mrs suyhjh
4222.203-2
BE ABLE TO WORK IN AN INCLUSIVE WAY
2.1 Identify legislation, codes of practice and organisational policies and procedures (where these exist)relating to equality, diversity, discrimination and rights in own role EQUALITY ACT 2010
The Equality Act became law in October 2010. It replaces previous legislation (such as the Race Relations Act 1976 and the Disability Discrimination Act 1995) and ensures consistency in what you need to do to make your workplace a fair environment and to comply with the law. The Equality Act covers the same groups that were protected by existing equality legislation - age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership and pregnancy and maternity - but extends some protections to groups not previously covered, and also strengthens particular aspects of equality law.
The Equality Act is a mixture of rights and responsibilities that have:
• Stayed the same - for example, direct discrimination still occurs when "someone is treated less favourably than another person because of a protected characteristic" ;
• Changed - for example, employees will now be able to complain of harassment even if it is not directed at them, if they can demonstrate that it creates an offensive environment for them
• Been extended - for example, associative discrimination (direct discrimination against someone because they associate with another person who possesses a protected characteristic) will cover age, disability, gender reassignment and sex as well as race, religion and belief and sexual orientation ;
• Been introduced for the first time - for example, the concept of discrimination arising from disability, which occurs if a disabled person is treated unfavourably because of something arising in consequence of their disability.
THE HOMES EQUALITY AND DIVERSITY POLICY STATEMENT
Aims and Objectives
The Home is committed to promoting equality of opportunity,
BE ABLE TO WORK IN AN INCLUSIVE WAY
2.1 Identify legislation, codes of practice and organisational policies and procedures (where these exist)relating to equality, diversity, discrimination and rights in own role EQUALITY ACT 2010
The Equality Act became law in October 2010. It replaces previous legislation (such as the Race Relations Act 1976 and the Disability Discrimination Act 1995) and ensures consistency in what you need to do to make your workplace a fair environment and to comply with the law. The Equality Act covers the same groups that were protected by existing equality legislation - age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership and pregnancy and maternity - but extends some protections to groups not previously covered, and also strengthens particular aspects of equality law.
The Equality Act is a mixture of rights and responsibilities that have:
• Stayed the same - for example, direct discrimination still occurs when "someone is treated less favourably than another person because of a protected characteristic" ;
• Changed - for example, employees will now be able to complain of harassment even if it is not directed at them, if they can demonstrate that it creates an offensive environment for them
• Been extended - for example, associative discrimination (direct discrimination against someone because they associate with another person who possesses a protected characteristic) will cover age, disability, gender reassignment and sex as well as race, religion and belief and sexual orientation ;
• Been introduced for the first time - for example, the concept of discrimination arising from disability, which occurs if a disabled person is treated unfavourably because of something arising in consequence of their disability.
THE HOMES EQUALITY AND DIVERSITY POLICY STATEMENT
Aims and Objectives
The Home is committed to promoting equality of opportunity,