EQUAL OPPORTUNITIES
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Employers must comply with equal opportunities legislation. The law applies to firms in all aspects of its employment practices and the services it provides to the public.

Direct discrimination

Treats a person less favourably than another in any aspect of employment on the grounds of sex, marital status or race.

Indirect discrimination

Imposes an unjustifiable requirement or condition for employment which has a disproportionately adverse effect on one sex, racial or other groups.

There is no limit to how much compensation an Employment Tribunal can award someone who has been discriminated against.

Specific Legislation

Legislation Enforced Summary
Equal Pay Act 1970
 . Purpose to legislate against pay discrimination between men and women and now includes work of equal value.
Sex Discrimination Act 1975 and 1986 .

It is unlawful to discriminate on grounds of sex or marital status in recruitment, promotion and training.

The Race Relations Act 1976

.

It is unlawful to discriminate on grounds of race, colour, nationality or ethnic or national origin in recruitment, promotion and training.

Disability Discrimination Act 1995 02/12/1996 It is unlawful to discriminate on grounds of disability and places a duty on an employer to make 'reasonable adjustments' to premises or working practices to allow a disabled person to be employed.
Race Relations (Amendment) Act 2000 . Further extends the 1976 Act in relation to public authorities, outlawing race discrimination in functions not previously covered.
Employment Equality (Sexual Orientation) Regulations 2003 01/12/2003

It is illegal to discriminate on the grounds of sexual orientation.

Employment Equality (Religion or Belief) Regulations 02/12/2003

It is illegal to discriminate on the grounds of religion or belief.

Consider equal opportunity legislation when:

  • writing coprorate policies
  • recruiting and working to keep staff
  • dealing with harassment, bullying, discipline and grievances
  • storing information about staff
  • looking at working arrangements and the physical environment
  • dealing with issues such as maternity leave and equal pay

Have you updated your Equal Opportunities Policy yet?

On 1 October 2006 it became unlawful to discriminate against employees on the grounds of their age.
According to a recent poll of major UK employers, 40% expect forthcoming age legislation to have a greater impact than sex and race discrimination laws.

Other policies affected: recruitment, training, promotion, harassment, retirement and redundancy policies and procedures.

You may not need to make massive changes to your existing policies. However circulating those changes can be a costly and time-consuming exercise for the HR department. Not doing so may leave your organisation more open to discrimination claims.

NETconsent policy management solutions enable HR professionals to quickly update policies and ensure maximum awareness amongst staff.

* poll carried out by the Employers Forum on Age (EFA)