Race relations act


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Powerpoint on Race Relations Act

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Race relations act

  1. 1. Race Relations Act<br />Kate patay<br />
  2. 2. Race Relations Act 1976 and the Race Relations Amendment Act 2000<br /> <br />The 1976 Act makes race discrimination unlawful in:<br />Employment<br />Education <br />Training and <br /> <br />Provision of goods, facilities and services<br />
  3. 3. Definitions<br />Defining race discrimination<br />The Act defines discrimination as direct and indirect discrimination and victimisation.<br />
  4. 4. Definitions<br />Direct race discrimination occurs when a person treats another person less favourably on the grounds of colour, race, nationality, ethnic or national origin.<br />Examples include:<br /> Refusing to serve ethnic minority clients<br />Ignoring racial harassment of employees<br />
  5. 5. Sort of signs used before legislation in UK <br />
  6. 6. Indirect Discrimination<br />Indirect race discriminationoccurs when a condition or requirement which:<br />a smaller proportion from the victim’s racial group can comply with, and<br />is detrimental to the victim because s/he cannot comply with it, and<br />cannot be shown to be justifiable irrespective of the colour, race, nationality or national and ethnic origins of the person to whom it is applied. For example, requirement of a certain height.<br />
  7. 7. Your right to complain<br />Victimisation<br />The act safeguards people who exercise their rights, including people who help others in pursuing complaints regarding race discrimination<br />
  8. 8. Very important regarding childcare and school provision<br />THE RACE RELATIONS AMENDMENT ACT 2000<br /> <br />The Act came into force on 2nd April 2001. It requires public authorities to make the promotion of racial equality central to all activities. The general duty of the Act also expects public authorities to take the lead in: <br /> <br />eliminating racial discrimination<br /> <br />promoting equality of opportunity and good relations between people of different racial groups.<br /> <br />The new public duty requires public bodies to implement race equality in all aspects of employment matters, such as recruitment & selection<br />- training<br />- promotion<br />- discipline and<br />- dismissal.<br />
  9. 9. Specific duties<br />The Act also places specific duties on public authorities to:<br /> <br />develop and implement a Race Equality Scheme<br />assess whether their functions and policies are relevant to race equality<br />monitor their policies to see how they affect race equality<br />assess and consult on policies they are proposing to introduce<br />publish the results of their consultations, monitoring and assessments<br />make sure that the public have access to the information and services they provide<br />train staff on the new duties <br />This means that children’s settings, primary schools, secondary schools, NHS, Social Services, Colleges etc must follow these duties. All children’s settings as well as other publicly funded bodies will have have equal opportunities policies that cover protections for people of race, disability, culture, faith etc.<br />
  10. 10. Equal opportunities Policy<br />Daffodils believe that no child, individual or family should be excluded on the grounds of age, gender, sexuality, class, family status, means, disability, colour, ethnic origin or belief. We aim to ensure that all who work or volunteer will have an equal chance. Staff will be appropriately trained. Discriminatory remarks and behaviour from anybody be they working, attending or visiting the nursery are unacceptable. <br />Daffodils nursery<br />
  11. 11. Liability<br />Liability<br />Under the legislation both the individual and the organisation are libel for acts of discrimination. For instance Section 32 of the 1976 Act made employers vicariously liable for acts of unlawful discrimination by their employees, even if the employers did not approve or know about the acts in question.<br />