Equality Act 2010 - features and impact

Equality Act 2010

Detailed Features of the Equality Act 2010

The Equality Act 2010 is a key piece of legislation in the United Kingdom that amalgamates and extends existing discrimination laws covering gender, race, disability, and other protected characteristics into one overarching Act. Here are its core features:

• Consolidation of Previous Laws: It combines several older acts and regulations, including the Sex Discrimination Act 1975, the Race Relations Act 1976, and the Disability Discrimination Act 1995.

• Nine Protected Characteristics: The Act protects individuals from unfair treatment and promotes a fair and more equal society by defining the following protected characteristics:

  • Age
  • Disability
  • Gender reassignment
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Race (including colour, nationality, ethnic or national origin)
  • Religion or belief (inclusive of philosophical beliefs and the lack of belief)
  • Sex
  • Sexual orientation

• Prohibition of Discrimination: This includes direct and indirect discrimination, harassment, and victimisation in the workplace, as well as in wider society.

• Positive Action: The Act allows for 'positive action' which means employers can take steps to help employees or applicants it thinks:

  • Are at a disadvantage because of a protected characteristic,
  • Have needs that are different from the people who do not have that characteristic, or
  • Have disproportionately low participation in an activity or type of work because of their protected characteristic.

Better Reputation

• Companies with motivated employees tend to have better reputations because their workforce advocates for them and the quality of their work is high.

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Equality Act 2010- features and impact

Impact of the Equality Act on Organisations

The Equality Act 2010 has had a profound effect on how organisations conduct their business in the following areas:

Policies and Procedures:

Employers are required to ensure their workplace policies and practices are in alignment with the Act to prevent any form of discrimination. This includes revising job descriptions, employment contracts, and company codes of conduct.

Employee Training:

Training programs must be implemented to educate staff about their rights and responsibilities under the Act. This ensures that all levels of the organisation are aware of the importance of equality and diversity.

Recruitment Practices:

Job adverts, application forms, interview techniques, and other selection methods must be non-discriminatory and open to all individuals, regardless of their possession of any protected characteristic.

Workplace Accessibility:

Companies are mandated to make reasonable adjustments to the workplace to accommodate employees with disabilities. This might involve physical changes to buildings, providing special equipment, or offering flexible working patterns.

Legal and Financial Consequences:

There are significant legal implications for non-compliance with the Equality Act, including the risk of legal action by individuals or enforcement action by bodies such as the Equality and Human Rights Commission (EHRC). Non-compliance can result in fines, compensation payments, and reputational damage.

Investigations and Resolutions:

Any allegations of discrimination must be taken seriously, with transparent mechanisms in place to investigate and address them.

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Equality Act 2010 - features and impact

Real-World Implications

The implications of the Equality Act 2010 are vast and touch every aspect of organisational operations and culture. For example, an organisation may need to:

• Implement bias training and develop a more inclusive recruitment process, including diverse interview panels.
• Conduct pay audits to ensure there is equal pay for equal work across genders and other protected characteristics.
• Review and modify physical office spaces to ensure they are accessible, such as by adding ramps or adapting workstations for wheelchair users.

In essence, the Equality Act 2010 has played a crucial role in shaping a more equitable work environment in the UK. It has promoted a cultural shift towards more inclusive practices and has established a legal framework to challenge and remedy inequality and discrimination in the workplace and beyond.