MEETING THE NEEDS OF LGBs  Law  Working in groups: develop action plans  Five steps.

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Presentation transcript:

MEETING THE NEEDS OF LGBs  Law  Working in groups: develop action plans  Five steps

EMPLOYMENT ACT (2003)  Part One: Pride not Prejudice

SEXUAL ORIENTATION REGULATIONS (2007)  Unlawful to discriminate when exercising public functions  Ensure services do not disadvantage anyone on grounds of sexual orientation  Ensure employees/agents do not disadvantage anyone on grounds of sexual orientation  Need to take steps to ensure environment is one in which LGB people are able to access services as effectively as heterosexuals  Staff will need to treat LGB users as courteously and professionally as they do other users, whatever their own views  Commissioners/planners ensure LGBs fair access to services they need

EQUALITY ACT 2010 Public Sector Equality Duty April 2011

149. Public sector equality duty* (1) A public authority must, in the exercise of its functions, have due regard to the need to — (a) eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under this Act; (b) advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it; (c) foster good relations between persons who share a relevant protected characteristic and persons who do not share it.

Continued (2) A person who is not a public authority but who exercises public functions must, in the exercise of those functions, have due regard to the matters mentioned in subsection (1).

Continued* (3) Having due regard to the need to advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it involves having due regard, in particular, to the need to — (a) remove or minimise disadvantages suffered by persons who share a relevant protected characteristic that are connected to that characteristic; (b) take steps to meet the needs of persons who share a relevant protected characteristic that are different from the needs of persons who do not share it; (c) encourage persons who share a relevant protected characteristic to participate in public life or in any other activity in which participation by such persons is disproportionately low.

Continued (4) The steps involved in meeting the needs of disabled persons that are different from the needs of persons who are not disabled include, in particular, steps to take account of disabled persons ’ disabilities.

Continued* (5) Having due regard to the need to foster good relations between persons who share a relevant protected characteristic and persons who do not share it involves having due regard, in particular, to the need to — (a) tackle prejudice, and (b) promote understanding.

Continued (6) Compliance with the duties in this section may involve treating some persons more favourably than others; but that is not to be taken as permitting conduct that would otherwise be prohibited by or under this Act.

158 Positive action: general (1) This section applies if a person (P) reasonably thinks that — (a) persons who share a protected characteristic suffer a disadvantage connected to the characteristic, (b) persons who share a protected characteristic have needs that are different from the needs of persons who do not share it, or (c) participation in an activity by persons who share a protected characteristic is disproportionately low.

Continued (2) This Act does not prohibit P from taking any action which is a proportionate means of achieving the aim of — (a) enabling or encouraging persons who share the protected characteristic to overcome or minimise that disadvantage, (b) meeting those needs, or (c) enabling or encouraging persons who share the protected characteristic to participate in that activity.

ACTION PLANS  Handout legal requirements  In small groups discuss whether you believe your agency is meeting its legal requirements  List both positive and negative examples  How can you change this?  Feed back to main group

Five Simple Steps 1. Awareness training for all staff and management (include specific training on trans issues) – identifying issues and needs 2. Ensure policies and procedures up-to-date (Equality Impact Assessments; Single Equality Scheme) and staff are aware of them 3. Procedures to identify clients & assessment of needs 4. Develop specialist programmes/services to meet needs and tackle discrimination 5. Consultation and evaluation

Finally…  Resources: