Whether you work with us, volunteer with us, or participate in our activities, you have the right to be protected from discrimination. This principle is at the core of our values.
Understanding the Equality Act 2010
The Equality Act 2010 established a unified legal framework to tackle disadvantage and discrimination effectively. It outlines nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
Recent Amendments to the Equality Act 2010
In recent years, several amendments have been made to the Equality Act 2010 to enhance protections and clarify legal interpretations:
- Worker Protection (Amendment of Equality Act 2010) Act 2023: Effective from October 2024, this amendment introduces a new duty on employers to take reasonable steps to prevent sexual harassment in the workplace. This proactive approach aims to foster safer and more respectful work environments.
- Clarification of Protected Characteristics: Recent legal interpretations have provided clearer definitions of certain protected characteristics. For instance, the term “sex” under the Equality Act 2010 has been defined to refer strictly to biological sex, excluding individuals with Gender Recognition Certificates from certain legal protections. This clarification has sparked discussions and concerns within various communities.
- Extended Protections for Pregnancy and Maternity: Amendments have been made to extend protections against discrimination to include unfavourable treatment occurring after the end of the protected period for pregnancy and maternity. This ensures that women are safeguarded from discrimination related to pregnancy and maternity leave.
- Broader Scope of Indirect Discrimination: The scope of indirect discrimination has been expanded to allow individuals to bring claims even if they do not possess the protected characteristic, as long as they can demonstrate suffering the same disadvantage. This change aligns with EU law principles and strengthens protections against discriminatory practices.
Breathe’s Equality Initiatives
In alignment with these legal advancements, we have implemented several initiatives to promote equality within our organisation:
- Equality Champions: We have designated staff members as Equality Champions, each focusing on one of the nine protected characteristics. These champions receive specialised training and are responsible for raising awareness, addressing concerns, and ensuring that our practices are inclusive and non-discriminatory.
- Regular Training and Development: We provide ongoing training to all staff to ensure a deep understanding of the Equality Act 2010 and its implications. This training empowers our team to recognise and challenge discriminatory behaviours and practices effectively.
- Inclusive Policies and Practices: Our policies are regularly reviewed and updated to reflect the latest legal requirements and best practices. We strive to create an environment where everyone feels valued and respected, regardless of their background or identity.
Looking Ahead
As we continue to navigate the evolving landscape of equality legislation, Breathe remains committed to adapting and enhancing our practices to ensure compliance and promote inclusivity. We recognise that the legal framework is dynamic, and we are dedicated to staying informed and responsive to changes that impact our community.
If you have any questions or would like to know more about our commitment to equality, please contact us at [email protected].