Help | Site Index | Site Map | Printer Friendly Version | Change Contrast
The Race Relations (Amendment) Act 2000 places a positive duty on public authorities to eliminate unlawful discrimination, promote equality of opportunity and promote good race relations between people of different racial groups (known as the ‘general duty’). The Act also contains specific duties to ensure the delivery of the general duty, one of which is the development of a Race Equality Scheme, which Oldham has developed as part of its Generic Equalities Scheme.
The Disability Discrimination Act 2005 (DDA) is very similar to the Race Duty and places a positive duty on public authorities to eliminate unlawful discrimination for disabled people and to promote equality of opportunity. The DDA also places a strong emphasis on the involvement of disabled people in development of a Disability Equality Scheme and the authorities services and functions.
The Equality Act 2006 introduces the Gender Equality Duty, which also follows the example set in the Race Duty. It requires public authorities to eliminate unlawful discrimination and to promote equality of opportunity between men and women. A further extension to this Act, within Part 3 of the regulations in April 2007 now means that it is also unlawful to discriminate on the grounds of religion and belief and sexual orientation in the provision of goods, facilities, education and all aspects of service delivery and public functions.
For more information on how the Council is meeting its General Duties click here.
This Act gives an individual a right to the same contractual pay and benefits as a person of the opposite sex in the same employment, where the man and the woman are doing like work, work related as equivalent under an analytical job evaluation study, or work that is proved to be of equal value.
This Act prohibits sex discrimination against individuals in the areas of employment, education, and in the provision of goods, facilities and services and in the disposal or management of premises. The Equality Act 2006 now builds upon this.
The Act prohibits discrimination on racial grounds in the areas of employment, education, and the provision of goods, facilities, services and premises. The Race Relations (Amendment) Act 2000 now builds upon this.
The Human Rights Act came fully into force on 2 October 2000. The Act :
These regulations prevent discrimination against transsexual people on the grounds of sex in pay and treatment in employment and vocational training.
These regulations outlaw discrimination (direct discrimination, indirect discrimination, harassment and victimisation) in employment and vocational training on the grounds of religion or belief.
These regulations outlaw discrimination (direct discrimination, indirect discrimination, harassment and victimisation) in employment and vocational training on the grounds of sexual orientation.
The purpose of the Act is to provide transsexual people with legal recognition in their acquired gender. Legal recognition follows from the issue of a full gender recognition certificate by a gender recognition panel.
Provides legal recognition and parity of treatment for same-sex couples and married couples, including employment benefits and pension rights.
Explicitly prohibits discrimination on the grounds of pregnancy or maternity leave and sets out the extent to which it is discriminatory to pay a woman less than she would otherwise have been paid due to pregnancy or maternity issues.
Protects against discrimination on grounds of age in employment and vocational training. Prohibits direct and indirect discrimination, victimisation, harassment and instructions to discriminate.
The Act seeks to stop people from intentionally using threatening words or behaviour to stir up hatred against somebody because of what they believe.
You can find more detailed information on the above legislation here (PDF 199Kb).