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AGAIN AND AGAIN
Equality Act provisions which came into force on 1 October 2010
The basic framework of protection against direct and indirect discrimination, harassment and victimization in services and public functions; premises; work; education; associations, and transport.
ON THE Equality WEB SITE you are able to see the above notes and the following note however if you counting reading you will be able to find the the real hiding truth
- Changing the definition of gender reassignment, by removing the requirement for medical supervision.
- Levelling up protection for people discriminated against because they are perceived to have, or are associated with someone who has, a protected characteristic, so providing new protection for people like carers.
- Clearer protection for breastfeeding mothers;
- Applying the European definition of indirect discrimination to all protected characteristics.
- Extending protection from indirect discrimination to disability.
- Introducing a new concept of “discrimination arising from disability”, to replace protection under previous legislation lost as a result of a legal judgment.
- Applying the detriment model to victimization protection (aligning with the approach in employment law).
- Harmonising the thresholds for the duty to make reasonable adjustments for disabled people.
- Extending protection from 3rd party harassment to all protected characteristics.
- Making it more difficult for disabled people to be unfairly screened out when applying for jobs, by restricting the circumstances in which employers can ask job applicants questions about disability or health.
- Allowing claims for direct gender pay discrimination where there is no actual comparator.
- Making pay secrecy clauses unenforceable.
- Extending protection in private clubs to sex, religion or belief, pregnancy and maternity, and gender reassignment.
- Introducing new powers for employment tribunals to make recommendations which benefit the wider workforce.
- Harmonising provisions allowing voluntary positive action.
The Real hiding Truth
If you wish to claim an exception to the Equality Act 2010 on a vacancy, continue to complete the additional information section on the job notification form and Job centre Plus will accept it as an exception under the Equality Act 2010.
The options are:
Race Relations Act - Job centre Plus will accept this as a race/language exception under the Equality Act 2010
- Disability Discrimination Act - Job centre Plus will accept this as a disability exception under the Equality Act 2010
- Sex Discrimination Act - female applicant only - Job centre Plus will accept this as a sex exception under the Equality Act 2010
- Sex Discrimination Act - male applicant only - Job centre Plus will accept this as a sex exception under the Equality Act 2010
- Sexual Orientation Regulations - Job centre Plus will accept this as a sexual orientation exception under the Equality Act 2010
- Religion and Belief Regulations - Job centre Plus will accept this as a religion or belief exception under the Equality Act 2010
- Age Regulations - Job centre Plus will accept this as an age exception under the Equality Act 2010
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