Equality Act 2010 Presentation


Published on

Equality Act 2010 LN Presentation CLPS Summer School

Published in: News & Politics, Career, Business
1 Like
  • Be the first to comment

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide
  • Seminar presentation 22/06/10 Necko Consultancy: May 2010
  • Equality Act 2010 Presentation

    1. 1. The Equality Act 2010 Presentation by: Leander Neckles [CLPS Associate] June 2010 22/06/10
    2. 2. Presentation overview and key resources <ul><li>The purpose of this presentation is to: </li></ul><ul><ul><li>introduce and overview the Equality Act 2010; </li></ul></ul><ul><ul><li>overview key changes; </li></ul></ul><ul><ul><li>highlight some of the most contentious changes; </li></ul></ul><ul><ul><li>comment on the Act’s implementation timetable; </li></ul></ul><ul><ul><li>identify key information sources; </li></ul></ul><ul><ul><li>ask what actions that CLPS should take to develop a framework for answering, and /or answer, key questions that you may have about the Act. </li></ul></ul><ul><li>The structure of this presentation: </li></ul><ul><ul><li>a – d (20 minutes); </li></ul></ul><ul><ul><li>20 minutes for discussion. </li></ul></ul><ul><li>Resources (on memory stick): </li></ul><ul><ul><li>Equality Act 2010 paper – also hard copy in your pack; </li></ul></ul><ul><ul><li>a more detailed reference paper. </li></ul></ul>22/06/10
    3. 3. A: The Equality Act 2010 – an introduction <ul><li>The Act: </li></ul><ul><ul><li>the most fundamental overhaul of UK anti-discrimination and equality legislation ever - 2 main purposes: </li></ul></ul><ul><ul><ul><li>1 - to harmonise discrimination law; </li></ul></ul></ul><ul><ul><ul><li>2 - to strengthen the law to support progress on Equality. </li></ul></ul></ul><ul><ul><li>16 parts, 218 sections & 28 schedules; </li></ul></ul><ul><ul><li>supported by 230 pages of Explanatory Notes. </li></ul></ul><ul><li>General comments: </li></ul><ul><ul><li>the Act goes a long way towards harmonisation but differences remain in how different protected characteristics are addressed (see handout 1); </li></ul></ul><ul><ul><li>clearer language but still significant complexity; </li></ul></ul><ul><ul><li>significant change – some new concepts, many new definitions, changes in what is and is not lawful; </li></ul></ul><ul><ul><li>a steep learning curve given that key provisions are due to come into force in October 2010 (in just over 3 months). </li></ul></ul>22/06/10
    4. 4. A: The Equality Act 2010 - an introduction <ul><li>Will in due course repeal and replace: </li></ul><ul><ul><li>the Disability Discrimination, Act 1995 as amended; </li></ul></ul><ul><ul><li>the Equality Act 2006 – but not the provisions on the role and functioning of the Commission for Equality and Human Rights (known as the Equality and Human Rights Commission or EHRC) </li></ul></ul><ul><ul><li>the Race Relations Act 1976, as amended; </li></ul></ul><ul><ul><li>the separate regulations on discrimination on the grounds of age, religion or belief and sexual orientation; </li></ul></ul><ul><ul><li>the Sex Discrimination Act 1975, amended; </li></ul></ul><ul><ul><li>a plethora of other provisions. </li></ul></ul><ul><li>Timetable (will be explored in more detail): </li></ul><ul><ul><li>Equality Bill published 27/4/09; </li></ul></ul><ul><ul><li>parliamentary consideration ran from April 2009 – April 2010; </li></ul></ul><ul><ul><li>became an Act on 8th April 2010; </li></ul></ul><ul><ul><li>implementation from October 2010 – 2013 (?). </li></ul></ul>
    5. 5. A: The Equality Act 2010 – overview [see the reference paper – appendix 1] <ul><li>Part 1: Socio-economic inequalities. </li></ul><ul><li>Part 2: Equality: key concepts. </li></ul><ul><li>Part 3: Services and public functions. </li></ul><ul><li>Part 4: Premises. </li></ul><ul><li>Part 5: Work. </li></ul><ul><li>Part 6: Education. </li></ul><ul><li>Part 7: Associations. </li></ul><ul><li>Part 8: Prohibited conduct. </li></ul><ul><li>Part 9: Enforcement. </li></ul><ul><li>Part 10: Contracts etc. </li></ul><ul><li>Part 11: Advancement of equality. </li></ul><ul><li>Part 12: Disabled person transport. </li></ul><ul><li>Part 13: Disability miscellaneous. </li></ul><ul><li>Part 14: General exceptions. </li></ul><ul><li>Part 15: Family property. </li></ul><ul><li>Part 16: General & miscellaneous. </li></ul>22/06/10
    6. 6. B: The Equality Act 2010 –key changes <ul><li>Strengthens the law in 9 key areas (see paper Box 1, page 5). </li></ul><ul><li>New definitions for: </li></ul><ul><ul><li>direct discrimination; </li></ul></ul><ul><ul><li>indirect discrimination; </li></ul></ul><ul><ul><li>disability discrimination (discrimination arising from disability). </li></ul></ul><ul><li>For key definitions (see reference paper, appendix 1). </li></ul><ul><li>Equality strands/protected groups become protected characteristics. </li></ul><ul><li>Protected characteristics are expanded/redefined (see paper 2.3, page 6): </li></ul><ul><ul><li>disability, gender, race; </li></ul></ul><ul><ul><li>age, religion or belief, sexual orientation; </li></ul></ul><ul><ul><li>gender reassignment, marriage and civil partnership, pregnancy and maternity – the new characteristics; </li></ul></ul><ul><ul><li>however not every protected characteristic is treated the same in relation to each protected area (for example the public sector equality duty does not cover marriage and civil partnership). </li></ul></ul>
    7. 7. B: The Equality Act 2010 – more key changes <ul><li>New list of prohibited conduct (s. 13 -27). </li></ul><ul><li>Gender reassignment provisions: </li></ul><ul><ul><li>new definition (s. 7(1)); </li></ul></ul><ul><ul><li>partially extended to school children. </li></ul></ul><ul><li>Direct discrimination (s. 13): </li></ul><ul><ul><li>the Act’s explanatory notes make it clear that the definition is intended to cover discrimination by association; </li></ul></ul><ul><ul><li>“ This definition is broad enough to cover cases where less favourable treatment is because of a victim’s association with someone who has that characteristic (for example, is disabled).” [Explanatory. Notes para. 59 page 17] </li></ul></ul><ul><li>Prohibited conduct: </li></ul><ul><ul><li>direct discrimination; </li></ul></ul><ul><ul><li>combined discrimination: dual characteristics </li></ul></ul><ul><ul><li>discrimination arising from disability; </li></ul></ul><ul><ul><li>gender reassignment discrimination – work absence; </li></ul></ul><ul><ul><li>pregnancy & maternity discrimination - non work; </li></ul></ul><ul><ul><li>pregnancy & maternity discrimination – work; </li></ul></ul><ul><ul><li>indirect discrimination; </li></ul></ul><ul><ul><li>disability discrimination, duty to make reasonable adjustments; </li></ul></ul><ul><ul><li>disability discrimination, failure to comply with the duty; </li></ul></ul><ul><ul><li>harassment; </li></ul></ul><ul><ul><li>victimisation. </li></ul></ul>
    8. 8. B: The Equality Act 2010 – more key changes <ul><li>Combined or dual discrimination provisions (s.14) mean that : </li></ul><ul><ul><li>people will be protected from direct discrimination where it is the interaction between 2 protected characteristics that leads to the discrimination. </li></ul></ul><ul><li>Discrimination arising from disability (s. 15): </li></ul><ul><ul><li>aims to reestablish an appropriate balance to enable a disabled person to make out a case of experiencing a detriment which arises because of his or her disability and provides an opportunity for an employer or other person to defend that treatment </li></ul></ul><ul><ul><li>new provisions to deal with previous problems following the 2008 Malcolm judgment. </li></ul></ul><ul><li>New gender pay monitoring arrangements (s. 78): </li></ul><ul><ul><li>by 2013 regulations may require employers to publish information relating to the pay of employees in order to show whether there are differences in the pay of men and women. </li></ul></ul><ul><li>New age discrimination provisions – to cover service delivery & public functions (part 3): </li></ul><ul><ul><li>the age discrimination provisions in relation to part 3 - services and public function - do not apply to those under 18 (s. 28 (1)); </li></ul></ul><ul><ul><li>in the PSED, public sector equality duty (s. 149), the age equality provisions will apply to under 18s. </li></ul></ul>
    9. 9. B: The Equality Act 2010 – more key changes <ul><li>New limitations on what can be asked of applicants in relation to disability and health (s. 60). </li></ul><ul><li>Exemptions - employers will still be able to ask health related questions (s. 60(6) to: </li></ul><ul><ul><li>meet requirements in relation to making reasonable adjustments; </li></ul></ul><ul><ul><li>establish if someone could carry out a function that is intrinsic to the job; </li></ul></ul><ul><ul><li>monitor diversity; </li></ul></ul><ul><ul><li>take positive action related steps; </li></ul></ul><ul><ul><li>establish if someone is disabled where this is an occupational requirement. </li></ul></ul><ul><li>Enquiries about disability and health: </li></ul><ul><ul><li>(1) A person (A) to whom an application for work is made must not ask about the health of the applicant (B)— </li></ul></ul><ul><ul><ul><li>(a) before offering work to B, or </li></ul></ul></ul><ul><ul><ul><li>(b) where A is not in a position to offer work to B, before including B in a pool of applicants from whom A intends (when in a position to do so) to select a person to whom to offer work. </li></ul></ul></ul><ul><ul><li>work is defined widely (s. 60 (9)) for these purposes. </li></ul></ul>
    10. 10. B: The Equality Act 2010 – more key changes <ul><li>New equality provisions on selection for political parties (s. 104). </li></ul><ul><li>New provisions of reporting on the diversity of political parties’ candidates (s. 106). </li></ul><ul><li>New expanded PSED, public sector equality duty (s149). </li></ul><ul><ul><li>covers 8 strands (see paper – appendix 1); </li></ul></ul><ul><ul><li>this general duty applies to those that are not public bodies but exercise public functions (s. 149 (2)); </li></ul></ul><ul><ul><li>see paper – appendix 2. </li></ul></ul><ul><li>New powers for employment tribunals (s. 124): </li></ul><ul><ul><li>where an Employment Tribunal makes a recommendation, the recommendation: </li></ul></ul><ul><ul><ul><li>does not have to be aimed only at reducing the negative impact on the individual claimant(s) of the respondent’s actions which gave rise to the successful claim; </li></ul></ul></ul><ul><ul><ul><li>can be aimed at reducing that impact on the wider workforce. </li></ul></ul></ul>
    11. 11. B: The Equality Act 2010 – more key changes <ul><li>Key areas in which discriminatory conduct may be prohibited (see paper , page 7 and box 2 for more details): </li></ul><ul><ul><li>services and public functions; </li></ul></ul><ul><ul><li>premises; </li></ul></ul><ul><ul><li>work; </li></ul></ul><ul><ul><li>education; </li></ul></ul><ul><ul><li>associations. </li></ul></ul><ul><li>Some parts of the new Act require: </li></ul><ul><ul><li>statutory regulations to be drafted; </li></ul></ul><ul><ul><li>statutory guidance; </li></ul></ul><ul><ul><li>a longer implementation timetable (i.e. longer than October 2010). </li></ul></ul><ul><li>Public sector equality duties: </li></ul><ul><ul><li>new integrated and expanded duty – Section 149: </li></ul></ul><ul><ul><ul><li>due to be in force April 2011. </li></ul></ul></ul><ul><ul><li>Current framework of disability, gender & race equality general & specific equality duties: </li></ul></ul><ul><ul><ul><li>remains in place until April 2011 or when the new duty and specific duties are introduced; </li></ul></ul></ul><ul><ul><ul><ul><li>but what will happen to the new specific duties ??? </li></ul></ul></ul></ul><ul><li>New statutory codes and guidance - see EHRC website for drafts. </li></ul>
    12. 12. C: The Equality Act 2010 – highlighting areas that have already proved to be contentious <ul><li>Part 1: Socio-economic inequalities (sections 1 – 3): </li></ul><ul><ul><li>the Conservatives & the Liberal Democrats have different and competing concerns (paper - page 4). </li></ul></ul><ul><li>Part 3: Services & public functions </li></ul><ul><ul><li>the new age discrimination provisions – SAGA lobbied hard in the Lords for clarity & Gov. promised clear reg. & guidance before implementation in 2013. </li></ul></ul><ul><li>Part 5: Work </li></ul><ul><ul><li>gender pay gap info. (section 78) – see reference paper. </li></ul></ul><ul><li>Part 7: Associations: </li></ul><ul><ul><li>publishing diversity data for political parties (section 106). </li></ul></ul><ul><li>Part 11: Advancement of equality: </li></ul><ul><ul><li>the PSED (section 149) (see Lord Lester’s comments – paper 1, page 9); </li></ul></ul><ul><ul><li>failure to list the bodies to be subject to the PSED (s. 150, s.151 & Schedule 19) </li></ul></ul><ul><ul><li>new positive action recruitment & promotion provisions (section 159). </li></ul></ul>22/06/10
    13. 13. D: The Act’s implementation timetable <ul><li>Previous government’s published implementation timetable: </li></ul><ul><ul><li>main provisions in force by October 2010: </li></ul></ul><ul><ul><ul><li>will depend on commencement regulations/orders; </li></ul></ul></ul><ul><ul><li>April 2011: </li></ul></ul><ul><ul><ul><li>the expanded public sector equality duty (PSED); </li></ul></ul></ul><ul><ul><ul><li>the new Socio-economic duty; </li></ul></ul></ul><ul><ul><ul><li>the dual discrimination provisions; </li></ul></ul></ul><ul><ul><li>April 2012 – new age discrimination provisions: </li></ul></ul><ul><ul><li>2013 – private & vol.sector pay transparency regs (if required) implemented, political parties publishing diversity data. </li></ul></ul><ul><li>Key issues & questions that cannot be answered yet: </li></ul><ul><ul><li>Will the new Coalition’s previous, but often different , concerns about some of the Equality Act’s provisions be addressed by: </li></ul></ul><ul><ul><ul><li>amending any section of the new Act? </li></ul></ul></ul><ul><ul><ul><li>delaying the implementation for any key sections? </li></ul></ul></ul><ul><ul><ul><li>fundamentally reshaping thinking around regulations, statutory codes of practice (EHRC) or guidance? </li></ul></ul></ul><ul><ul><li>What will happen to the specific duties & the GEO’s timetable for consulting on the regulations setting out the specific duties? </li></ul></ul>
    14. 14. E: Potential information & advice sources – public sector <ul><li>Office of Public Sector Information – Act and regulations (when finalised) - http://www.opsi.gov.uk/ </li></ul><ul><li>Government Equalities Office (GEO). </li></ul><ul><li>Equalities and Human Rights Commission (EHRC). </li></ul><ul><li>See paper, part 1.5 page 4 – for website addresses. </li></ul><ul><li>Hansard debates – for the hard core among you - http://www.parliament.uk/business/publications/hansard/ - if you want to track down the original debates. </li></ul>22/06/10
    15. 15. E: Other sources of information & advice <ul><li>VCS co-ordinating bodies / others who worked on the Bill /Act: </li></ul><ul><ul><li>Centre for Local Policy Studies - http://www.edgehill.ac.uk/clps/ </li></ul></ul><ul><ul><li>BME organisations: </li></ul></ul><ul><ul><ul><li>Race on the Agenda (ROTA) – and Winning the race Coalition - http://www.rota.org.uk/pages/default.aspx; </li></ul></ul></ul><ul><ul><ul><li>1990 Trust and the Equality Bill Alliance. </li></ul></ul></ul><ul><ul><li>Disability Charities Consortium: </li></ul></ul><ul><ul><ul><li>DCC is formed of seven leading disability charities - Scope, Leonard Cheshire Disability, Mencap, Mind, RADAR, RNIB and RNID. </li></ul></ul></ul><ul><ul><li>Trade unions: </li></ul></ul><ul><ul><ul><li>Trades Union Congress (TUC); </li></ul></ul></ul><ul><ul><ul><li>Unison. </li></ul></ul></ul>22/06/10
    16. 16. F: Key issues & questions [15 – 20 minutes] <ul><li>Do you have any general questions about the presentation, the Act or associated provisions? </li></ul><ul><li>Key issues for CLPS and others: </li></ul><ul><ul><li>what action is necessary? </li></ul></ul><ul><ul><li>what resources are needed? </li></ul></ul><ul><ul><li>what training is needed? </li></ul></ul><ul><ul><li>what support is needed? </li></ul></ul><ul><ul><li>who needs to do what given the phased implementation timetable for the Act: </li></ul></ul><ul><ul><ul><li>consultation around the regulations setting out the specific duties by the GEO – late summer 2010; </li></ul></ul></ul><ul><ul><ul><li>key provisions in force Oct. 2010 (see main paper); </li></ul></ul></ul><ul><ul><ul><li>public sector equality duty (PSED) in force April 2011; </li></ul></ul></ul><ul><ul><ul><li>Socio-economic duty - April 2011 ??? </li></ul></ul></ul>22/06/10