How The Equality Act Promotes Anti Discriminatory Practice

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 also provides rights for people not to be directly discriminated against or harassed because they have

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

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

The Equality Act 2010 was set up to help protect and stop people from suffering discrimination. It can help to protect people with disabilities, mental illnesses and physical conditions. It helps them to stop being harassed or discriminated against. This can also provide legal rights in areas such as educations, employment and services

* The Equality Act is there to protect everyone whether in employment or not. It is there to ensure we are all on an equal footing and that everyone regardless of their social status, race, sex, sexual orientation, religion, mental health or intellectual acuity is treated with due respect and presented with equal opportunities.

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.

Equality Act 2010 - The Equalities Act 2010 supersedes all other discrimination law including Race Relations and Disability Discrimination Act. The Equality Act 2010 provides a single, consolidated source of discrimination law. Although this new law has substituted the other acts the principle are the same meaning that schools cannot unlawfully discriminate against pupils because of their sex, race, disability, religion or belief or sexual

However, the purpose of this law was made when other individuals had recognised that other people weren’t being treated as equal towards other customers in a business. However, not only does this law protection customer’s against discrimination, but it protects and promotes other individuals rights. Also, The Equality Act law is a part of the Human Right’s Legislation; the law is followed in everything like a business or service. However, if this law wasn’t invented this could change the status of the business, including staff in a business; if a person was treated different and unfair compared to others, they have the right to complain and report the person, who has treated others unfairly. The Equality Act is to treat people equally no matter what they are or believe in; the Sex Discrimination Act was invented in (where people wouldn’t get discriminated on what they are), the Race Relations Act 1976 (people wouldn’t be judged on what race they are in), the Disability Discrimination Act 1995 (people wouldn’t be judged for having a Disability). Finally, the Employment Equality (Religion or Belief) Regulations 2003 and the Employment Equality (Sexual Orientation) Regulations

This legislation places a legal obligation on public authorities to include the promotion of equality in their daily work. It provides a legal framework to

The Act renders unlawful racial, sexual and other types of discrimination in certain circumstances and promotes equality of opportunity for all people.

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.

Equal opportunities are very important in the modern workplace. Providing equal opportunities involves providing the same opportunities to all the employees and prospective employees regardless of their sex, age, disabilities, ethnic origins, sexual orientations etc. Equal opportunities allow the employee to have rights therefore the employer is unable to take advantage, discriminate or manipulate staff. Employers have an element of power over their employees but by having the law on the side of the employees, employers therefore need to think twice before discriminating in any form. Organisations will need to ensure that there is no unlawful or unfair discrimination. Employees are not stupid – a company that behaves badly

Legislations have been made to maintain guidelines for all businesses, the Equality Act was introduced in 2010 and shaped from the Disability Discrimination Act 1995 and Race Relations Act 1976. (Equality and Discrimination: Understand the Basics 2015) In order to maintain a fair environment and protect each individual every organisations must abide the law. (Government