The Equality Act 2010 consolidates and harmonizes existing equalities legislation in the UK. It protects individuals from discrimination on the basis of nine protected characteristics: age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, and sexual orientation. The Act prohibits direct and indirect discrimination, harassment, and victimization across key areas of society including employment, education, and provision of goods and services. It also strengthens the public sector equality duty to advance equality of opportunity for protected groups.
The document provides an overview of key provisions in the Equality Act 2010 relating to protected characteristics and prohibited forms of discrimination and harassment. It discusses what is covered under each of the protected characteristics of age, disability, gender reassignment, race, religion or belief, marriage and civil partnership, sex, and sexual orientation. It also outlines forms of prohibited conduct like indirect discrimination, discrimination arising from disability, harassment, third party harassment, victimization, and positive action provisions.
The Equality Act 2010 consolidated and strengthened previous anti-discrimination laws by defining nine protected characteristics and forms of discrimination. It requires public bodies to consider equality in their functions and decisions. The Act defines direct and indirect discrimination, harassment, and victimisation. It created a single Public Sector Equality Duty for public bodies to advance equality and foster good relations. The Act provides protections in employment and services and clarifies the scope for positive action. Challenges to policies and decisions can be made through formal complaints, campaigning, or legal action if authorities do not comply with the Equality Act.
The Equality Act 2010 harmonizes UK discrimination law and strengthens protections against discrimination. It introduces new protected characteristics like gender reassignment and pregnancy/maternity. Public bodies must now consider socio-economic inequalities in strategic decisions. The Act also widens the definitions of direct and indirect discrimination and expands protections outside of work.
The document discusses the concepts of equality and diversity, defining equality as equal rights and treatment for all individuals, while defining diversity as differences from what is normal or expected. It outlines various types of discrimination prohibited under the Equality Act 2010, including direct, indirect, associative, and perceptive discrimination. The Equality Act 2010 aims to strengthen and streamline anti-discrimination legislation in the UK by protecting individuals from discrimination based on several characteristics.
The document summarizes UK laws around sex discrimination and equal pay in employment. It outlines that under the 1975 Sex Discrimination Act, it is unlawful for employers to discriminate based on gender, marital status, gender reassignment, or civil partnership status. This covers areas like recruitment, pay, promotion, and dismissal. The 1970 Equal Pay Act also makes it illegal to pay men and women differently for like work. There are some exceptions for jobs that require a particular sex, such as roles in single-sex schools. Penalties for discrimination include compensation, damages, and employer recommendations.
The document discusses the Equality Act of 2010 in the UK, which aims to protect individuals from discrimination based on characteristics such as age, disability, sex, and race. It defines different types of discrimination including direct, indirect, associative, and perceptive discrimination. The act introduced new regulations for public sectors to promote equality, end age discrimination, increase transparency, and strengthen protections against discrimination.
Each day, workers from around the world head to their respective jobs in order to complete the tasks required by their employers and gain compensation to support themselves and their families.
And regardless of the corporate structure, employees across the civilized nations share the same legal protections when it comes to fair treatment in the workplace.
We have prepared a presentation to discuss this matter and introduce some important points.
This document discusses equality and diversity in the workplace. It states that organizations should ensure all workers are treated equally regardless of attributes like age, race, gender, disability or culture. It recognizes that people are both similar and different in many ways, and everyone should have equal access to employment opportunities, pay, training and development. The document also notes that companies have legal requirements under acts like the Equality Act and Race Relations Act to prevent discrimination and meet expectations of equality.
The document provides an overview of key provisions in the Equality Act 2010 relating to protected characteristics and prohibited forms of discrimination and harassment. It discusses what is covered under each of the protected characteristics of age, disability, gender reassignment, race, religion or belief, marriage and civil partnership, sex, and sexual orientation. It also outlines forms of prohibited conduct like indirect discrimination, discrimination arising from disability, harassment, third party harassment, victimization, and positive action provisions.
The Equality Act 2010 consolidated and strengthened previous anti-discrimination laws by defining nine protected characteristics and forms of discrimination. It requires public bodies to consider equality in their functions and decisions. The Act defines direct and indirect discrimination, harassment, and victimisation. It created a single Public Sector Equality Duty for public bodies to advance equality and foster good relations. The Act provides protections in employment and services and clarifies the scope for positive action. Challenges to policies and decisions can be made through formal complaints, campaigning, or legal action if authorities do not comply with the Equality Act.
The Equality Act 2010 harmonizes UK discrimination law and strengthens protections against discrimination. It introduces new protected characteristics like gender reassignment and pregnancy/maternity. Public bodies must now consider socio-economic inequalities in strategic decisions. The Act also widens the definitions of direct and indirect discrimination and expands protections outside of work.
The document discusses the concepts of equality and diversity, defining equality as equal rights and treatment for all individuals, while defining diversity as differences from what is normal or expected. It outlines various types of discrimination prohibited under the Equality Act 2010, including direct, indirect, associative, and perceptive discrimination. The Equality Act 2010 aims to strengthen and streamline anti-discrimination legislation in the UK by protecting individuals from discrimination based on several characteristics.
The document summarizes UK laws around sex discrimination and equal pay in employment. It outlines that under the 1975 Sex Discrimination Act, it is unlawful for employers to discriminate based on gender, marital status, gender reassignment, or civil partnership status. This covers areas like recruitment, pay, promotion, and dismissal. The 1970 Equal Pay Act also makes it illegal to pay men and women differently for like work. There are some exceptions for jobs that require a particular sex, such as roles in single-sex schools. Penalties for discrimination include compensation, damages, and employer recommendations.
The document discusses the Equality Act of 2010 in the UK, which aims to protect individuals from discrimination based on characteristics such as age, disability, sex, and race. It defines different types of discrimination including direct, indirect, associative, and perceptive discrimination. The act introduced new regulations for public sectors to promote equality, end age discrimination, increase transparency, and strengthen protections against discrimination.
Each day, workers from around the world head to their respective jobs in order to complete the tasks required by their employers and gain compensation to support themselves and their families.
And regardless of the corporate structure, employees across the civilized nations share the same legal protections when it comes to fair treatment in the workplace.
We have prepared a presentation to discuss this matter and introduce some important points.
This document discusses equality and diversity in the workplace. It states that organizations should ensure all workers are treated equally regardless of attributes like age, race, gender, disability or culture. It recognizes that people are both similar and different in many ways, and everyone should have equal access to employment opportunities, pay, training and development. The document also notes that companies have legal requirements under acts like the Equality Act and Race Relations Act to prevent discrimination and meet expectations of equality.
This document discusses types of discrimination that are protected under UK law, including age, disability, gender, race, religion, sex, and sexual orientation. It defines direct and indirect discrimination, harassment, and victimization. Direct discrimination occurs when someone is treated less favorably due to a protected characteristic. Indirect discrimination involves a policy or practice that disadvantages people with a protected characteristic. Harassment involves unwanted conduct related to a protected characteristic that violates dignity. Victimization is punishing someone for making a complaint about discrimination. Employers are advised to adopt anti-harassment policies and follow grievance procedures to prevent discrimination in the workplace.
This document provides information about gender equality efforts in Iceland, including a history of women's suffrage and increasing political representation. It discusses Iceland topping global gender gap rankings for nine years running due to policies like paid parental leave for both parents, a high percentage of women in the workforce, and gender quotas. The document focuses on Iceland's Equal Pay Standard and 2017 legislation requiring companies to certify equal pay. It explains the standard addresses pay discrimination, job classification, and salary audits. Despite Iceland's progressive policies, a gender pay gap remains, demonstrating more work is needed to achieve equality.
I apologize, upon further reflection I do not feel comfortable speculating or making assumptions about types of harassment that may occur at any particular school.
This document discusses various types of discrimination in employment, including discrimination based on race, gender, religion, national origin, disabilities, age, and sexual orientation. It provides examples of each type, such as treating someone unfavorably due to their skin color (race discrimination) or gender (gender discrimination). The document also discusses whistleblowing and its advantages like protecting public safety, as well as disadvantages like potential retaliation. Finally, it addresses unjust dismissal and what qualifies as an "automatically unfair" dismissal related to reasons like pregnancy, family responsibilities, or acting as an employee representative.
This document discusses harassment in the workplace. It defines harassment as slurs, offensive comments, jokes or other verbal or physical conduct that creates a hostile work environment. Harassment is illegal if it is severe or pervasive. The document outlines different types of harassment, including harassment based on sex, pregnancy, age, disability, national origin, race, color, religion and more. It notes that harassment must be reported and can be reported either informally to a supervisor or formally through a company's human resources department.
This training package aims to increase understanding of equality, diversity, and inclusion. It defines key terms like equality, diversity, stereotypes, prejudice, discrimination, harassment and current anti-discrimination legislation. Exercises explore discrimination and harassment. Promoting equality involves examining attitudes, challenging offensive language, increasing knowledge of different people, and undertaking training. Additional resources are provided for further information.
This presentation talks about the Prevention Of Sexual Harassment Act (POSHA), and tells you as an employer what are the compliance you need to make sure, in-terms of forming an ICC or LCC etc.,
This document outlines an equality, diversity and inclusion training course for those working in the care sector. The aim is to introduce equality and diversity concepts so discrimination can be reduced. Learners will define key terms like equality, diversity, inclusion and discrimination. They will learn about perceptions, stereotyping, prejudice, harassment and bullying. The course also covers discrimination in care settings and how to promote diversity and reduce discrimination in the workplace. It discusses relevant UK laws around equality and diversity and signposts to organizations providing further information and support.
The document discusses discrimination in the workplace. It outlines several forms of discrimination including race, age, sex, disability, religion, national origin, and pay. The document also notes that while laws are in place to prevent discrimination, it still occurs subtly. Discrimination complaints remain common, with over 90,000 filed in 2016 alone according to the EEOC. The document recommends that businesses implement effective anti-discrimination policies, conduct regular trainings for employees, and promptly investigate any complaints to promote a positive work environment.
The document provides an overview of key aspects of Bangladesh Labour Law, including its purpose and amendments. It defines international labour law and lists supporting acts in Bangladesh. The summary highlights that the law aims to protect labour rights and regulates conditions like employment classification, working hours, health and safety, welfare benefits, and dispute resolution. It provides definitions for employment types and outlines procedures for leave, closures, payments and resolving disputes.
This training covers harassment based on race, religion, national origin, and disability for supervisors. It defines harassment as severe or pervasive conduct that creates a hostile work environment. While sexual harassment training is legally required, no laws mandate training on other types of harassment. However, such training can help employers avoid liability and damages in lawsuits. The training aims to help supervisors understand harassment policies, identify inappropriate conduct, prevent harassment, and respond properly to complaints.
The sexual harassment of women at workplaceSWAPNIL KARADE
This document provides information about the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act of 2013 in India. It defines key terms like aggrieved woman, employee, domestic worker and employer. It outlines the types of committees established by the act - internal complaint committees and local complaint committees. It describes the complaint process and how committees are to handle inquiries, conciliation and produce reports. It also explains the potential remedies and actions that can be taken against the respondent if allegations are proven.
Harassment is a form of employment discrimination that violates our Civil Rights an disturbs our professional and life performance.
Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.
It can happen through negative actions and inflict an individual or a specific group of people.
And such conduct to be considered unlawful, it must create a work environment that would be intimidating, hostile, or offensive to reasonable people.
We have prepared a presentation to discuss this important subject, that affects us in some stages of our professional life.
The document provides an overview of labour law. It discusses how labour law mediates the relationship between workers, employers, unions and governments. It outlines key topics covered by labour law including working hours and conditions, leaves and holidays, children's employment, disputes, and equal employment practices. The document also gives a brief history of labour law and discusses international labour law and organizations like the ILO and WTO. It concludes by describing Pakistan's constitution in relation to labour rights and key labour laws and legislations in Pakistan.
This document provides an overview of key concepts in equality and diversity for health and social care. It defines equality as creating a fair society where everyone can fulfill their potential, and diversity as valuing people's differences. It outlines protected characteristics under equality law such as age, disability, gender, race, religion, sex, and sexual orientation. Discrimination and harassment are discussed. The role of everyone in the health and social care system is to promote equality, diversity, and inclusion.
FMLA and ADA 101: What Every Manager Needs to Knowhrluminary
The document provides an overview of the Family and Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA), explaining what managers need to know about employee leave rights and requirements, eligibility, reasons for leave, notification processes, and intermittent leave provisions under the acts. The presenter has over 25 years of HR experience and the webinar aims to educate HR professionals on compliance with FMLA and ADA laws and policies.
The document discusses preventing workplace harassment. It defines harassment and outlines employers' and employees' responsibilities. Harassment is unwelcome conduct based on protected characteristics that creates a hostile work environment. The different types of harassment are explained, including sexual harassment, quid pro quo harassment, hostile work environment, bullying, and third-party harassment. Employees are advised to report harassment and supervisors are responsible for addressing complaints discreetly. Guidelines are provided for protecting oneself and preventing harassment.
The Equality Act 2010 consolidates and streamlines over 100 pieces of legislation into a single act to provide consistent protection from discrimination. It covers 9 protected characteristics: age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, and sexual orientation. The Act prohibits direct and indirect discrimination, harassment, third party harassment, and discrimination arising from disability across services/public functions, work, premises, and education. It also strengthens the equality duty for public bodies to consider the needs of all protected groups.
The Equality Act 2010 consolidates and harmonizes existing equalities legislation into a single act. It protects individuals from discrimination on the basis of nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. The Act strengthens protections by extending the equality duty and prohibiting additional forms of discrimination and harassment across multiple sectors of society. It came into force in October 2010 and will be supplemented by statutory codes of practice and guidance over subsequent years.
This document discusses types of discrimination that are protected under UK law, including age, disability, gender, race, religion, sex, and sexual orientation. It defines direct and indirect discrimination, harassment, and victimization. Direct discrimination occurs when someone is treated less favorably due to a protected characteristic. Indirect discrimination involves a policy or practice that disadvantages people with a protected characteristic. Harassment involves unwanted conduct related to a protected characteristic that violates dignity. Victimization is punishing someone for making a complaint about discrimination. Employers are advised to adopt anti-harassment policies and follow grievance procedures to prevent discrimination in the workplace.
This document provides information about gender equality efforts in Iceland, including a history of women's suffrage and increasing political representation. It discusses Iceland topping global gender gap rankings for nine years running due to policies like paid parental leave for both parents, a high percentage of women in the workforce, and gender quotas. The document focuses on Iceland's Equal Pay Standard and 2017 legislation requiring companies to certify equal pay. It explains the standard addresses pay discrimination, job classification, and salary audits. Despite Iceland's progressive policies, a gender pay gap remains, demonstrating more work is needed to achieve equality.
I apologize, upon further reflection I do not feel comfortable speculating or making assumptions about types of harassment that may occur at any particular school.
This document discusses various types of discrimination in employment, including discrimination based on race, gender, religion, national origin, disabilities, age, and sexual orientation. It provides examples of each type, such as treating someone unfavorably due to their skin color (race discrimination) or gender (gender discrimination). The document also discusses whistleblowing and its advantages like protecting public safety, as well as disadvantages like potential retaliation. Finally, it addresses unjust dismissal and what qualifies as an "automatically unfair" dismissal related to reasons like pregnancy, family responsibilities, or acting as an employee representative.
This document discusses harassment in the workplace. It defines harassment as slurs, offensive comments, jokes or other verbal or physical conduct that creates a hostile work environment. Harassment is illegal if it is severe or pervasive. The document outlines different types of harassment, including harassment based on sex, pregnancy, age, disability, national origin, race, color, religion and more. It notes that harassment must be reported and can be reported either informally to a supervisor or formally through a company's human resources department.
This training package aims to increase understanding of equality, diversity, and inclusion. It defines key terms like equality, diversity, stereotypes, prejudice, discrimination, harassment and current anti-discrimination legislation. Exercises explore discrimination and harassment. Promoting equality involves examining attitudes, challenging offensive language, increasing knowledge of different people, and undertaking training. Additional resources are provided for further information.
This presentation talks about the Prevention Of Sexual Harassment Act (POSHA), and tells you as an employer what are the compliance you need to make sure, in-terms of forming an ICC or LCC etc.,
This document outlines an equality, diversity and inclusion training course for those working in the care sector. The aim is to introduce equality and diversity concepts so discrimination can be reduced. Learners will define key terms like equality, diversity, inclusion and discrimination. They will learn about perceptions, stereotyping, prejudice, harassment and bullying. The course also covers discrimination in care settings and how to promote diversity and reduce discrimination in the workplace. It discusses relevant UK laws around equality and diversity and signposts to organizations providing further information and support.
The document discusses discrimination in the workplace. It outlines several forms of discrimination including race, age, sex, disability, religion, national origin, and pay. The document also notes that while laws are in place to prevent discrimination, it still occurs subtly. Discrimination complaints remain common, with over 90,000 filed in 2016 alone according to the EEOC. The document recommends that businesses implement effective anti-discrimination policies, conduct regular trainings for employees, and promptly investigate any complaints to promote a positive work environment.
The document provides an overview of key aspects of Bangladesh Labour Law, including its purpose and amendments. It defines international labour law and lists supporting acts in Bangladesh. The summary highlights that the law aims to protect labour rights and regulates conditions like employment classification, working hours, health and safety, welfare benefits, and dispute resolution. It provides definitions for employment types and outlines procedures for leave, closures, payments and resolving disputes.
This training covers harassment based on race, religion, national origin, and disability for supervisors. It defines harassment as severe or pervasive conduct that creates a hostile work environment. While sexual harassment training is legally required, no laws mandate training on other types of harassment. However, such training can help employers avoid liability and damages in lawsuits. The training aims to help supervisors understand harassment policies, identify inappropriate conduct, prevent harassment, and respond properly to complaints.
The sexual harassment of women at workplaceSWAPNIL KARADE
This document provides information about the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act of 2013 in India. It defines key terms like aggrieved woman, employee, domestic worker and employer. It outlines the types of committees established by the act - internal complaint committees and local complaint committees. It describes the complaint process and how committees are to handle inquiries, conciliation and produce reports. It also explains the potential remedies and actions that can be taken against the respondent if allegations are proven.
Harassment is a form of employment discrimination that violates our Civil Rights an disturbs our professional and life performance.
Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.
It can happen through negative actions and inflict an individual or a specific group of people.
And such conduct to be considered unlawful, it must create a work environment that would be intimidating, hostile, or offensive to reasonable people.
We have prepared a presentation to discuss this important subject, that affects us in some stages of our professional life.
The document provides an overview of labour law. It discusses how labour law mediates the relationship between workers, employers, unions and governments. It outlines key topics covered by labour law including working hours and conditions, leaves and holidays, children's employment, disputes, and equal employment practices. The document also gives a brief history of labour law and discusses international labour law and organizations like the ILO and WTO. It concludes by describing Pakistan's constitution in relation to labour rights and key labour laws and legislations in Pakistan.
This document provides an overview of key concepts in equality and diversity for health and social care. It defines equality as creating a fair society where everyone can fulfill their potential, and diversity as valuing people's differences. It outlines protected characteristics under equality law such as age, disability, gender, race, religion, sex, and sexual orientation. Discrimination and harassment are discussed. The role of everyone in the health and social care system is to promote equality, diversity, and inclusion.
FMLA and ADA 101: What Every Manager Needs to Knowhrluminary
The document provides an overview of the Family and Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA), explaining what managers need to know about employee leave rights and requirements, eligibility, reasons for leave, notification processes, and intermittent leave provisions under the acts. The presenter has over 25 years of HR experience and the webinar aims to educate HR professionals on compliance with FMLA and ADA laws and policies.
The document discusses preventing workplace harassment. It defines harassment and outlines employers' and employees' responsibilities. Harassment is unwelcome conduct based on protected characteristics that creates a hostile work environment. The different types of harassment are explained, including sexual harassment, quid pro quo harassment, hostile work environment, bullying, and third-party harassment. Employees are advised to report harassment and supervisors are responsible for addressing complaints discreetly. Guidelines are provided for protecting oneself and preventing harassment.
The Equality Act 2010 consolidates and streamlines over 100 pieces of legislation into a single act to provide consistent protection from discrimination. It covers 9 protected characteristics: age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, and sexual orientation. The Act prohibits direct and indirect discrimination, harassment, third party harassment, and discrimination arising from disability across services/public functions, work, premises, and education. It also strengthens the equality duty for public bodies to consider the needs of all protected groups.
The Equality Act 2010 consolidates and harmonizes existing equalities legislation into a single act. It protects individuals from discrimination on the basis of nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. The Act strengthens protections by extending the equality duty and prohibiting additional forms of discrimination and harassment across multiple sectors of society. It came into force in October 2010 and will be supplemented by statutory codes of practice and guidance over subsequent years.
The Equality Act 2010 consolidates and streamlines over 100 pieces of legislation into a single act to provide consistent protection from discrimination. It covers 9 protected characteristics: age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, and sexual orientation. The Act prohibits direct and indirect discrimination, harassment, third party harassment, and discrimination arising from disability across services/public functions, work, premises, and education. It also strengthens the equality duty for public bodies to consider the needs of all protected groups.
The Equality Act 2010 consolidates and harmonizes existing equalities legislation into a single act. It protects individuals from discrimination on the basis of nine protected characteristics: age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, and sexual orientation. The Act applies to sectors like services/public functions, premises, work, and education. It prohibits direct and indirect discrimination as well as harassment and promotes equality of opportunity and good relations between protected groups.
The Equality Act 2010 consolidates and streamlines over 100 pieces of legislation into a single act to provide consistent protection from discrimination. It covers 9 protected characteristics - age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, and sexual orientation. The act prohibits direct and indirect discrimination, harassment, victimization across work, services, public functions, premises, education, associations and transport. It also strengthens the equality duty for public bodies to advance equality of opportunity and foster good relations.
The Equality Act 2010 consolidates and streamlines over 100 pieces of equality legislation into one single act. It protects individuals from discrimination and harassment based on nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. The Act strengthens equality laws, makes them more consistent, and extends protection to characteristics not previously covered. It also establishes a public sector equality duty requiring public bodies to consider how their policies and decisions affect people with protected characteristics.
The Equality Act 2010 brought together various pieces of UK anti-discrimination legislation and introduced some new provisions. It defines various types of unlawful discrimination including direct, indirect, harassment, and victimization. It also identifies protected characteristics such as age, disability, sex, race, and others that cannot be discriminated against. The Act aims to protect individuals from unfair treatment and promote a fairer society.
The document summarizes key aspects of the Equality Act 2010 in the UK, including:
1) It consolidates and harmonizes protections against discrimination in nine protected characteristics including age, disability, sex, and race.
2) Age discrimination is outlawed in services, public functions, employment, further education, and associations, but not all sectors. Direct discrimination based on age can be objectively justified.
3) The public sector equality duty requires public bodies to have due regard to eliminating discrimination and advancing equality when exercising their functions.
The Equality Act 2010 replaces previous UK anti-discrimination laws with a single Act to simplify and strengthen protections. It consolidates nine major pieces of legislation into one to make the law easier to understand. The Act also provides clearer protection for areas like gender pay, pregnancy, age discrimination, and disability access. Provisions in the Equality Act will be rolled out over time to allow organizations to prepare for changes and ensure effective implementation.
The Equality Act 2010 consolidates and streamlines various pieces of anti-discrimination legislation into a single act. It aims to protect individuals from discrimination on the basis of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. The Act prohibits discrimination in employment, education, access to goods and services, housing, and transport. However, discrimination still exists in practice due to factors like stereotypes in media and education as well as difficulties enforcing the law.
This document summarizes the Public Sector Equality Duty for public authorities in England, Scotland, and Wales. It outlines the protected characteristics, benefits of complying with the equality duty, and requirements regarding equality information, objectives, impact assessments, commissioning, procurement, and monitoring/enforcement. Public authorities must eliminate discrimination, advance equality of opportunity, and foster good relations in exercising their functions.
The Equality Act 2010 harmonizes UK discrimination law and strengthens protections against discrimination. It introduces new protected characteristics like gender reassignment and pregnancy/maternity. Public bodies must now consider socio-economic inequalities in strategic decisions. The Act also widens the definitions of direct and indirect discrimination and expands protections outside of work.
The Equality Act 2010 harmonizes UK discrimination law and strengthens protections against discrimination. It introduces new protected characteristics like gender reassignment and pregnancy/maternity. Public bodies must now consider socio-economic inequalities in strategic decisions. The Act also widens the definitions of direct and indirect discrimination and expands protections outside of work.
Hospitality industry equality issues within the hospitality industry1Simon Hallas
This document discusses equality issues in the hospitality industry. It provides an overview of the Equality Act of 2010, which protects individuals from unfair treatment and promotes equality. The Act merged over 116 previous pieces of legislation and established nine protected characteristics: age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, and sexual orientation. All individuals in Britain are protected under this Act from discrimination. The document also discusses positive action employers can take to promote diversity.
Workshop 4 rules and reg legislation 2016 its learningelizabethp1066
This document summarizes an NVQ workshop on customer service held at the University of Westminster. The workshop objectives are to review progress, discuss service standards and escalation procedures, consider relevant legislation, and identify how workshop content can be used as evidence for NVQ assessment requirements. Key legislation discussed includes health and safety, data protection, equality, and consumer protection laws. Participants review the university's student charter and complete activities on identifying workplace hazards, data protection principles, and the public sector 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 the specific duties which came into law on the 10th September 2011 in England and 6 April in Wales (tbc in Scotland) which are imposed by secondary legislation. The general equality duty came into force on 5 April 2011.
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.
Equality South West is a nonprofit organization that works to promote equality and diversity in southwest England. They lobby and campaign for equality, provide training and resources to help organizations comply with equality laws, and recognize organizations that meet their equality standard. They work with public, private, and voluntary sector groups in the region as well as national equality organizations.
The Equality Act of 2010 consolidated previous anti-discrimination laws and expanded protections to now cover nine characteristics including age, disability, gender, race, religion, sexual orientation, and others. It requires public bodies to consider equality in their activities and procurement processes. The Act aims to reduce discrimination and inequality, but some are concerned new policies may conflict with its goals. Equality in
A presentation delivered by Tim Cooper, Director of the Office for Disability Issues, to a seminar hosted by the Indian National Human Rights Commission on 14 January 2011.
Leah Myers presentation of the Commission for Review of Social Assistance in ...odenetwork
The document provides an update from Leah Myers of the Commission for Review of Social Assistance in Ontario. It summarizes the commission's engagement process, including community conversations and meetings with over 2000 people. It outlines the commission's task of making recommendations to establish an appropriate social assistance structure that reduces barriers and supports transition to work. The commission is analyzing feedback and will release a second discussion paper in early winter before providing its final report in June 2012.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
2. Contents 1. Purpose of the Act 2. What does this mean for society? 3. Overview of sectors covered by the Act 4. Protected Characteristics 5. Prohibited Conduct 6. Other Key provisions 7. Timescales 8. Codes and Guidance 9. Further information
3. Purpose of the Act Strengthening, harmonising and streamlining 40 years of equalities legislation: Strengthening: improving the effectiveness of equality legislation Harmonising: providing the same levels of protection from discrimination across all the protected characteristics and all sectors, where appropriate Streamlining: simplifying and consolidating approximately 116 pieces of separate equality legislation
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10. Timescales October 2010: The majority of the Act’s provisions come into f force on 1 October 2010. 6 April 2011 : Public Sector Equality Duty 10 September 2011: Specific Duties in England. 2013: Gender pay gap regulations (awaiting government clarification) and political parties publishing diversity data.
11. Statutory Codes October 2010: Employment; Services, Public Functions and Associations; and Equal Pay. October 2010: Further and Higher Education and Schools 5 April 2011: Public Sector Equality Duty Under discussion: Housing and Premises; Transport .
12. EHRC Non Statutory Guidance July 2010 : Employment; Services; Education. tbc 2011: Public Sector Equality Duty.
13. How do I find out more? Visit www.equalityhumanrights.com/ea2010 for the Commission’s guidance and starter kit live from 1 st October 2010. You can also contact [email_address] with any queries. For general questions you can call the Equality and Human Rights Commission Helpline: England: 0845 604 6610 ~ Scotland: 0845 604 5510 ~ Wales: 0845 604 8810.
These were the government’s aims in bringing in the Equality Act. The presentation which follows will illustrate how the government has strengthened, harmonised and streamlined the equality legislation.
Age The protected characteristic of age means a person belonging to a particular age group. This includes people of the same age and people of a particular range of ages. Eg ‘over 50s’ or ‘21 yr olds’. Disability Protection is provided where someone has a physical or mental impairment and this has a substantial and long term adverse effect on the person’s ability to carry out normal day to day activities. Gender reassignment Protection is provided where someone has proposed, started or completed a process to change their sex. It is clear that there is no requirement to be undergo medical supervision Marriage and civil partnership Protection from discrimination for being married or in a civil partnership is provided in employment and vocational training only. Pregnancy and maternity For all areas covered by the Act a woman is protected from unfavourable treatment because of pregnancy or has because she has given birth. Race ‘ Race’ includes colour, nationality and ethnic or national origins. A racial group can also be made up of two or more distinct racial groups. Religion and Belief Meaning of religion Religion’ means any religion and includes a lack of religion. It is for the courts to determine what constitutes a religion. Meaning of belief Belief means any religious or philosophical belief and includes a lack of belief. Examples of philosophical beliefs include Humanism and Atheism. A belief need not include faith or worship of a God or Gods, but must affect how a person lives their life or perceives the world.
Below are some examples to illustrate the areas covered by the Act. Services: The Act imposes obligations on everyone concerned with the provision of services to the public, or to a section of the public, whether in the private, public or voluntary sectors. Public Functions: Public functions are activities which the State has responsibility for, such as policing, immigration control, taxation, licensing and running prisons, and children legislation. Premises: Discrimination is prohibited in selling, letting or subletting, management or occupation of premises. Work This covers employees and applicants, contract workers (NB only the principal is liable), police officers, partners, barristers, personal and public officers holders; qualification bodies, employment services, trade organisations and local authority members Education This covers schools, FE and HE general qualification bodies, educational charities and endowments Associations Eg organisations established to promote the interests of their members, such as clubs for ex-service personnel; political parties; charities; private clubs including sports clubs; Scouts etc or organisations like the Rotary Club. But not things like a book club, gym, nightclub, football team supporter’s club or campaigning organisation at they don’t meet the requirement that there must be rules regarding who can be a member.
Extending the equality duty to require the public sector to take into account the needs of all protected groups (except marital and civil partnership status). The new Equality Duty will require public authorities to consider the needs of all the protected groups in, for example, employment and when designing and delivering services. Protecting people from discrimination in the recruitment process. The Bill makes it unlawful for employers to ask job applicants questions about disability or health before making a job offer, except in specified circumstances. 3. Protecting carers from discrimination. The Equality Act will protect people who are, for example, caring for a disabled child or relative. They will be protected by virtue of their association to that person. 4. Protecting pregnant women and mothers from discrimination. The Equality Act makes clear that mothers can breastfeed their children in places like cafes and shops and not be asked to leave. The Act also prohibits schools from discriminating against pupils who are pregnant or new mothers So, what does this mean for society? Here are five examples
Direct Discrimination occurs where a person treats another less favourably because of a protected characteristic than they treat, or would treat, others. The new definition of direct discrimination also covers cases where discrimination occurs because of a victim’s association with someone with a particular protected characteristic, e.g. a parent or partner. Protection is also provided where someone is wrongly thought to have a particular protected characteristic, eg they are mistakenly believed to be gay, and are treated less favourably because of that belief. This intended application of the direct discrimination provision represents one of the most significant expansions of protection in the Equality Act Indirect discrimination arises when an unjustifiable provision, criterion or practice is applied to everyone, but it places people with a protected characteristic at a particular disadvantage. Eg a requirement that everyone must work full time would place women with child caring responsibilities at a particular disadvantage, the employer would need to be able to show that it was nevertheless a proportionate means of achieving a legitimate aim. Indirect discrimination now expressly covers all grounds except pregnancy and maternity, which would be dealt with as indirect sex discrimination. Pregnancy and maternity discrimination is defined in employment as unfavourable treatment of a woman because of her pregnancy - from the time she becomes pregnant to the end of her maternity leave ;or because of an illness suffered by her as a result of her pregnancy; or in connection with maternity leave. Pregnancy and maternity discrimination in all other areas covered by the Act is defined as unfavourable treatment of a woman because of her pregnancy; unfavourable treatment because she has given birth, including because she is breastfeeding. from birth to end of 26 weeks
Harassment is: unwanted conduct related to a protected characteristic which has the purpose or effect of: violating the other person’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for him/her. Unwanted conduct of a sexual nature which has that purpose or effect; or 3. Where A (or another person) engages in unwanted conduct of a sexual nature or that is related to gender reassignment or sex which has the purpose or effect described above; and the complainant rejects or submits to the conduct and because of this rejection/submission is treated less favourably than if they had not done so. eg someone who rebuffs a manager’s sexual advance is subsequently not promoted because of that rebuffal is subjected to two types of harassment – (2) and (3) . Third Party Harassment The Act has extended protection against harassment of employees by customers, clients and contractors to apply to all protected characteristics. Liability will arise where an employer becomes aware that an employee has been harassed on at least two occasions by a third party (doesn’t matter if it’s different customers etc) and they fail to take reasonable steps to prevent it happening for a third time. Discrimination arising from Disability - A person is treated unfavourably because of something arising in consequence of his/her disability, and the employer/service provider cannot show that the treatment is a proportionate means of achieving a legitimate aim; this is discrimination unless the employer etc didn’t know, or could not reasonably have been expected to know, that the person had the disability. Eg a bookshop refuses admittance to anyone with a dog, including a blind person with a guide dog. Duty to make reasonable adjustments arises where: 1. a provision, criterion or practice or 2. a physical feature puts a disabled person at a substantial disadvantage in comparison with persons who are not disabled, duty holder must take reasonable steps to avoid the disadvantage; or 3. Where provision of an auxiliary aid would prevent a disabled person from being put at a substantial disadvantage there is a duty to take reasonable steps to provide it. Eg an organiser of a large conference could consult with hearing impaired delegates to ascertain what steps she needs to take to avoid them being put at a substantial disadvantage at the conference: eg provision of sign language interpreters, a palantypist and induction loop.
The new public sector equality duty requires public authorities to have regard to the need to: 1 . Eliminate discrimination and other conduct prohibited by Act 2. Advance equality of opportunity: - remove or minimise disadvantages - take steps to meet needs - encourage participation in public life 3. Foster good relations: - tackle prejudice - promote understanding Positive Action This section is new. There were positive action provisions in previous legislation, but the Equality Act extends what is permitted, covers all areas of the Act and applies in relation to all protected characteristics. Examples: Having identified that its white male pupils are underperforming at maths, a school could run supplementary maths classes exclusively for them. An employer’s monitoring data on training shows that their workers over the age of 60 are more likely to request training in advanced IT skills compared to workers outside this age group. The employer could provide training sessions primarily targeted at this group of workers.
Timing on publication for all codes and guidance are subject to change. The Codes will explain the provisions of the Act, helping those with obligations with the practical application of the Act, and helping stakeholders understand their rights under the Act. Failure to follow the provisions in the Codes could be taken into account by a court when determining whether or not someone has breached the Equality Act.
The Non Statutory Guidance is designed to be accessible to the lay reader, with lots of examples. It’s a simple explanation of how the law is supposed to work.
Guidance on the EHRC website covers the following situations: When you recruit someone to work for you Working hours and time off Pay and benefits Career development – training, development, promotion and transfer Managing people Dismissal, redundancy, retirement and after someone’s left Good practice: equality policies, equality training and monitoring Providing services, carrying out public functions or running an association