Equality Act 2010 - the new public authorities' specific duties have been published.

2011-09-14 by

An important step forward made by the Equality Act 2010 legislation a few days ago, is that public authorities need to follow Regulation 2, 3 and 4 as per the Specific Duty.

Regulation 2 states that by the 31st January 2012 – public authorities listed in Schedule 1 have to:

1) publish information about their service users and their employees who fall under the protected characteristics. These are;

  • Age
  • Disability
  • Gender reassignment
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Race
  • Religion and belief
  • Sex
  • Sexual orientation

2) subsequently update this information every year, no later than 12 months from the date of the last publication.

Public authorities listed in Schedule 2, have to do the same by the 6th April 2012.

For details of which authorities are listed under Schedules 1 and 2 please go to this link.

  • Regulation 3* requires all public authorities listed in the Schedules to prepare and publish one or more objectives they think they should achieve by 6 April 2012, and at least every four years after that. To do this they have to:
  • Ensure that the objectives are specific and measurable, and set out how they will be measured and achieved.
  • Publish details of their engagement in developing the equality objectives also at least every four years, and in line with their publication of objectives.
  • Consider its published equality information before preparing and publishing these objectives (for example to avoid working on issues that were addressed before, to focus on what needs to be changed).
  • Publish the objectives in a reasonably accessible format either as an individual document or as part of another report.

Finally, Regulation 4 requires that the information must be published in such a manner that it is accessible to the public. The information can be published as part of another document.

The legislation could not be clearer: all public authorities must comply in demonstrating they are collecting vital information on their workforce and the service users they provide for. They also have to demonstrate they have objectives for change against discrimination.

This is the perfect opportunity to list training as part of your objectives, and demonstrating how could not be easier than with Wideaware’s online training in Equality and Inclusion.

Wideaware can also help in ensuring the information public authorities have to publish is inclusive and accessible for people of all abilities.

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