Equality Act 2010 and Benefits of Diversity in Public Health

This assignment examines the Equality Act 2010 and its role in promoting equality and diversity within the public health sector. It highlights the benefits of fostering an inclusive environment, such as increased motivation and development among individuals. The assignment outlines relevant legislations and employment regulations, emphasizing the importance of fair treatment and equal opportunities. It further discusses how organizations can promote equality and diversity through effective communication and equal treatment, ultimately protecting learners from harm by providing information on human rights and empowering them to address discriminatory practices. The content is supported by references to academic sources that provide a comprehensive understanding of the subject matter.

TASK 1

A 1.1- Equality act 2010-
This act was made by the government of UK to provide and maintain
equality between all the people of the country (Thompson, 2015).
• This supports all the human rights which should be with the public.
• The main aim of this act is to protect the people from racial
discrimination,in terms of caste,creed,colours ,sex and religions and
treat them equal.

1.2- Benefits of promoting equality and
diversity-
 Motivation- Equality and diversity helps the educational institutes and
training in motivating the individuals and learners without doing any
partiality between them (Importance of equality and diversity in
schools, 2012). This motivates the students to work more hard.
 Development- This helps the students in their further development.
This will remove the gap between all the students in accordance with
their age, sex, colour etc.
 It also helps down organisation to attract ad retain their best employees
and helps down to create the positive working relationships between
them so that work can be conduct in effective manner.

1.3- Legislations and employment regulations codes of
practice relevant for promoting equality and diversity-
 Legislations-It is a law which essentially been formed by the legislature and
includes various bodies who essentially making the act and in legislature the
certain articles and section is to mentioned which is essentially follow by
everyone and also mentioned the right related to individuals and such rights
cannot be restrained by anyone from them.(Janssens and Zanoni, 2014).
• There are many legislations which promotes equality and diversity:
• Equal pay act 1970
• Sex discrimination act 1975
• Employment codes are those codes which mentioned the standards and
regulations and accordingly each and every employee should follow it as
per the employment contract.

2.1- Protection from harm-
The equality and diversity promotion will help them to learn about their
human rights (Kirton and Greene, 2015). This will help them to take
actions against the person who will snatch their rights and give them
harm
• Eventually promoting equality and diversity will protect all the
learners from any harm.
• It also said that treat all staff and students in fair manner
• It also said that providing equal opportunities to all the students so
they can participate in the learning process
It also help down all the staffs and students so they can work with great
potentiality(Teelken, and Deem, 2013)

How organisation can promote its
equality and diversity
Give priority to each and every member by
treating them equal.
Communicate effectively with the individual and
also raise down the awareness among them
about the work that they are doing(Wilson, 2014).

How can promotion of equality and diversity can
protect learners from risk and harm?
 Promoting equality and diversity will save or protect the
learners from risk and harm.
 It will give the learners information about various types of harm
and how to cope with them.
 By this individuals will be motivated to share their problems
with the authorities.
 It will also make the learners to help those people who are
suffering from harm.

REFERENCES
Baker and et.al, 2016. Equality: From theory to action. Springer.
Kirton, G. and Greene, A. M., 2015. The dynamics of managing
diversity: A critical approach. Routledge.
Teelken, C. and Deem, R., 2013. All are equal, but some are more
equal than others: Managerialism and gender equality in higher
education in comparative perspective. Comparative Education,
49(4). pp.520-535.
Wilson, E., 2014. Diversity, culture and the glass ceiling. Journal of
cultural diversity, 21(3). p.83.

THANK YOU