Equality Act 2010

Equality Act 2010

Introduction

Restating the question

The main question for this paper is the enforcement of equality and the avoidance of discrimination in all the workplaces, interviews, HR practices, and admissions in universities and colleges. The paper focuses on various aspects of the Equality Act 2010 pre and post time period. The questions are related to the changes made by the Equality Act 2010 to the hiring, leaves, various other allowances and the admissions factor (hrmagazine.co.uk).

Outlining the issues

The main issue is discrimination, whether it is of any form. Discrimination can be due to health, gender, age, or any other factor affecting the daily activities of life. The scenarios discussed in this paper are related to various events pre and post Equality Act 2010.

Rationale of approach

I am and Occupational Health Advisor of a meat production company which employs approximately 1000 staff. As a lone practitioner it is essential that I am aware of occupational health law in order to advise both the Business and employees regarding health. The rationale for choosing this question was to develop a greater understanding regarding disabilities and the legalization involved. I would then be in a better position to ensure evidence based practice when advising both employer and employees regarding both mental and physical disabilities within the Business.

Aims to be accomplished

The aim of this paper is to focus on the accomplishments of Equality Act 2010, what gaps were present in the Disability Discrimination Act 1995 and what amendments are positively brought by the Equality Act 2010.

Definition of Equality Act 2010

The Equality Act was turned into law in 2010 where it presented combinations and replacement of discrimination legislation, comprising of the Disability Discrimination Act 1995. The Equality Act 2010 is applicable in Wales, England and Scotland, excluding Northern Ireland. The aim of the act is to protect people against discrimination and give them protected characteristics. The discrimination can be due to various factors such as age, gender reassignment, race, sexual orientation and others (acas.org.uk).

Criticisms on Equality Act 2010

The Equality Act 2010 is criticized to miss the opportunity for the protection of the employees in a huge deal. The controversial provisions of the act comprise of the gender reporting requirements, combined discrimination, positive discrimination in recruitment and the promotions with no strong future. There is much more work required from the Equality Act 2010 for the removal of gender gap. Within the public-sector, the employees face the biggest staff reduction. For the opportunities of job for the disabled people, online opportunities have been placed. Through Equality Act 2010 the work-life balance can be given to the employees.

The Equality Act 2010 brings several characteristics together. These are 'protected characteristics' against unlawful discrimination. These characteristics include age, gender reassignment, marriage and civil partnership, disability, race, belief or religion, pregnancy and maternity, sexual orientation and sex. These are altogether nine factors but few changes have been made to its definitions of the individual protected characteristics. The race definition comprises of the non-exhaustive factors included the nationality, color, ...