Inequalities in societies have existed from the historic times. There have always been male and female, Rich and poor, educated and non educated and superior and inferior. These inequalities have found their way in the modern society. …
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However, they are not well embraced in the modern times. It is believed that all people are equal regardless of their gender and race. As such, governments have been pushing for equality policies across the world. The United Kingdom parliament introduced the equality act 2010. This act was based on a number of laws and acts that had been introduced in the United Kingdom in the past. Despite its introduction, equality is yet to be achieved in the workplace (Varkaik, 2005). There are many challenges facing the implementation of this act. The equality act 2010 promises to equate all people regardless of their gender and race in the workplace but faces many challenges in the implementation, which need to be addressed accordingly. History of Equality Act 2010 The vision and objectives of the equality act 2010 were proposed back in the 1960s. It had been realized that some groups, gender, and races were discriminated against in the United Kingdom in many sectors. Some people were paid less in the workplace; others had challenges getting jobs because they belonged to a certain race and others because of their gender. The equal pay act of the 1970 was the first law to be passed regarding this. According to this law, people doing the same workload in the same department are required to be paid the same amount regardless of their gender and race. ...
No employer or institution would discriminate any person basing on these grounds (United Kingdom Legislation, 2013). Disability act of 1995 also forms a part of the equality act 2010. Disabled people should have equal opportunities to employment basing on this law. The Equality Law 2010 (Work Place) The passing of the Equality Act 2010 was embraced by many people across the United Kingdom. However, there are serious concerns about whether anything will change. Experts have been documenting everything that has been happening after passing of the vital acts which form a part of the Equality Act 2010. They have confirmed that indeed, not a lot of changes have been documented after the passing of those acts. No wonder some people have been questioning what has been happening in the last four decades from the time the Equal Pay act was passed in 1970. The very things the parliament meant to protect people from have been happening right under their eyes. Discrimination This is one of the largest problems in the United Kingdom in the current times. Despite the passing of laws to reduce discrimination, research indicates otherwise (Favre, Grainger and Brewer, 2011). Women and minority races in the United Kingdom are the most affected. Women do not have equal opportunities with men in the work place (Verkaik, 2008). While many men are employed in well paying permanent jobs, only a few women are employed. The other women are employed in low paying part time (Lee, 2002). In fact, only about 30% on average women are employed in the permanent well paying jobs. The percentage of women in the low paying part time jobs is 79%. This clearly indicates that most
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The Act provides that an employer need not treat an employee, a former employee, or a job applicant, worse than any other person due to a protected characteristic thereto considered as direct discrimination needs. In this regard, the Act provides that in a situation of maternity or pregnancy, this direct discrimination can arise simply if the individual has the characteristic considered protected without the need to compare such treatment to other individuals.
This essay describes that The Equality Act covered: the creation of the Commission on Equality and Human Rights, anti-discrimination in the provision of goods and services on the grounds of religion, belief and sexual orientation, and for the first time placed a duty on public authorities to promote equality of opportunity between men and women.
In the aftermath of World War II Europe was left with two concerns in relation to human rights. First, the convention became an advocate for human rights believing that the most serious human rights violations had occurred during the Second World War, the Holocaust.
Sexual harassment nowadays is through sexual advances to women to be offered favours in the work place or for things that are of interest to the women.1 The United Kingdom legislators know this only too well. They have embarked on protecting women within their jurisdiction against such harassment, through the 2010 Equality Act.
One form of discrimination that is often practised in the corporate hierarchy is known as Glass Ceiling. This means creating invisible barriers for women to prevent them from rising to the top level of the company. These are the intangible barriers such as psychological factors or socio-cultural factors.
Having replaced most of the provisions of the Disability Discrimination Act of 1995, the Equality Act 2010 continues to play a pivotal role in the management and protection of disabled people’s rights (Jackson and Banerjee 2013, 201).
The purpose of the law is to remove all discrimination against people based on certain protected characteristics. It ensures both the staff working for all the public sector companies as well as the customers who receive the service from the industries gets equal treatment without any discrimination whatsoever.
The author states that the Act protects everyone from discrimination because we all have some of the characteristics. The characteristics that are protected include gender reassignment, belief, and sexual alignment just to name but a few. The Equality Act 2010 also lays out the diverse means through which it is against the law.
ty, the laws recognize the diversity of the workforce as well as the provision of services and property.1 The implication of such view is the enactment of various legislations to promote equality of justice of the disadvantaged or vulnerable groups. Equality may imply different
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