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Equality and diversity is a term used in the United Kingdom to define and champion equality, diversity and human rights as defining values of society. It promotes equality of opportunity for all, giving every individual the chance to achieve their potential, free from prejudice and discrimination .
United Kingdom employment equality law is a body of law which legislates against prejudice-based actions in the workplace. As an integral part of UK labour law it is unlawful to discriminate against a person because they have one of the "protected characteristics", which are, age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex, pregnancy and ...
In the 1964 general election, the Labour Party's manifesto had proposed a charter of rights including 'the right to equal pay for equal work'. [2] September 1965 saw the Trades Union Congress resolving 'its support for the principles of equality of treatment and opportunity for women workers in industry, and calls upon the General Council to request the government to implement the promise of ...
The Equality and Human Rights Commission (EHRC) is a non-departmental public body in Great Britain, established by the Equality Act 2006 with effect from 1 October 2007. The Commission has responsibility for the promotion and enforcement of equality and non-discrimination laws in England, Scotland and Wales (in Scotland, together with the Scottish Human Rights Commission).
In 2010 in Britain, a legal requirement "forcing public bodies to try to reduce inequalities caused by class disadvantage" was scrapped after much debate and replaced by a hope that organizations would try to focus more on "fairness" than "equality" as fairness is generally seen as a much unclear concept than equality, [84] but easier for ...
The Equality Act 2006 (c. 3) is an act of the Parliament of the United Kingdom covering the United Kingdom. The 2006 Act is a precursor to the Equality Act 2010, which combines all of the equality enactments within Great Britain and provide comparable protections across all equality strands. Those explicitly mentioned by the Equality Act 2006 ...
The requirement for procedural fairness was introduced by the Lords in Polkey v AE Dayton Services Ltd. [113] In 2002, the Employment Rights Act 1996 was amended to give a statutory basis to procedural fairness—following a public consultation, this was repealed in 2008 and the law reverted to Polkey. [114]
The OEU also contains a smaller equalities team within it known as the Women and Equalities Unit which has lead responsibility for gender equality within the UK government, together with a responsibility to provide advice on all other forms of equality (including age, race, sexual orientation and disability) to other UK government departments.