Equality Act 2010
The Equality Act 2010 aims to prevent Unfairly treating a person or group of people based on a characteristic such as age, race, gender, disability or sexual orientation. in the workplace. It is illegal to discriminate against workers based on nine protected characteristics:
- age
- disability
- gender reassignment
- marriage and civil partnership
- pregnancy and maternity
- race: can refer to colour, nationality, ethinic or national origins
- religion or belief: can refer to religious or philosophical beliefs, including a lack of belief
- sex: refers specifically to someone鈥檚 biological sex as recorded on their birth certificate.
- sexual orientation
The law covers four different types of discrimination:
- direct
- indirect
- harassment
- victimisation
Direct
Where a person discriminates against another because of one of these protected characteristics.
Indirect
Where a person puts conditions in place that put another at a disadvantage because of one of the protected characteristics.
Harassment
Where a person engages in unwanted conduct, creates an intimidating, hostile or offensive environment, or violates someone else鈥檚 dignity in relation to a protected characteristic.
Victimisation
Where someone treats another badly because they are taking part in or are thought to be taking part in proceedings related to the Equality Act.
Policies and procedures
Organisations need to have policies and procedures in place to ensure that there are equal job opportunities for all. They must also prevent discrimination across all aspects of the organisation.
This can be achieved by:
- Having an A written document which gives guidelines to ensure all staff are treated equally in place.
- Training staff on the requirements of equal opportunity legislations.