Protected Characteristic and the Equality Act 2010

 
Overview
There are nine important areas for organisations to consider which are covered by UK legislation;

• Age, http://www.equalityhumanrights.com/about-us/vision-and-mission/our-business-plan/age-equality/
• Disability, http://www.equalityhumanrights.com/about-us/vision-and-mission/our-business-plan/disability-equality/
• Gender, http://www.equalityhumanrights.com/about-us/vision-and-mission/our-business-plan/gender-equality/
• Gender Re-assignment, http://www.equalityhumanrights.com/about-us/vision-and-mission/our-business-plan/transgender-equality/
• Marriage and Civil Partnership,
• Pregnancy and Maternity,
• Race, http://www.equalityhumanrights.com/about-us/vision-and-mission/our-business-plan/race-equality/
• Religion or Belief and Sexual Orientation, http://www.equalityhumanrights.com/about-us/vision-and-mission/our-business-plan/religion-belief-equality/
• Sexual Orientation, http://www.equalityhumanrights.com/about-us/vision-and-mission/our-business-plan/sexual-orientation-equality/

London is at the heart of the UK’s most diverse population, however in order for businesses to benefit from this diversity, a more proactive approach is required that takes into account attracting the right employees, understanding customer and employee needs and managing business reputation. Diversity means difference and in a workplace these differences, both visible and non-visible need to be valued. An individual’s identity can be varied, nevertheless should be respected and as reasonably and practical as possible, accommodated within a non-discriminatory work environment.