Social Policy Report: Equality Act 2010 and its Implications

This report examines the Equality Act 2010 within the context of social policy, health, and social care. It begins by differentiating social and organizational policies, then discusses the changes in welfare provision since World War II, including agreements and disagreements in post-war policies, and the reasons for the breakdown of consensus. The report delves into the Equality Act, detailing its relevance to health and social care, focusing on protected characteristics like age, and exploring the formation process and ideologies behind the act. Furthermore, it analyzes how organizations implement the act, potential difficulties, benefits to individuals, and the impact on service users, considering both positive and negative behavioral influences. Finally, the report compares the implementation of the Equality Act across different nations, highlighting similarities and differences in its impact on service users and concluding with a comprehensive overview of the subject matter.

Social Policy

Table of Contents
INTRODUCTION...........................................................................................................................1
SECTION 1......................................................................................................................................1
1. Difference between social policy and organizational policy..................................................1
2. Changes occurred since Second World War in terms of provision of attitude to welfare......1
3. Agreements and differences in post war policies....................................................................1
4. Reasons behind the breakdown of the consensus...................................................................2
SECTION 2......................................................................................................................................2
1. Act and its relevance to health and social care.......................................................................2
2. Based on one protected characteristics, issue based on health and social care perspective....2
3. Process involved in formation of Equality act 2010 and ideologies involved........................3
4. Detail of Equality act and purpose..........................................................................................3
5. Age affected by Equality Act..................................................................................................3
6. Effects of various influence in formulation of equality act.....................................................4
SECTION 3......................................................................................................................................4
1. Organizations implement the equality act 2010......................................................................4
2. Difficulties that can arise in organization due to equality act.................................................4
3. Benefits to individuals due to implementation of Equality act...............................................5
4. Negative impact service users in implementing Equality act.................................................5
5. Positive impact of individual behaviour on service users in respect to equality act...............5
6. Individual behaviour impact negatively on service users in respect to equality act...............6
7. Equality treated properly at selected organizations................................................................6
SECTION 4......................................................................................................................................6
1. Equality act followed at different nations...............................................................................6
2. Difference with England and other nations.............................................................................7
3. As per the chosen characteristic, similarities in terms of impact on service users between
England and other nation............................................................................................................7
4. Is there difference in terms of impact on service users between England and other national
perspectives.................................................................................................................................7
5. Conclusion...............................................................................................................................7

BIBLIOGRAPHY............................................................................................................................9

INTRODUCTION
With change in time, there are different set of policies that are implemented which are
determined as guidelines for the society and organization (Fried, 2016). Implementations of these
laws or policies are followed to protect the interest of people. This report will cover all the
significant and contemporary landmarks in social welfare provision. Further, it covers the
explanation of Equality Act.
SECTION 1
1. Difference between social policy and organizational policy
Social policy can be determined as a term which is applied to different areas of policy usually
within political and governmental setting. In other words, these are policies that are made by
government for the welfare of the social protection (Ehrenreich, 2014). On the other hand,
organizational policy are the guidelines that has to be followed by firms as they are important
for their business operations. These policies depend upon the type of business or nature of the
organization. For example, policy related to recruitment, confidentiality, safety and security,
employees relation and benefits, etc. Example for social policy is child protection, family
policy, pension, animal right, unemployment insurance, etc.
2. Changes occurred since Second World War in terms of provision of attitude to welfare
After 1945, government made different set of changes in relation with improvement in
education, health, social security and employment (Morel, Palier and Palme, 2012). After
second world war 2, it included mass evaluation of children and providing them services at in
the armed forces, this was done for the welfare among the middle classes. In this context, there
was welfare policies that are concern with three groups which are old, young and working
people. For old people pension was introduced. Further, children were given free schooling.
Moreover, labour Exchanges were set up for unemployed people.
3. Agreements and differences in post war policies
It is known as the period of agreement as there was an alignment that took place between
conservation government and Labour. In this context, there was a consensus in Britain which
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had economic, social and foreign policy angle in the below given areas: Social security,
National Insurance reform 1946, National Health service, belief in welfare provision for all and
introduction of nuclear weapons (Blakemore and Warwick-Booth, 2013). There was difference
in opinions but the policies were made for the welfare of cradle and people. It included policies
like Family allowance act, Education Act, National insurance act, National health service act.
4. Reasons behind the breakdown of the consensus
Breakdown of post war consensus was inevitable as there were many inherent problems in the
idea. Among the issues it included huge expenses that began to maintain the welfare state which
were paid by US initially (Rice and Prince, 2013). Further, it included demographic changes
because of welfare state. Another issue that occurred was high expectations of people and this
was due to welfare state and post-war consensus. Main parties that played important role
includes Middlemass, Milband who was committed to existing system and it also included
Prime Minister, Winston Churchill. These were people who played important role for the era in
policy making.
SECTION 2
1. Act and its relevance to health and social care
Act can be determined as the process of doing. It includes Equality act that are followed in the
organization. It makes sure that proper protection is provided to workers in firm and all treated
equally and equal opportunity is provided. This context, there are 9 characteristics that are
followed and they are: age, race, sex, disability, sexual orientation, religion, gender
reassignment, pregnancy and maternity, civil and pregnancy (Wilkins, 2013). First act of health
and safety was given in the 1981. With changes in year, certain sections are included. This act
makes sure that proper protection is provided in context of health and safety to organization.
2. Based on one protected characteristics, issue based on health and social care perspective
One of the protected characteristic selected is age. As per the law, minimum age in which
children can work is 18. However, after 14 years there are certain areas in which children can
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work. In context or physical work, employees over the age of 50s are treat as unfit (Fairweather
and Tornatzky, 2013). Further, until the age of 70 health and safety is provided in context of
knowledge, intelligence and use of language. Further, older workers have high risk of
occupational accidents when compared with younger workers. Discrimination with respect to
age is different from other forms. It is essential to understand the changes to work which are
required to ensure older workers can stay longer in the organization. Act includes Employment
Equality (Age) Regulations 2006.
3. Process involved in formation of Equality act 2010 and ideologies involved
For the process there are certain elements that needs to be considered. Updates are required by
the government for the development of this act. In this context, it includes diversity that is
reported by political parties (Margalit, 2013). Civil partnership on religious premises, provision
that is related to auxiliary aid in schools. Further, there are elements that are not included in
forces. They are dual discrimination, socio-economic inequalities under public sector and
gender pay gap information. This law is enforced by Act of Parliament.
4. Detail of Equality act and purpose
This is followed by organizations in order to make sure that they will be able to develop equal
opportunity among workers. These are done in order to protect the interest of employees. There
are different set of discriminations that take place. It includes age, gender, disabilities, etc. It
enables the organization to make sure that they develop positive perception among mind of
people so that they will be able to worker freely (Jones, 2013). When discrimination take place,
then it affects the performance of workers but with equality act management get to provide
better services.
5. Age affected by Equality Act
Age can be determined as unlawful to discriminate against workers, trainees and job seekers.
There are conditions when people are differentiated because they are older, younger and
comparable employees. There are mainly 4 type of discriminations that are direct, indirect,
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harassment and victimisation (Benington and Geddes, 2013). Equality act make sure that
employees are not being discriminated on the basis of age that includes all the four types in
which it is possible to make discrimination by management. Discriminations generally take
place during recruitment and selection process and within organization where there are people
with different culture work together.
6. Effects of various influence in formulation of equality act
There are different efforts or impact that equality act to form. In this context, it includes
pressure groups like Law security, Police Federation, National Union of Teachers, Electornal
Reform Society, etc. (Becker, Bryman and Ferguson, 2012) Further, it includes influence of
media that is required by law in maintaining political balance in the broadcast. However, there
is not restriction that are made on print media like newspaper. All the areas have high influence
over the formation of equality act. Proper approval needs to be taken so that they will be able to
implement the strategy related with equality act effectively and efficiently.
SECTION 3
1. Organizations implement the equality act 2010
There are different set of areas that work together in order to make sure that all organizational
goal's ans objectives are achieved. However, in Tesco, management make sure equal
opportunities is provided to disabled and others who do not have any type of health issues.
Opportunities to all the employees are equal whether they are of different age groups (Huber
and Stephens, 2012). On the other hand, to fulfil the equality act, Hilton hotel make sure that
equal pay is provided to all the employees whether they are of any age group. All the people
who are working at similar post are given same pay. This is helpful to maintain the interest of
workers.
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2. Difficulties that can arise in organization due to equality act
There are different type of issues or difficulties that can arise in the organization. In Tesco,
there are no issues related with age identified but there are cases that issue can arise among
employees related with gender. There are cases recorded in which women are discriminated. On
the other hand, there are no ethical issues that are identified at Hilton. However, there are
conditions in which issue related to equality can arise for difference in culture. Around the
world there are many business that are run by Hilton and different people are hired. Preference
is provided to people who are from similar place of the recruitment manager.
3. Benefits to individuals due to implementation of Equality act
There are different type of acts which are included in quality act. These are helpful to make the
workers develop positive perception towards there roles and responsibilities. People have issues
in performing when they are discriminated at any basis (Kingfisher, 2013). Discrimination
makes the employees demotivation and it negatively affects the performance. When employees
get to know that they are discriminated on the basis of pay, even if the other person holds same
post, then it becomes an issue and they do not tent to support the firm achieving their goals and
objectives.
4. Negative impact service users in implementing Equality act
The ultimate aim of any organization is to gain maximum profit and this is only possible when
they are able to attract more and more customers. Employees are the face of organization as
they have direct interaction with services used. When firm do not make use of equality act, then
they fail to provide proper services to customers. This way firm fail to achieve their goals and
objectives. It becomes difficult for workers to understand the needs and requirement of
customers (Kingfisher, 2013). This makes the organization face losses and when the services
provided are not effective then customers shift on to other company which provide similar
products and services.
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5. Positive impact of individual behaviour on service users in respect to equality act
Individual would act positively on service users when organization do not discriminate them on
the basis of age, sex, race, religion, etc. When firm make discrimination on such basis, then they
fail to provide their full efficiency to their customers. It enables to develop coordination among
workers as they get to develop interaction with each other. Further, there are conditions in
which management make the firm implement strategies for their growth. When there is proper
use of equality act, then the support from the employees will be high as when the firm make
sure the issues of workers are considered, then also support the firm in achieving their goals and
objectives.
6. Individual behaviour impact negatively on service users in respect to equality act
There are different set of negative impact that customers and management has to face due tio
equality. Opportunity is only provided to people who are really capable and worthy. When
recruitment takes place, and firm where there is not proper equality act, then the changes are
given to person who is well known to manager (Fried, 2016). On the other hand, if there are
strict rules that are implemented, then only the candidate that is really effective are provided
with the opportunity to get selected. Further, lack of equality act raises conflict among
employees and the coordination among them is not proper which leads to dissatisfaction to
service users.
7. Equality treated properly at selected organizations
Yes, equality act is followed effectively at Tesco and Hilton. However, there are conditions in
which issues arises among employee and employer. This is because they difference in opinion
take place. In order to make proper improvement in the organization so as to provide services to
customers, management should make sure all the workers who perform their work effectively
should be identified and other who lack in their performance, they should be provided with
proper training (Ehrenreich, 2014). This will be helpful in providing customers with high
quality services.
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SECTION 4
1. Equality act followed at different nations
At different nations diverse set of laws are implement or they are not followed or more clause
are implemented. In this context, at Northern Ireland, Equality Act is not implemented or
applied. One of the main discrimination that take place at this area is done with old age people.
With this respect, they also follow Disability Discrimination Act 1995 (Morel, Palier and
Palme, 2012). At Scotland they have their own legal traditions. In this context, equality act does
not apply in this area. Moreover, all the type of clause that are included in Equality act is
implemented at Wales as it comes under England.
2. Difference with England and other nations
As it was stated above, there are diverse set of laws that are followed. In context, with Scotland,
Wales and Northern Ireland all have their laws but at among these three nations, Northern
Ireland and Scotland are does not followed Equality act 2010. This is because they have their
own court that is at Scotland. Further, they have their own statute law, legal profession and their
own parliament (Blakemore and Warwick-Booth, 2013). Northern Ireland is the part of UK but
not Great Britain. One of the main anti discrimination act which is followed is Disability
Discrimination Act 1995. All the laws that are followed at England are implemented at Wales
as well. This is because, it is the part of it.
3. As per the chosen characteristic, similarities in terms of impact on service users between
England and other nation
There is no proper law, that is made at Northern Ireland but there are time to time programs that
are conducted by Government. Cited area is facing issue related with children of age 10 being
made to work (Fairweather and Tornatzky, 2013). However, there are legislation that are
formed to improve the lives of older people. At Scotland there are discrimination that take part
towards old age people. Sick pay is provided to people who are old and this is done in order to
protect old people. In England, there are Equality acts that is followed and are enforceable by
law if these are not followed.
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4. Is there difference in terms of impact on service users between England and other national
perspectives
Yes there is difference between over the impact of England and other national perspective as
the laws that are followed in context with Equality is different.
5. Conclusion
As per the research, it can be articulated that laws and acts are very important for a country to
followed and this is because it protects the interest of people and the society. Discrimination can
be determined as one of the major issues that are faced by employees within the organization.
However, to protect them from being discriminated, government has developed many laws
among which Equality act 2010 is very effective. This support the employees to get benefited
and to get equal opportunity that make them perform with their full efficiency. Moreover,
discrimination helps in raising the performance level and to get proper support to the
organization.
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