ABSTRACT
The Equality Act 2010 has efficiently brought together various laws for the protection of different individuals, dictating a person’s entitlement to fair treatment. These differences are recognized as protected characteristics including age, disability, gender reassignment, marriage & civil partnership, race, religion or belief, sex, and sexual orientation.
Awareness of current alterations in the Act are important steps to acting responsibly in every organization. This report provides that information, ensuring compliance, and sustaining satisfactory conditions for all concerned.
INTRODUCTION
Over the years, various discrimination laws protecting human rights from different social classes in Britain, has been in effect.
In 2010, The Equality …show more content…
The act additionally protects those discriminated against due to their support of someone else racially discriminated against, or victimized for complaints, personally or in support. (Dickens, 2007)
The Disability Discrimination Act 1995 c.50, denotes that it’s unlawful to discriminate against disabled persons, for purposes related to employment, the provision of goods, facilities and services or the disposal or management of premises. The Act makes provision around the employment of disabled persons, and establishes a National Disability Council.
The Employment Equality (Religion or Belief) Regulations 2003 advises that an individual should not be treated differently, due to their religion, belief, or a lack thereof, and the law defends them from any discriminatory acts or behaviours.
The Employment Equality (Sexual Orientation) Regulations 2003 forbids employees from being discriminated against, victimised, or harassed based on sexual orientation, or perceived sexual
The Equality Act 2010 has efficiently brought together various laws for the protection of different individuals, dictating a person’s entitlement to fair treatment. These differences are recognized as protected characteristics including age, disability, gender reassignment, marriage & civil partnership, race, religion or belief, sex, and sexual orientation.
Awareness of current alterations in the Act are important steps to acting responsibly in every organization. This report provides that information, ensuring compliance, and sustaining satisfactory conditions for all concerned.
INTRODUCTION
Over the years, various discrimination laws protecting human rights from different social classes in Britain, has been in effect.
In 2010, The Equality …show more content…
The act additionally protects those discriminated against due to their support of someone else racially discriminated against, or victimized for complaints, personally or in support. (Dickens, 2007)
The Disability Discrimination Act 1995 c.50, denotes that it’s unlawful to discriminate against disabled persons, for purposes related to employment, the provision of goods, facilities and services or the disposal or management of premises. The Act makes provision around the employment of disabled persons, and establishes a National Disability Council.
The Employment Equality (Religion or Belief) Regulations 2003 advises that an individual should not be treated differently, due to their religion, belief, or a lack thereof, and the law defends them from any discriminatory acts or behaviours.
The Employment Equality (Sexual Orientation) Regulations 2003 forbids employees from being discriminated against, victimised, or harassed based on sexual orientation, or perceived sexual