1. Equality Act 2010
Your Name

2. Course Introduction We ALL need to know about equality
Employers and employees have legal obligations
Employers of choice see the opportunities in fairness at work

3. Objectives When you reach the end of this session you will be able to:
Recognise the key features and context of the Equality Act 2010
Describe the types of discrimination and various protected characteristics
Identify the impact of the Equality Act on colleagues, on your organisation and on working life
Create a brief plan to review equality in your workplace which outlines necessary measures for improvement. 3

4. Purpose of the Act
Bringing together of several different pieces of UK anti-discrimination legislation
Updating and extending these where required

5. Purpose of the Act
Types of Discrimination
Protected Characteristics

6. Background A combination of rights and responsibilities that have:
stayed the same
changed
been extended
been introduced for the first time

7. Types of Discrimination
Direct Discrimination
Associative Discrimination
Perceptive Discrimination
Indirect Discrimination
Harassment
Third Party Harassment
Victimisation

8. Protected Characteristics
Age
Disability
Gender Reassignment
Marriage & Civil Partnership
Pregnancy & Maternity
Race,
Religion or Belief
Sex
Sexual Orientation

9. What Else?

10. What Happens When?
Employers 1

11. What Happens When? Employers 2 Employment Tribunal Remedies:
 Make a declaration that an employer has discriminated
 Award compensation
 Remove or reduce the bad effects

12. What Happens When?
Others

13. Planning - Overview Recruitment and selection Team working
Communications
Pay and reward
Training and development
Progression and selection
for promotion
Discipline and grievance

14. Planning
Review
Act
Monitor

15. Planning Review Act Monitor
An equality policy should incorporate a statement of the employer’s:
- aim to encourage, value and manage diversity
- commitment to providing equality for all
- wish to attain a workforce that is representative of the communities from which it is drawn to secure the widest pool of talent possible.
Review
Act
Monitor

16. Planning Review Act Monitor
Gathering individual personal information on the diversity of potential recruits or existing employees, and comparing and analysing this against:
- other groups of employees in the company
- jobseekers in the local community
- jobseekers in the broader national employment market.
Review
Act
Monitor

17. Planning Review Act Monitor The action plan should:
- set dates on when things such as monitoring, reviewing procedures, and training will be done
- expand on how these will be done and by whom
- set out how harassment and bullying and will addressed
- set measures of success including how and when these will be evaluated.
Review
Act
Monitor

18. Planning
Examples of actions arising from such a plan might include items which:
- encourage more people to apply for posts by considering part-time working or job-sharing
- lead to advertising widely to attract a diverse workforce
- are targeted at working with the community and offering opportunities to students
- address targets such as increasing the number of management jobs open to job sharing to allow more women to do them or interviewing more disabled people
- implement positive action, where appropriate.
Act

19. Conclusions

20. Objectives When you reach the end of this session you will be able to:
Recognise the key features and context of the Equality Act 2010
Describe the types of discrimination and various protected characteristics
Identify the impact of the Equality Act on colleagues, on your organisation and on working life
Create a brief plan to review equality in your workplace which outlines necessary measures for improvement. 20