Equality Act 2010 - Public Sector Equality Duty
The Equality Act 2010 (the Act) replaced previous
anti-discrimination laws with a single Act. It simplified the law,
removing inconsistencies and making it easier for people to
understand and comply with. It also strengthened the law in
important ways, to help tackle discrimination and inequality.
The public sector Equality
Duty (section 149 of the Act) came into force on 5 April
2011. The Equality Duty applies to public bodies and others
carrying out public functions. It supports good decision-making by
ensuring public bodies consider how different people will be
affected by their activities, helping them to deliver policies and
services which are efficient and effective, accessible to all, and
which meet different people’s needs.
The Equality Duty is supported by
specific duties, set out in regulations which came
into force on 10 September 2011. The specific duties require public
bodies to publish relevant, proportionate information demonstrating
their compliance with the Equality Duty; and to set themselves
specific, measurable equality objectives.
Publishing relevant equality information makes
public bodies like Broxbourne transparent about our decision-making
processes, and accountable to our service users. It will give the
public the information they need to hold us to account for our
performance on equality.
The Equality Duty covers the following ‘protected
characteristics’: age, disability, gender, gender reassignment,
pregnancy and maternity, race, religion or belief and sexual
orientation. The duty to have due regard to the need to eliminate
discrimination also covers marriage and civil partnerships.
This section provides information on the Council’s workforce and
how the composition of this compares to that of the local
population as they relate to the protected characteristics.