Legislation in support of equality and diversity

Equality and
diversity
Running Head: Legislation in support of equality and diversity
0
Student’s Name
7 / 2 1 / 2 0 1 9

Legislation in support of equality and diversity
1
Every employee is an important element of an organization and must be treated with respect and
dignity. However, this situation does not exist in the real world. Employers often make
differentiation among their employees based on some personal characteristics. Discrimination at
the workplace is a situation where an employer treats their employees in a different manner In
UK, the Equality Act 2010 is the lead legislation, which prevents the practice of unlawful
discrimination and unequal treatment at the workplace. Under this act nine characteristics are
mentioned, based on which an employer cannot treat two of its employees in a different manner.
These characteristics are known as protected characteristics and include sexual orientation, age,
sex, gender, disability, , marriage an civil partnership, race, religion, pregnancy, and maternity
(Sheffield.ac.uk, 2019). It means if any employer treats their employees in a distinct manner
considering these characteristics then the situation is known as unlawful discrimination
(Eoc.org.uk, 2019). The definition is applicable to private as well as public sector employment.
The subjective act possesses a public sector equality duty to public sector bodies. The purpose of
this equality duty is to eradicate unlawful discrimination, to eliminate victimization, harassment
and other conduct forbidden under the act. The second purpose of the duty is to advance equality
of opportunity between people with and without protected characteristics. The last aim of quality
duty is to foster and motivate good relationships between the people with and without protected
characteristics. Equity Act 2010 is not the first legislation developed in the UK that provides
provisions related to diversity and equality in public services but before this too legislations were
there which had aimed to demotivate the practices of prejudice, discriminatory behavior and
unconscious bias in public sector. These different regulations address different characteristics
and developed over time. Sex discrimination Act 1975 is one of such legislation. This act forbids

Legislation in support of equality and diversity
2
discrimination against people in the area of education, vocational training, and employment, in
the provisions of goods, in the management or disposal of premises and others.
Sex Discrimination Act 1975 (Public Authorities) (Statutory Duties) Order 2006 was another
effort that has been made to escalate gender difference among people in public sector services.
Employment Equality (Religion or Belief) Regulations 2003 is another important law in the area
of discrimination. As the name of regulation implies, the same was developed to provide
protection to employees that face discrimination at work because of their belief or religion. The
regulations have been developed because members of Christian, Muslim and communities have
been dismissed unfairly because of their religion and faith. This regulation made such behavior
unlawful. This act applied to Wales, Scotland, and England. While discussing equal treatment
and other rights of people in the public sector, mention of the Human Rights Act 1998 is
necessary to do. The act puts a liability to treat everyone equally with dignity, respect, and
fairness on UK courts, and other public organizations including police, government, and local
councils. In this manner, by putting such duties to public sector organizations, the act escalates
practices of unfair treatment and discrimination. Race Relations (Amendment) Act 2000 is an act
that makes the racial discrimination unlawful in all public authorities and puts a duty on public
bodies to promote race equality. Public bodies that do not follow the provisions of this legislation
or do not fulfill the duty to promote race relation can be subject to notice under the same. In such
a manner this act ensures there is no unfair treatment of people by public servants based on their
race.
Employment Equality (Sexual Orientation) Regulations 2003 was nice effort take by the UK
government in the sector of discrimination at the workplace. The act granted the right to bring
the action if people experience discrimination at work based on their sexual orientation. The