Transcript Equality and Diversity

Equality and Diversity
Session learning outcomes
• You will be able to say what Equality and Diversity
means
• You will be more aware of areas of discrimination
that are covered by the law, your Club and LFE
regulations/guidance.
Session content
• A mix of input and sharing of information and
practical activities
• You will produce evidence from this session that
forms part of your induction
• The evidence from this session will be useful to you
during your programme and will also be referred to
again by your Regional Officer
Activity 1 - What is equality?
Is it?....
• Everyone is treated the same OR
• Everyone is treated differently according to their
needs OR
• Everyone must conform or be the same
What is diversity?
Is it?....
• We are all different and everyone has something to
contribute OR
• We are all different so some groups in society need
to be treated differently
How does this affect you?
• As an employee of the Club
• As an athlete
• As an Apprentice
• As a young person under-18
• As a UK citizen
Ethnicity and religious belief
• Dislike and fear of racial and ethnic groups, their
culture and religion is one of the issues we face in
Britain today
• Where a person comes from and what they believe
really does matter
• If you wish to be respected for your culture then you
should respect other people’s and get to know about
what they consider important
Religion and Belief
Regulations passed in 2003 say that:
• People are protected from discrimination on the
grounds of their religion or belief
• People are protected from discrimination on the
grounds of assumptions about their religion or belief
• Does not apply to political views
Race Relations Act 1976
• No-one may discriminate on the basis of colour,
race, nationality or ethnic or national origin
• No-one may treat someone less favourably
because of their race
How is disability defined?
• Any person with a physical or mental impairment
which has a substantial and long-term adverse effect
on his/her ability to carry out normal day-to-day
activities
• This includes progressive conditions such as MS, HIV,
cancer
Disability Discrimination Act 1995
• The Act makes it unlawful to discriminate against
disabled persons in connection with employment, the
provision of goods, facilities and services or the
disposal or management of premises
• The Act requires employers to make provision
(reasonable adjustments) in the employment of
disabled persons
Sexuality
Regulations passed in 2003 say that:
• People should not be discriminated against on the
grounds of their sexuality
• People should not be discriminated on the grounds of
assumptions about their sexuality
• Civil Partnership Act 2004 gives partners the rights
to employment benefits and other legal rights
Gender
The law (1975) says that:
• No person may be treated less favourably on the
grounds of their sex than others are or would be
under the same circumstances
• It is unlawful to discriminate against a married
person on the grounds of their marital status
• It is unlawful to discriminate on the grounds of
pregnancy or childbirth
Gender
• You may not make a stereotypical assumption about
a man or woman’s ability to do a type of work
• It is no defence, for example, to say you think a
woman cannot work on a building site because the
work seems too hard - or that a man cannot do child
care because men do not have the skills to care for
children
Too old, too young?
Regulations passed in 2006 say:
• People should not be discriminated against on the
grounds of their age
• Applies to both young and older people
• Covers employment and vocational training