The Race Relations Act 1976 and Race Relations Amendment Act 2000 made race discrimination unlawful in employment, education, training and provision of goods, facilities and services in the UK. The acts define direct and indirect discrimination. Direct discrimination occurs when someone is treated less favorably due to their race. Indirect discrimination occurs when a condition or requirement negatively impacts a racial group. The 2000 amendment act requires public authorities to promote racial equality in all activities, including employment practices. It also places duties on public authorities to develop equality schemes, assess policies, monitor impact, and publish results. Both individuals and organizations can be held liable under the acts for discrimination.

1. Race Relations ActKate patay

2. Race Relations Act 1976 and the Race Relations Amendment Act 2000 The 1976 Act makes race discrimination unlawful in:EmploymentEducation Training and Provision of goods, facilities and services

3. DefinitionsDefining race discriminationThe Act defines discrimination as direct and indirect discrimination and victimisation.

4. DefinitionsDirect race discrimination occurs when a person treats another person less favourably on the grounds of colour, race, nationality, ethnic or national origin.Examples include: Refusing to serve ethnic minority clientsIgnoring racial harassment of employees

5. Sort of signs used before legislation in UK

6. Indirect DiscriminationIndirect race discriminationoccurs when a condition or requirement which:a smaller proportion from the victim’s racial group can comply with, andis detrimental to the victim because s/he cannot comply with it, andcannot 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.

7. Your right to complainVictimisationThe act safeguards people who exercise their rights, including people who help others in pursuing complaints regarding race discrimination

8. Very important regarding childcare and school provisionTHE RACE RELATIONS AMENDMENT ACT 2000 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: eliminating racial discrimination promoting equality of opportunity and good relations between people of different racial groups. The new public duty requires public bodies to implement race equality in all aspects of employment matters, such as recruitment & selection- training- promotion- discipline and- dismissal.

9. Specific dutiesThe Act also places specific duties on public authorities to: develop and implement a Race Equality Schemeassess whether their functions and policies are relevant to race equalitymonitor their policies to see how they affect race equalityassess and consult on policies they are proposing to introducepublish the results of their consultations, monitoring and assessmentsmake sure that the public have access to the information and services they providetrain staff on the new duties 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.

10. Equal opportunities PolicyDaffodils 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. Daffodils nursery

11. LiabilityLiabilityUnder 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.