Equality Act Essay

Learning intentionsInvestigating the mandate that protects all groups cover Breaking down the key features of the legislationAssessing the ways in which the legislation addresses their needs Evaluating the strengths and weaknesses of the legislationTo bet how a range of c be workers would use anti-discriminatory practise Success CriteriaCan I name the legislation that protects all groups covered? Can I explain the key features of this legislation?Can I task how this legislation meets the clients needs? Can I evaluate the strengths and weaknesses of this act?Research Questions1. sweet definitions of inconsistencyAs well as direct inequality, indirect discrimination, harass ment and victimisation The Equality ferment outlines three invigorated categories of discrimination that certain groups of individuals are protected against. Define the three additional types of discrimination below2. Who is protected under the Equality narrow on (protected characteristics)? a) Age- The A ct protects employees of all ages but remains the wholly protected characteristic that allows employers to justify direct discrimination, i.e. if an employer can demonstrate that to apply different treatment because of soulfulnesss age constitutes a proportionate baseborns of meeting a legitimate aim, then no discrimination will have taken wander. The Act continues to allow employers to have a default hideaway age of 65, as long as the default retirement age remains.b) Disability- The Act includes a new protection arising from disability and now states that it is unfair to treat a disabled person unfavorably because of something committed with a disability. An example provided is the tendency to make spelling mistakes arising from dyslexia. Also, indirect discrimination now covers disabled nation, which mean that a job applicant could claim that a particular rule or requirement disadvantages people with that disability.c) Gender reassignment- It is discriminatory to treat peo ple who propose to start to or have completed a process to change their gender less favorably, for example, because they are absent from work for this reason. d) Marriage and civil partnership- The Act continues to protect employees who are married or in a civil partnership. Single people are however not protected by the legislation against discrimination. e) Pregnancy and maternity- The Act continues to protect women against discrimination because they are pregnant or have given birth. f) Race- The Act continues to protect people against discrimination on the chiliad of their race, which includes color, nationality, ethnic or national origin.g) Religion or belief- The Act continues to protect people against discrimination on the grounds of their religion or their belief, including a lack of any belief. h) Sex- The Act continues to protect both men and women against discrimination on the grounds of their sex. i) Sexual orientation- The Act continues to protect bisexual, gay, hetero sexual and lesbian people from discrimination on the grounds of their sexual orientation. http//www.fpb.org/hottips/601/The_Equality_Act_2010_protected_characteristics_and_types_of_discrimination.htm 3. Research examples of discrimination and place them into the chart in the correct placeType of favouritismExampleDirect discriminationFor example, when people are treated less favorably than others because they have some irrelevant characteristic i.e., they are from a different ethnic background or belong to a religious minority.Indirect discriminationFor example, a dress code that requires women to wear a knee length skirt (which has no direct relation to their ability to carry out their work) could be indirectly discriminatory against women from certain cultural or religious groups.HarassmentVictimisationFor example, a person is victimized (punished or treated unfairly) becausethey have make a complaint, or are believed to have made a complaint, or supported someone who has made a c omplaint (this is a form of harassment).Discrimination by associationFor example, refusing to promote a woman who has some caring duties because her mother has recently had a stroke is discrimination arising from association.Perception discriminationFor example, a heterosexual man who has a gay plugger cannot be discriminated against because someone believes (wrongly) that he is also gay.Third party harassmentFor example, a waitress of Asian origin has complained on several occasions to her employer that a particular customer has been making racist remarks to her. The employer should take steps to protect the employee from harassment by a third-party, such as banning the customer from the restaurant.