Sex Discrimination Act 1975 (SDA) and the Race Relation Act 1976 (RRA) The Sex Discrimination Act 1975 (SDA) and the Race Relations Act 1976 (RRA) are designed to prevent unlawful discrimination on grounds of sex, marriage and race in employment, education and training, in the provision of goods and services and in the disposal of premises. In addition the Sex Discrimination (Gender Reassignment) Regulations 1999, which became effective on 1 May 1999, make it unlawful to discriminate on grounds of gender reassignment in employment and vocational training. The Acts apply in the whole of Great Britain with the exception of Northern Ireland. Those who feel they have suffered unlawful discrimination in recruitment or employment can complain to …show more content…
an employment tribunal. Each act contains a part headed 'Discrimination in the employment field', which covers both discrimination against applicants for employment and against existing employees. As far as prospective job applicants are concerned, it is unlawful to discriminate on grounds of race, sex (including undergoing or having undergone gender reassignment) or marriage: Race Relations Amendment Act 2000 The Race Relations (Amendment) Act 2000 extended the coverage of the 1976 Race Relations Act to the functions of public authorities not previously subject to the Act, giving them a general duty to have due regard, when carrying out their functions, to the need to eliminate unlawful racial discrimination, promote equality of opportunity, and promote good relations between people of different racial groups.
This included not only the police and other law enforcement bodies, but also a wide variety of public corporations and nationalised industries, health, education, arts, research and regulatory, audit and inspection bodies. All public authority bodies to whom the specific duty applies – including universities – were required to prepare and publish a Race Equality Scheme by 31 May 2002, setting out how the organisation intends to meet its general and specific duties under the …show more content…
Act Equal Pay Act 1970 The Equal Pay Act 1970 makes it unlawful for employers to discriminate between men and women in terms of their pay and conditions where they are doing the same or similar work; work rated as equivalent; or work of equal value. Disability Discrimination Act 1995 This Act repeals the provisions of the Disabled Persons (Employment) Acts 1944 and 1958, which established a register of disabled people and obliged certain employers to employ a quota of disabled people.
The Disability Discrimination Act (which has subsequently been amended by the Disability Discrimination Act 1995 (Amendment) Regulations 2003 which came into force on 1 October 2004) makes it unlawful to discriminate against disabled persons in employment, including in recruitment, training and other benefits. The Act defines a disabled person as someone who „has a physical or mental impairment which has a substantial and long-term adverse effect on his ability to carry out normal day-today activities‟. The effect of an impairment is a long-term effect if it has lasted at least 12 months, or if it is likely to last that long, or if it is likely to last for the rest of the affected person‟s life, or if it is likely to recur if in
remission Sex Discrimination (Gender Reassignment) Regulations 1999 This extends the Sex Discrimination Act 1975 to cover discrimination on grounds of gender reassignment in cases where an individual is treated less favourably by another person on grounds that the individual intends to undergo, is undergoing or has undergone, gender reassignment. Employment Equality Regulations (Religion or Belief) 2003 The Employment Equality (Religion or Belief) Regulations came into force in the UK on 2 December 2003. The legislation covers students as well as staff and contract workers. The Regulations cover direct and indirect discrimination, harassment, and victimisation of someone who has made a complaint or who has helped another person to do so. Religion or belief is defined as being any religion, religious belief or similar philosophical belief. The belief must be similar to a religious belief and some unusual cases may need to be decided in court
Moran, John Jude. "Disability Discrimination." Employment Law: New Challenges in the Business Environment. Upper Saddle River, NJ: Prentice Hall, 2014. 413-14. Print.
The Disability Discrimination Act of 1995 set out to end the discrimination people with disabilities encounter. The Act gave disabled people the right to employment, access to goods, facilities, and services and the right to buy and rent land and property. These rights came into force in December 1996, making treating a disabled person less favorably than an able-bodied person unlawful. Further rights came into force in October 1999, including the idea that service providers should consider making reasonable adjustments to the way they deliver their services so that people with a disability can use them. (The DDA...) However, despite these
Historically, females have been discriminated against in the United States based solely on their gender. Gender or sex discrimination may be described as the unfair treatment of a person in their employment because of that person's sex. It is illegal to discriminate based on sex and it may result in negative effects on employment include pay, position and title, advancements and training opportunities or whether or not an individual is hired or fired from a job.
Sex Discrimination Act 1975- This protects women and men from discrimination or harassment as levels of the gender in employment, advertising, education or even in the provision of housing, good, services or facilities. The reason this was created is to protect every gender in the service away from discrimination or harassment because of their difference of sex. It was made by keeping the individuals protected from harassments and discrimination in service, for example all service users are kept away from sexual harassment, this is ensure by checking every staff member and care workers in the service.
Gaze, G (2009) ‘The Sex Discrimination Act after 25 years: What is its role in eliminating gender inequality and discrimination in Australia?’, Insights, vol.7,p.13-17, viewed 5 October 2011, .
The Age Discrimination Act states that it is prohibited for employers and others to discriminate against an individual on the grounds of their age. This act protects all individuals of all ages against this kind of discrimination. An example this type of discrimination is an experienced and successful senior nurse who is only 40 is fired because the NHS board feel that she is becoming too old for the job and think that someone a few years younger maybe more preferable, so they decide to fire the senior nurse. This is indirect discrimination, where the individual is unaware that they were discriminate against because of their age. The NHS board did not take in to account the senior nurse’s skill, experience or how well she could cope with the job. All they took into account was her age. This act prevents discrimination as if the NHS board followed the rules of the age discrimination act then th...
The ADA prohibits employer discrimination against qualified individuals with a disability in regard to application procedures, hiring and firing, promotions, pay, training, and other terms, conditions, and privileges of employment (Hernandez, 2001). This applies to the entire range of employer-employee relationships, including testing, work assignments, discipline, leave, benefits, and lay-offs. In addition, the ADA prohibits retaliation against individuals w...
The Americans With Disabilities Act has a section devoted to nothing but practices by employers regarding the treatment of applicants and on staff workers based on their physical condition or any health problems they may have.
The Disability Discrimination Act 1995, was replaced by the Equality Act in 2010. This helps to protect disabled people from both direct and indirect discrimination (http://www.politics.co.uk/reference/disability-discrimination, 2010).
The Americans with Disability Act of 1990 (ADA) was put into force to protect employees from discrimination with disabilities in the area of employment. A person with a disability can be defined under the ADA as someone who has a physical or mental impairment which considerably limits one or more of major life activities. “It has been estimated that nearly one in five Americans has one or more physical or mental disabilities”(law book pg115). The ADA federal law requires that employers with 15 or more employees not to discriminate against applicants and current employees with disabilities and, when needed, provide reasonable accommodations to these individuals who are more than qualified to work. These individuals are protected in regard to the application process, hiring, advancement, firing, compensation/benefits, training or other privileges of employment. If an individual is requesting accommodation due to a disability and can be reasonably accommodated without creating an undue hardship or causing a direct threat to workspace safety must be given the same consideration for employment as any other applicant. An employer is not obligated to hire anyone that is not qualifies to what is considered the essential functions of the job according to the ADA. An accommodation under the ADA must allow the employee enjoy equal benefits, given an equal opportunity for the person with the disability to be considered for the job and to perform the essential functions.
A. Employment discrimination is prohibited against "qualified individuals with disabilities." This includes applicants for employment and employees. An individual is considered to have a "disability" if s/he has a physical or mental impairment that substantially limits one or more major life activities, has a record of such an impairment, or is regarded as having such an impairment. Persons discriminated against because they have a known association or relationship with an individual with a disability also are protected.
One problem that Americans are facing is the inequality between men and women, whether it is in everyday life or in a professional atmosphere. One step that has been taken toward equality was introduced with the Equal Pay Act of 1963, signed by President John F. Kennedy. This law was the first affecting the amount of job opportunities available for women and allowing them to work in traditionally male dominated fields. On the outside, this would sound like a solution where nothing could possibly go wrong, but it is not.
Another type of gender discrimination when employers are hiring is when, for example, a woman is not considered for a job that is traditionally “a man’s job.” ("Sex Discrimination: Your Rights at Work") This discrimination is also against the law and is based on bias. Again, women can do the same jobs that men can, and it should not matter what job a woman is applying for if she is adequate for the job. Unfortunately, most women do not even consider those
It is quite certain to say that discrimination can be deadly and can deprive a person from living a normal and happy life. Especially those with disability. Therefore, it is important for discriminatory practices to be avoided and dealt properly ones reported.. If these effects are dealt properly ,long term effects can be eliminated.
People with disabilities often face societal barriers and disability evokes negative perceptions and discrimination in society. As a result of the stigma associated with disability, persons with disabilities are generally excluded from education, employment, and community life, which deprives them of opportunities essential to their social development, health and well-being (Stefan). It is such barriers and discrimination that actually set people apart from society, in many cases making them a burden to the community. The ideas and concepts of equality and full participation for persons with disabilities have been developed very far on paper, but not in reality (Wallace). The government can make numerous laws against discrimination, but this does not change the way that people with disabilities are judged in society.