University of St Andrews

You are here: University » Administration A-Z » Human Resources » Equality and Diversity Inclusion » Single Equality Act

Single Equality Act (2010)

The following guidance was also provided via the 'Equality Manager Briefing' (Oct 2010/Jan 2011) - download: Single Equality Act Manager Briefing (PDF, 314 KB) 
 

What is the Single Equality Act (2010)? 

• Known as the Equality Act (2010) refer to the government legislation webpage 
• Became an Act in April 2010, provisions came into force in October 2010
• Simplifies the interpretation and understanding of 116 pieces of equality laws
• Makes it easier for employees and services users to bring cases of discrimination
• Extends the current powers of employment tribunals by strengthening the enforcement of equality laws
• Chapter 2 of the Act has specifics for Higher Education

Which equality laws are consolidated into the one single Act?

Equality Act (2010) page 234, explains that existing equality laws have been consolidated into the one single Act:

• Disability Discrimination Act (DDA)
• Employment Equality Regulations
• Equality Act (2006)
• Equal Pay Acts
• Race Relations Act
• Race Relations Amendments Act
• Sex Discrimination Acts
• Special Educational Needs & Disability (SENDA)
• European Employment Directives
• Human Rights Act

Laws have been consolidated into the following 'Protected Characteristics':

• Age
• Disability
• Gender Reassignment
• Marriage and Civil partnership
• Pregnancy and Maternity (including Paternity)
• Race (colour, ethnic or national background)
• Religion or Belief (including non-belief)
• Sex/Gender
• Sexual Orientation

This results in a need to replace all wordings in documents that reference to the previous equality laws, for example, ‘Disability Discrimination Act (DDA): disability-related discrimination’ has now changed to ‘Single Equality Act: Discrimination arising from Disability’.

What are the recommended actions for Schools & Units to take?   

1. Update all documents within the School/Unit that make references to the now replaced equality laws.

2. Check the increasing number of ‘Equality Manager/Staff Briefings’ appropriate to each Equality Strand which provides for a more detailed overview of the sections within the Act.

3. Check compliance of influential School/Unit policies by conducting ‘Equality Impact Assessments (EIAs)’

Who enforces the new Act?

The Government Equalities Office commissioned the ‘Equality & Human Rights Commission’ (EHRC) to monitor and enforce compliance of the Equality Act (2010) on public sector institutions.  The Sheriff Court in Scotland deals with claims on discrimination against the University for service users.  Employers should ensure that they do not discriminate, harass or victimise their employees under the Act.