1. Assessment

2. 1. What does equality mean?
Treating everyone in the same way
Treating people differently but fairly with an equal level of respect

3. Correct Answer - 2 Treating people differently but fairly with an equal level of respect
Equality is about making sure people are treated fairly. Equality is not about treating everyone in the same way, but it recognises that their individual needs are met in different ways
Equality is about creating a fairer society where everyone has the opportunity to fulfil their potential

4. 2. What does diversity mean?
Valuing and embracing differences in people
Treating people differently because of their ethnicity

5. Correct answer - 1 Valuing and embracing differences in people
Diversity is about recognising and valuing individual as well as group differences in the community/ workplace and within the workforce.
Diversity is about recognising and valuing difference in its broadest sense.
Diversity is where many different types of people are included

6. 3. According to the Equality Act 2010 which of the following is not a protected characteristic?
Gender Reassignment
Political Party Membership
Marriage and Civil Partnership
Pregnancy and Maternity
Sexual Orientation
Religion and Belief

7. Correct answer - 2 Political Party Membership
Protected characteristics
Under the Equality Act 2010 the Protected Characteristics are the grounds upon which discrimination is unlawful. The characteristics are: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.

8. 4. Indirect discrimination is generally acceptable behaviour
True
False

9. Correct answer – 2 False Direct discrimination
Less favourable treatment of a person compared with another person because of a protected characteristic.
The characteristics are: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.
Indirect discrimination
The use of an apparently neutral practice, provision or criterion which puts people with a particular protected characteristic at a disadvantage compared with others who do not share that characteristic, and applying the practice, provision or criterion cannot be objectively justified.

10. 5. Where are your human rights set out?
Age Discrimination Legislation 2006
Equality Act 2010
Human Rights Act 1998
Disability Discrimination Act 1995

11. Correct answer – 3 Human Rights Act 1998
The Human Rights Act 1998 sets out the rights in the UK which are protected by the European Convention on Human Rights.
The Act gives greater effect within the UK to the rights and freedoms protected by the European Convention on Human Rights, an international treaty to protect human rights and fundamental freedoms in Europe which British lawyers helped to draft.
The Human Rights Act means that these basic rights and freedoms within the treaty are now more easily protected in the UK

12. 6. 'Human rights' are the basic rights and freedoms that belong to every person in the United Kingdom.
True
False

13. Correct answer – 1 True
Human rights and freedoms are based on core principles like dignity, fairness, equality respect and autonomy
The Human Rights Act 1998 made these human rights part of our domestic law

14. 7. Not all rights under the Human Rights Act 1998 are absolute
True
False

15. Correct answer – 1 True
The Human Rights Act 1998 introduces a notion of variance. Absolute rights cannot be infringed under any circumstances. These are the Right to Life, Prohibition of torture and degrading treatment, Prohibition of Slavery and Forced Labour and No Punishment Without Law. Qualified rights are rights that the state can lawfully interfere with in certain circumstances. Interference with these must be lawful, legitimate, necessary and proportionate. An example of a qualified right is freedom of expression, which is acceptable to curtail if expression leads to incitement to hatred. Right to liberty and security is an example of a limited right. This means that it will be unlawful to deprive and individual of liberty unless there are valid (legal) grounds to do so. Sectioning under the Mental Health Act to prevent harm to self or others is an example of this.

16. 8. A job advert that asks for someone of a particular gender, colour, race, nationality, sexual orientation or who speaks a certain language is:
Illegal
Legal
Only legal if there is reasonable justification

17. Correct answer - 3 only legal if there is reasonable justification
An employer does not have to advertise a job vacancy in a particular way or at all. But if they don’t advertise at all or they advertise in a way that won’t reach people with a particular protected characteristic, this might in some situations lead to indirect discrimination, unless they can objectively justify this approach. For example It is possible to restrict a job to members of one sex if being of that sex is a genuine occupational qualification for the job but the circumstances where this may apply are very limited. They might include: Where the essential nature of the job calls for a person of that sex for reasons of physiology (excluding physical strength or stamina Where the job needs to be held by a person of that sex to preserve decency or privacy because of likely physical contact or because people are likely to be in a state of undress or using sanitary facilities. Where the work is done at a single sex hospital, prison or other establishment for persons requiring special care, supervision or attention and it is reasonable, having regard to the essential character of the establishment, that the job should not be held by a person of the opposite sex. It is possible to restrict a job to members of a particular racial group. This might include: When being from a particular racial group is a 'genuine occupational qualification' for a job. When an organisation is taking positive action to encourage people from a certain racial group to apply for a job or training because they are underrepresented in the organisation or at certain job levels.

18. 9. When deciding whether an adjustment is reasonable for someone with a disability what should an organisation consider:
How effective the change will be in assisting disabled people in general or a particular customer, client, service user or member
Whether it can actually be done
If the cost is manageable

19. Correct answer - 1 How effective the change will be in assisting disabled people in general or a particular customer, client, service user or member
Duty to make reasonable adjustments Where a disabled person is at a substantial disadvantage in comparison with people who are not disabled, there is a duty to take reasonable steps to remove that disadvantage by (i) changing provisions, criteria or practices, (ii) altering, removing or providing a reasonable alternative means of avoiding physical features and (iii) providing auxiliary aids

20. 10. The general equality duty is set out in the Equality Act 2010
10. The general equality duty is set out in the Equality Act Which of the following does it not aim to do?
Eliminate unlawful discrimination, harassment and victimisation
Report discriminatory behaviour to the press
Advance equality of opportunity between different groups
Foster good relations between different groups

21. Correct answer is – 2 Report discriminatory behaviour to the press
General equality duty The public sector equality duty consists of a general equality duty, which is set out in section 149 of the Equality Act 2010 itself, and specific duties which are imposed by secondary legislation. The general equality duty came into force on 5 April In summary, those subject to the equality duty must, in the exercise of their functions, have due regard to the need to: Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act. Advance equality of opportunity between people who share a protected characteristic and those who do not. Foster good relations between people who share a protected characteristic and those who do not.

22. THANK YOU
End of the assessment

23. Delegate Scores 10 Rachael BYRNE Samantha Elise KEANE
Kirsty Anne FORREST
Emily Jane GARNETT
Hannah Claire STOKES
Vicki-lea BELL
Anne-Marie BOOTH 9
Emma SADLER
Rachel ASTLES
Amy GREGORY
Ashley-marie SMITH
Stacey Barbara HEATH
Thomas Luke KELLETT
Rachael Victoria JONES