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Equalities Legislation

Race Relations Act 1976 Race Relations (Amendment) Act 2000 Disability Discrimination Acts 1995 & 2005 Sex Discrimination Act 1975. Employment Equality (Religion or Belief) Regulations 2003 Employment Equality (Sexual Orientation) Regulations 2003 Equality Bill 2005 Age Regulations

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Equalities Legislation

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  1. Race Relations Act 1976 Race Relations (Amendment) Act 2000 Disability Discrimination Acts 1995 & 2005 Sex Discrimination Act 1975 Employment Equality (Religion or Belief) Regulations 2003 Employment Equality (Sexual Orientation) Regulations 2003 Equality Bill 2005 Age Regulations Equal Pay Act Equalities Legislation

  2. The Race Relations Act 1976 (as amended by the Race Relations (Amendment) Act 2000) • makes it unlawful to treat a person less favourably than another on racial grounds. These cover grounds of race, colour, nationality (including citizenship), and national or ethnic origin. • (Amendment) Act outlawed discrimination (direct and indirect) and victimisation in all public authority functions not previously covered by the RRA, with only limited exceptions. • placed a general duty on specified public authorities to promote race equality and good race relations. • also specific duties for listed organisations including the production of Race Equality Schemes.

  3. Disability Discrimination Act 1995 Prohibits discrimination against disabled people in the areas of employment, the provision of goods, facilities, services and premises, and education; and provides for regulations to improve access to public transport to be made.

  4. Disability Discrimination • since December 1996 it has been unlawful to treat disabled people less favourably than other people for a reason related to their disability • since October 1999reasonable adjustments have to be made for disabled people, such as providing extra help or making changes to the way in which services are provided. • since October 2004 reasonable adjustments to the physical features of premises to overcome physical barriers to access have to be made.

  5. DDA 2005 • the DDA 2005 amends the DDA 1995 to place a duty on public bodies to promote equality of opportunity for disabled people. • The Disability Equality Duty will come into force on 5th December 2006.

  6. The Sex Discrimination Act (as amended) 1975 Applies to women and men of any age, including children Prohibits sex discrimination against individuals in the areas of • employment • education • provision of goods, facilities and services • in the disposal or management of premises.

  7. Employment Equality (Religion or Belief) Regulations 2003 • Outlaw discrimination (direct discrimination, indirect discrimination, harassment and victimisation) in employment and vocational training on the grounds of religion or belief. • The regulations apply to discrimination on grounds of religion, religious belief or similar philosophical belief.

  8. The Equality Bill Introduced in Parliament on the 19 May 2005. The Bill’s main provisions include: • Creation of a single equality body - CEHR • Prohibit discrimination on the grounds of religion and belief in the provision of goods, facilities and services • Gender Duty

  9. Gender Equality Duty The Gender Equality Duty came into force April 2007 and requires local authorities to: • Eliminate unlawful discrimination • Promote equality of opportunity between men and women

  10. Employment Equality (Sexual Orientation) Regulations 2003 • Outlaw discrimination (direct discrimination, indirect discrimination, harassment and victimisation) in employment and vocational training on the grounds of sexual orientation. • The regulations apply to discrimination on grounds of orientation towards persons of the same sex (lesbians and gay men) and the same and opposite sex (bisexuals).

  11. Age Regulations Due to come into force 1 October 2006. • The regulations will cover access to help and guidance, recruitment, promotion, development, termination, perks and pay and employees of all ages.  • The upper age limits for unfair dismissal and redundancy will be removed.

  12. Age Regulations cont’d • A national default retirement age of 65 will be introduced making compulsory retirement below age 65 unlawful (unless it can be objectively justified). • All employees will have the ‘right to request’ to work beyond the default retirement age of 65 or any other retirement age set by the company and all employers will have a ‘duty to consider’ requests from employees to work beyond 65. 

  13. The Equal Pay Act (as amended) 1970 Gives an individual a right to the same contractual pay and benefits as a person of the opposite sex in the same employment, where the man and the woman are doing: like work; or work related as equivalent under an analytical job evaluation study; or work that is proved to be of equal value.

  14. Direct discrimination Occurs when a person or group of people is treated less favourably than another person or group is, or would be treated in similar circumstances. Indirect discrimination When a requirement or condition, for which there is no justification, is applied equally to all groups but which in effect disadvantage a particular group e.g. dress code, height requirement. Key concepts in legislation

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