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Gender Equality (Archive)

Gender Equality Archive

The Equality Act 2010 harmonised and replaced previous legislation (such as the Race Relations Act 1976 and Disability Discrimination Act 1995) with a single Act.

The information below has been archived and is published for reference only.

Click here to view the Gender Equality Scheme


The Equality Act 2006 amends the Sex Discrimination Act  to place a statutory duty on all public authorities, when carrying out their functions, to have due regard to the need:

  • to eliminate unlawful discrimination and harassment
  • to promote equality of opportunity between men and women.

This is known as the 'general duty’ and will come into effect on 6 April 2007.
The duty applies to all public authorities in respect of all of their functions (This means it applies to policy-making, service, provision, employment matters, and in relation to enforcement or any statutory discretion and decision-making. It also applies to a public authority in relation to
services and functions which are contracted out. In addition, it applies to private and voluntary bodies, which are carrying out public functions, but only in respect of those functions

Public authorities are expected to have 'due regard' to the need to eliminate unlawful discrimination and harassment and promote equality of opportunity between men and women in all of their functions.
To support progress in delivering the general duty, there is also a series of ‘specific duties’.

Those specific duties, in brief, are:

  • To prepare and publish a gender equality scheme, showing how it will meet its general and specific duties and setting out its gender equality objectives.
  • In formulating its overall objectives, to consider the need to include objectives to address the causes of any gender pay gap.
  • To gather and use information on how the public authority's policies and practices affect gender equality in the workforce and in the delivery of services.
  • To consult stakeholders (i.e. employees, service users and others, including trade unions) and take account of relevant information in order to determine its gender equality objectives.
  • To assess the impact of its current and proposed policies and practices on gender equality.
  • To implement the actions set out in its scheme within three years, unless it is unreasonable or impracticable to do so.
  • To report against the scheme every year and review the scheme at least every three years.

Click here to view the Gender Equality Scheme


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