Anti Discrimination Act 1977

4. Anti-discriminatory practice: - action taken to prevent or curb any form discrimination against individuals, races and communities. It is important to promote this practice in the workplace because it takes into

In this essay, I am going to explain the main ways of promoting anti-discriminatory practice, which are; implementing government policies and guidelines at local level by managers and employees, staff training and development, challenging work colleagues who demonstrate discriminatory behaviour and telling a higher authority when rules are broken. I am also going to give examples of these strategies being used in a setting, give difficulties to each strategy and also justify ways of overcoming the difficulties.

Discrimination falls into four categories: positive (which involves someone being treating more favourably than others), negative (which can include being arrogant towards someone due to their differences), covert (which is subtle and not many people are aware it is happening) and overt (when it is obvious someone is being discriminated against). For example if Jeff began to leave Patrick out of group activities during the martial arts class because he knew Patrick was HIV positive, this would be negative discrimination. On the other hand if Jeff started to give Patrick more attention than the other members this would be positive discrimination. To promote anti-discrimination in the work place managers should ensure their staff know the policies and procedures of how to handle situations like

There are many Legislations, Codes of practice (Some of which are listed below) and also my workplace policies which regulate equality diversity and inclusion within my area of responsibility.The equality and diversity act is the most significant piece of legislation to be introduced for a long time. And has recently be modified it states that all people male or female people from different races, disabled people, people of different ages, gay lesbian, straight and bisexual people or transsexual people. People from different religions or different beliefs, pregnant women,

It is important and essential to treat different people as individuals and to try and meet their needs rather than stereotyping people. E.g. all old people are the same. Treating everyone the same is failing to respect diversity.

Prevent discrimination: support equality – This sector of the act explains where discrimination is most likely to occur in the workplace and how to stop it happening

Legislation by state and federal arms of government has made discrimination in workplaces illegal. This piece of legislation goes further to stipulate the rights and responsibilities of both the subordinates and their employers in the workplace. This legislation aims to bring sanity in the workplace by ensuring that both groups are accountable.

1. Explain how legislation and codes of practice relating to equality, diversity and discrimination apply to own work role

* Equal opportunities – this sets out how the organisation ensures there is no discrimination in the work place

This law proctects people from prejudice and allows legal action to be taken against any person or company who is proven to have unfairly treated any of the protected groups covered by this Act.

In this essay I am going to explain how the Equality Act (2010) P4 and assess how the act promotes anti-discriminatory practice M2. I will also be evaluating how successful the Equality Act (2010) is in promoting anti-discriminatory practise.D1

The major piece of legislation in the UK that impacts on staff recruitment and selection is The Equality Act of 2010. This statute consolidated nine separate pieces of anti-discrimination legislation into a single Act these were

Discrimination is about treating a person/people differently because of their age, religion, gender and race. The Equality Act 2010 protects all

* In regard to s129 states that a person must not victimize another person. In addition, according to s130 that victimization happens if a person (the respondent) does an act, or threatens to do an act, to the detriment(伤害) of another people (the complainant原告). This is because the respondent Bruce has been or intends to be involved in a proceeding under the ACT against any person.

Legal aspects - the Equality Act 2010 protects again discrimination. Therefore, an organisation’s approach needs to show fairness by not discriminating (e.g. Age, gender) in any way. For example, in adverts or interviews.