This page gives details of the Council’s legal duties in terms of equality and diversity
Equality Act 2010
The main provisions of the Equality Act 2010, which provide the basic framework of protection from discrimination, victimisation and harassment, came into force from 1 October 2010.The Act replaces all existing anti-discrimination laws, and extends protection across a number of ‘protected characteristics’. From 5 April 2011 the public sector equality duty came into force
The protected characteristics are:
- age,
- disability,
- gender reassignment,
- marriage and civil partnership,
- pregnancy and maternity,
- race,
- religion or belief,
- sex, and
- sexual orientation.
Sefton also recognises cared for and care experienced as a protected characteristic.
By law public bodies must try to:
- Eliminate unlawful discrimination, harassment, victimisation and other conduct prohibited by the Act.
- Advance equality of opportunity between people who share a protected characteristic and those who do not.
- Foster good relations between people who share a protected characteristic and those who do not.
The Act explains that ‘due regard’ for advancing equality involves:
- Removing or minimising disadvantages experienced by people due to their protected characteristics.
- Taking steps to meet the needs of people from protected groups where these are different from the needs of other people.
- Encouraging people from protected groups to participate in public life or in other activities where their participation is disproportionately low.
For more information on how we meet the Public Sector Equality Duty, see the page on Equality Impact Assessments.
Equality Objectives
Under the terms of the Equality Act 2010 (Specific Duties) Regulations 2011, public bodies were required to publish equality objectives and other information demonstrating our compliance with the equality duty.
For more information on our equality objectives, see the page on our Equality and Diversity Strategy.