Analyzing the Equality Act 2010: A Literature Review on Tesco

This literature review provides a comprehensive overview of the Equality Act 2010, a UK law designed to prevent discrimination based on age, disability, gender, race, religion, and other protected characteristics. It examines the Act's key provisions, including direct and indirect discrimination, harassment, and victimisation, highlighting its significance in promoting equality and fairness in the workplace and broader society. The review further investigates the Act's specific impact on age discrimination within Tesco, a major UK retailer, discussing how the Act helps to increase productivity, reduce employee turnover, and limit skill gaps by fostering an inclusive and supportive work environment. The review concludes by emphasizing the importance of adhering to the Equality Act 2010 to ensure ethical business practices and equal opportunities for all employees.

Literature review

Table of Contents
Literature review..............................................................................................................................1
Research Methodology..................................................................................................................11
REFERENCES..............................................................................................................................14

Literature review
To develop basic understanding about the Equality act 2010.
As per the views of author it has been identified that Equality act 2010 is developed by
government in order to enhance equality practices. It is essential for organisation to consider
Equality act 2010 while conducting its business practices. Equality act 2010 is developed with
the motive of making its unlawful practices to discriminate against someone on the ground of
age, disability gender, marriage, race, religion and so on. The significance of value Act 2010 is
to urge and prepare individuals to beat hindrances while rivaling others. It fundamentally
remember public bodies for act and furthermore lay accentuation on advancing equality rather
than decreasing inequality. The act has more effective appointing body which helps in decreasing
expense and give more freedoms to individuals. This act helps in bringing issues to light and
furthermore offer more chances for people. Be that as it may, there are different inconveniences
which are related with Equality Act 2010 as it has dread of exploitation and furthermore utilize
two joined characteristics (Devine, 2022). This act is significant in order to provide right and
accurate guideline to organisation as well as individual to follow practices in accurate manner.
The Equality Act 2010 legally protects individuals from discrimination in the workplace and in
more extensive society. It supplanted past anti discrimination laws with a single Act, making the
law more obvious and strengthening assurance in certain circumstances. The work government
acquainted this act all together with fortify and solidify the regulations that aides in shielding
individuals from drawback and discrimination. The Equality Act 2010 spotlights on supplanting
past regulations and furthermore make it simpler for individuals to get privileges. It helps in
safeguarding debilitated individuals and furthermore advance better straightforwardness at work.
The unlawful discrimination basically incorporates declining to concede a youngster to school as
an understudy as a result of their race and furthermore deterring female understudy from
undertaking a course of designing. The Equality Act 2010, is focused on equality and decency in
which they guarantee that everybody is dealt with reasonably and with regarded, the act
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additionally ensure that the foundation or organization is free from any danger environment for
everybody and furthermore guarantee that nobody encounters less great treatment, discrimination
or harassment. It sets out the various manners by which it's unlawful to treat somebody. Through
this it has been identified that The Act make it illegal to discriminate against someone on the
basis of any of these characteristics which includes age, disability, gender reassignment,
pregnancy and maternity, race, religion/belief, marriage or civil partnership gender and sexual
orientation. There are different safeguarded characteristics in the Equality Act. It is important for
company to consider these characteristics’ of equality while conducting organisational practices
in order to enhance business activities as well as carry out all task smoothly. It has been analysed
that Equality act 2010 is significant in order to reduce discrimination practices as well as provide
right and equal opportunities to all individual (Heeley, 2024). Discrimination which happens as
a result of one or more of these characteristics is unlawful under the Act. individual as a whole
have a portion of these characteristics for instance, gender or age, so the Act protects everybody
from discrimination. At the point when there is an equality in working environment it helps in
giving an open door to headway because of which individuals have an equivalent opportunity to
benefit amazing open doors and foster skills. In working environment, bosses can see the
exhibition level of representatives and remunerate them appropriately. It has been identified that
there are different types of discrimination practices with in organisation that can be classified on
the basis of direct, indirect, harassment and victimisation. All of these are mention below in
detail.
Direct discrimination – This type of discrimination can be describe as the practice in which
individual is treated differently from other due to his or her protected characteristics such as
gender, age, race and so on. This implies treating one individual worse than another individual
on account of a safeguarded characteristic. For instance, there is a promotion comes up with in
the organisation. The business accepts that individuals' recollections deteriorate as they progress
in years so doesn't inform one of his older employees, since he thinks the employee wouldn't
have the option to do the work. Direct discrimination might even happen by affiliation where an
individual is dealt with diversely on the grounds that he/she is related with a safeguarded
characteristic individual or by discrimination in light of the fact that an individual seems to have
a safeguarded characteristic he/she is dealt with in an unexpected way. Due to direct
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discrimination practices with in the organisation includes failing to promote a person, dismissing
employees because of certain characteristics.
Indirect discrimination – This kind of discrimination practice are not direct and it could be
unintentional. It has been identified that when organisation policy or requirement practice that
needs to be applied to individual but it will lead to have negative impact on certain group of
people. This can happen when an organization puts a standard or an approach or an approach to
doing things set up which worse affects somebody with a safeguarded characteristic than
somebody without one (Gavin and Weatherall, 2022). For instance a nearby authority is planning
to redevelop a portion of its housing. It chooses to hold interview occasions in the evening. A
large number of the female inhabitants complain that they can't go to these meetings on account
of childcare obligations. This form of discrimination isn't as self-evident and can be
unintentional. Indirect discrimination happens when an organization has a strategy, necessity or
practice that seems to apply to all, however its impact in practice disadvantages a specific
gathering with a safeguarded characteristic. Indirect discrimination might expect for instance that
an individual ought to be of a certain stature, or have worked for quite a while before being
qualified to apply for a specific job. It is important for company to consider this type of
discrimination practices so that organisation is able to enhance and improve equality in its
business practices.
Harassment - It has been identified that this happens where the direct or behaviour is undesirable
and connects with one or more of the safeguarded characteristics. The lead should have the
impact or reason for violating an individual's pride or creating a threatening, intimidating,
degrading, humiliating or hostile climate for the individual receiving it. Harassment can include
verbally abusing, dangers, jokes, talk, being rejected, insults, and undesirable actual contact.
There are major negative impact of harassment on individual as well as organisation.
Victimisation – It has been analysed that this is also consider as discrimination practices for an
individual as they has been supported by any complaint of discrimination. Victimization
happens when an individual is dealt with distinctively on the grounds that he/she has made a
claim of or supported a complaint of discrimination. It might be the place where the individual
has given proof relating to a complaint of discrimination, or raised a complaint concerning
discrimination.
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To identify the importance of Equality act 2010 in reducing age discrimination among
employees of TESCO.
According to the views of author (2022), it has been determined that equality act 2010
includes various importance in order to reduce age discrimination between the employees of
Tesco. Age discrimination is consider as the discrimination practices which occurs with in an
organisation due to difference in the age of employees. It is crucial for respective company that
is Tesco to consider right and accurate step for reducing age discrimination among its employees
as it will lead to affect business practices. Equality in the workplace guarantees individuals are
offered equivalent chances, equivalent compensation, and are all around acknowledged for their
disparities. Tesco executes Equality Act 2010 to safeguard against immediate and circuitous
discrimination, exploitation and harassment out in the open capacity and administrationsIt is
creating an inclusive and helpful work climate where employees have a solid sense of comfort
and cheerful. Equality guarantees removing any possibilities of discrimination in the workplace.
Through this it has been identified that Equality with in organisation is crucial and it will lead to
have major significant impact over performance of business (Meers, 2022). The Age
Discrimination Act of 1975 disallows discrimination based on age in projects and activities
receiving federal financial help. The Act, which applies to all ages, allows the utilization of
certain age distinctions and factors other than age that meet the Act's necessities. This is consider
an unlawful and unethical practice of business to take its decision on the basis of age of
individual employee. . By carrying out this act, organization make mindfulness among
representatives to kill harassment, discriminate and exploitation while working in working
environment. The age discrimination in working environment establishes negative workplace
because of which they can't give useful results while accomplishing the objectives and objective
of Tesco. The Age Discrimination in Employment Act of 1967 (ADEA) protects certain
candidates and employees 40 years old and older from discrimination based on age in hiring,
promotion, discharge, compensation, or terms, conditions of employment. So it has been
identified that it is important for company to reduce age discrimination activities form
organisation through the consideration of Equality act 2010.
 Increases productivity: It has been identified that equality act 2010 is significant in order
to improve productivity of organisation. Tesco company includes a blended age group,
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there is a more elevated level of group productivity, in addition to a lift for individual
employees. It has been analysed that Tesco company is focus on increasing productivity
of organisation as it will lead to increase productivity of organisation as well as help in
attaining desired goals. Support in productivity to the common information that is gained
from previous encounters, which brings about new answers for issues. It has been
analysed that through equality act Tesco company will be able to provide right and fair
opportunities to all employees and this will lead to increase in productivity of business.
While bring together individuals from different foundations to a table, it broadens the
scope of thoughts to manage what is going on. Organisation is able to stimulating
innovative and thought-proving thoughts (Heaslip and et.al., 2022). Normally, critical
thinking and innovation are improved. These factors altogether bring about increased
productivity and effective performance. All employees will be able to conduct business
practices effectively when there are no age discrimination practices and all employees are
consider to be equal. This will lead to have significant impact over enhancing
productivity and performance of organisation. so equality act 2010 is consider to be
effective and efficient in order to improve productivity of organisation.
 Reduces Employee Turnover – It has been analysed that Equality act 2010 is important in
order to reduce employee turnover through decrease in age discrimination practices. Age
assorted workplaces can decrease by and large employee turnover rates because of the
overall devotion of employees. High employee turnover can be exorbitant and damaging
to morale. Age variety further develops employee turnover rates, meaning more skilled
and experienced employees at your business. It has been analysed that when Tesco
company does not include age discrimination then there will be reduction in employee
turnover rate as Tesco company will be more interested in working with in organisation.
Whenever an organization cultivates equality in the workplace, the main advantage is the
huge increase in opportunities to find capable candidates for enlists. It brings the best
individuals on board from the ability determination pool. By reduce age discrimination
activities respective company that is Tesco will be able to reduce employee turnover rate
as well as attract or retain talented employees of the business.
 Limits the skill gap – Due to age discrimination practices there will be skill gap with in
organisation and employee will not be able to use their full potential or capabilities to
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carry out required set of practices in significant manner. is one of the advantage which is
acquired by association while lessening age discrimination. Whenever there is no age
discrimination in work environment, it helps in giving better an open door to all progress
in years representatives to gain some new useful knowledge. Through diminishing age
discrimination, the collaboration between representatives increments because of which
they on the whole work together and achieve the objectives really.
 Relationship - While zeroing in on lessening age discrimination it helps in creating solid
relationship between representatives. The Equality act 2010 aides in diminishing age
discrimination because of which staff cooperate. It additionally expands interaction inside
workers and furthermore remain stay on top patterns in their vocation field. It has been
analysed that more experienced workers can impart information and encounters to more
youthful employees (Alvarado, 2022). with in Tesco company there are different
functions and task which needs to be carry out in proper and appropriate manner. each
and every individual that is conducting business practices with in Tesco company has
specific capability. It is essential that respective company have accurate skill set with n
organisation in order to conduct business activities and task successfully. So equality act
is significant in order to maintain proper and accurate skills with in organisation. There
is additionally a return in favour where more youthful employees can encourage more up
to date practices to more experienced employees. Through this it has been identified that
by sharing information and talking about certain choices and strategies, the new folks or
juniors could undoubtedly gain new arrangements of skills. Through this it has been
identified that Equality act is consider to be important and significant for organisation in
order to reduce age discrimination practices along with this it will lead to retain talented
employees with all group of people. So equality act 2010 is important for enhancing
skills and capabilities of Tesco employee so that they can carry out required set of
business practices in effective and efficient manner.
 Boosts Collaboration – It has been determined that equality act is consider to be
significant and effective in order to improve collaboration between employees. it is
essential that Tesco employees have strong team work practices so that they can carry out
organisational practices and task in proper and accurate manner. It is important for
company to focus on improving and enhance collaboration between the employees who
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are working with in Tesco company as it will lead to have major impact on overall
performance and growth of business. Modern workplaces are changing quickly. They are
currently determined by collaboration and teamwork. At the point when you make a
culture where individuals from all foundations are dealt with similarly, it upgrades
collaboration. It has been identified that all individual employees of organisation needs to
work with collaboration with in organisation in order to enhance and improve
organisational practices. so equality act 2010 play significant role in order to boosts
collaboration with the company as well as lead to improve business activities. An
assortment of skills and encounters among the group likewise implies that employees can
gain from one another (Liddle and Addidle, 2022). It helps in building durable groups
zeroed in on attaining the shared objectives and of the organization. Boosts collaboration
is crucial for organisation as it will lead to have major impact over business and lead to
increase organisational practices.
 Increase employee engagement – It has been analysed that equality act 2010 play
significant role in order to increase employee engagement practices and it will lead to
improve performance of organisation. Employees feel invested in a task where everybody
is treated with deference regardless of what their identity. Through this it has been
analysed that company needs to have effective employee engagement practices as it will
lead to increase organisational performance as well as help in improving business
capability to attain desired goals. Equality act 2010 is consider to be significant in order
to increase employee engagement practices as it will lead to assist company for dealing
with age discrimination practices. Upholding equality in the workforce guarantees a more
adjusted and delegate workforce. The act helps in diminishing discrimination because of
which a positive environment of trust is made. Through carrying out this act, Tesco
guarantees that their representatives work aggregately and assemble an underpinning of
trust to achieve the objectives and objective of business. It has been determined that by
enhancing employee engagement activities Tesco company will be able to reduce age
discrimination activities and it will lead to improve engagement of employees with each
other. It make inclusive organization culture and boosts correspondence and teamwork.
Therefore, equality in the workforce is an immense driver of employee satisfaction,
productivity and friends development. so through this it has been analysed that Equality
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act 2010 is effective for reducing age discrimination practices and it will lead to improve
engagement of employee of different age.
To examine the benefits of reducing age discrimination for TESCO
As per the views of author it has been identified that there are different benefits that could be
attain by organisation by reducing age discrimination practices form Tesco company. there are
several issues and problems that could be attain by organisation due to increase in age
discrimination and it will lead to have major negative impact on overall performance of business.
Ageism in the workplace increases the difficulties for a business that is trying to develop. Older
workers regularly act as mentors for more youthful employees, teaching them the ins and outs of
the position. Whenever this happens, bosses can invest less energy micromanaging their group
and more time on errands that grow a business. It has been analysed that respective company that
is Tesco company needs to conduct different practices for reducing age discrimination practices
form Tesco organisation (Newman, 2022). Simultaneously, more youthful employees gain the
skills they need to succeed and progress within an organization. there are different benefits of
diminishing age discrimination for organization as it helps in moderating association possible
obligation for charges of unreasonable business practices. Tesco really should forestall
discrimination to make assorted labor force and furthermore advance variety in working
environment. Through this it has been identified that there are different age of employees who
are working with in organisation as it will lead to majorly affect organisational activities. Age
variety is an important piece of an inclusive and viable workplace. Since the average workplace
currently includes individuals from somewhere around four ages, organizations that embrace all
ages are more liable to succeed. It is important that Tesco company is considering crucial steps
in order to reduce age discrimination form the organisation as well as enhancing business
practices. There are number of benefits and advantages that could be gain by organisation
through the reduction of age discrimination activities form Tesco company. Different benefits is
respect to Tesco organisation for reducing age discrimination activities is mention below –
 Retain employees – It has been identified that retaining employees could be consider as
one of the crucial and effective benefit for organisation through the reduction of age
discrimination of Tesco company. People need to work in a climate that is welcoming so
through the reduction of age discrimination respective company will be able to retain
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employees. When there is no discrimination in working environment, it helps in growing
better correspondence and furthermore support psychological well-being of staff. The
less truancy makes an impact on individual efficiency. It additionally helps in
diminishing adverse consequence on worker efficiency and confidence of representatives.
Through decreasing non-appearance, Tesco can support worker commitment, cultivate
collaboration culture and furthermore offer adaptable work choices to staff. Age
discrimination establishes a negative working climate. While certain workers probably
won't be directly impacted by ageism, age discrimination causes doubt within an
organization. More youthful employees will begin to contemplate whether they will be
the following objective or basically won't have any desire to work for a discriminatory
business. It has been analysed that retaining employees will lead to provide several
benefits to company. Assuming a business advances ageism the workplace, they are
probably going to see a misfortune in productivity and an increase in turnovers. Low
morale and an inability to maintain a predictable workforce allow a business little
opportunity for long haul achievement. Through this it has been analysed that by
overcoming and reducing age discrimination activities Tesco company will be able to
retain employees. this will lead to have major positive impact over organisation and it
will lead to enhance performance of organisation.
 Compelling functioning of business – It has been analysed that reducing age
discrimination will lead to compelling functioning of the business. Age discrimination
against potential and current employees is against federal law. The discrimination free
working environment helps in expanding usefulness because of which representatives
work with devotion and contribute their earnest attempts in achieving the objectives and
objective of business. For expanding usefulness, association centers around following the
exhibition of representatives and furthermore set cutoff times so they work productively
and actually. So respective company that is Tesco company will be able to carry out
different functions of business in proper and accurate manner. Many states have
additionally initiated their own laws against ageism in the workplace. Businesses are not
permitted to settle on employment choices in light of age. It has been determined that
organisation that have employees with different age will be able to carry out business
practices and task in proper and accurate manner. Thusly, they could confront lawful
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obligation. Employees can sue a business for age discrimination, frequently resulting in
enormous fines and a damaged business notoriety. So through this Tesco company will
be able to carry out organisational practices and task in proper manner.
 Makes a stable and dynamic workplace – It has been determined that by reducing age
discrimination activities respective company will be able to develop am effective or
dynamic workplace. Age-different workplaces make equilibrium in customary and
present day practices and manners of thinking. Age discrimination establishes negative
work space which diminishes the assurance and motivation level of representatives.
Through diminishing age discrimination, Tesco establishes agreeable workplace for staff
that aides in expanding the productivity and development of business. The agreeable
work space builds the assurance and motivation of staff because of which they give
useful result in accomplishing the objectives and objective of business. This will lead to
have major positive impact over organisation as well as lead to enhance business
practices. From innovation based lifestyles, to a more generally experienced age,
correspondence and collaboration are fundamental to permit organization to have a more
dynamic climate where thoughts can stream. It is important for a company to make a
stable as well as dynamic workplace as this could be developed when organisation have
because of reducing age discrimination activities. It has been analysed that this is crucial
benefit of organisation as it will lead to enhance and improve business practices.
 Fuels innovation – It has been identified that reducing age discrimination practices
respective company will be able to enhance innovation practices. This will lead to have
positive impact over organisation and help in improving business practices. Innovation
in the workplace can assist with saving you time, cash and assets while giving you an
upper hand. Due to overcome age discrimination activities respective organisation that is
Tesco company will be able to improve innovation in organisation (Newman, 2022).
Age-different groups push each other to utilize techniques and points of view not really
normal to one age bunch which assists with innovation internally. An age assorted
workplace implies an assortment of encounters and points of view. It has been identified
that reduction of age discrimination practices then it will lead to improve performance of
organisation through innovation practices. Alternate points of view can turn into a
wellspring of innovation. By pulling the different qualities of every one of your
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