Act 1998 - This act defines the ways in which information about living people may be legally used and handled. The main intend is to protect individuals against misuse or abuse of

In a perfect world, people would be equal in rights, opportunities, and responsibilities, despite their race or gender. In the world we live in, however, we always face all kinds of neglect based on different attributes. All over the United States, certain people treat others with prejudice because of particular features they possess. Unfortunately, prejudice and discrimination occur even in places which, by definition, should be free of all personal prejudices – specifically, in offices and other business surroundings. This tragedy is called workplace discrimination; not every unfair behavior at work, however, can be assessed as discrimination. Discrimination in the workplace happens when an employee experiences unfair treatment due to their race, gender, age, religion, marital status, national origin, disability or veteran status, or other characteristics. Discrimination is one of the largest issues people face in the workplace and it must be dealt with. The U.S. have laws and regulations on discrimination but it still often occurs. Workplace discrimination appears in hiring, training, promotion, firing, and other institutional or interpersonal treatment. Discrimination sometimes causes an employee to leave or quit the workplace, resign from a position, or in more severe cases, to commit suicide or act violently against the discriminators. Discrimination is one of the largest issues many people face in the workplace.

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.