Does age matter?

Age discrimination will probably affect everyone at some point in their life. Age discrimination can be explained when someone treats a person less favourably because of that person’s age, and uses this as a basis for prejudice or unfair treatment of that person. However, age discrimination laws are in place to help ensure that you are not denied a job, an equal chance of training or a promotion because of your age.

The Employment Equality (Age) Regulations 2006

The Employment Equality (Age) Regulations came into force on the 1st October 2006. These regulations render discrimination in recruitment, promotion and training unlawful, prohibit unjustified retirement ages below 65 and remove the current age limit for unfair dismissal and redundancy rights. The regulations apply to employment and vocational training, but do not apply to the provision of goods and services. They prohibit unjustified direct and indirect age discrimination, and protect from harassment and victimisation on the grounds of age - young or old.

Useful links

- The Employment Equality (Age) Regulations 2006
- Acas has published good practice guidance on the regulations. Link here to view the Age and the workplace guide
- Link here to have your questions answered on the Employment Equality (Age) Regulations 2006
Information taken from the Business Link website

Gender

It is unlawful to discriminate against someone on the basis of their gender. However, it happens every day through direct or indirect discrimination or harassment. Harassment is unwanted conduct on the grounds of the recipient's sex or; unwanted verbal, non-verbal or physical conduct of a sexual nature. While females have historically received unequal treatment, modern civil rights laws banning sex discrimination have been construed to protect males as well, especially in the area of employment.

Sex Discrimination Act 1975

The Sex Discrimination Act renders unlawful sex discrimination and discrimination on the ground of marriage, and establish a Commission with the function of working towards the elimination of such discrimination and promoting equality of opportunity between men and women generally; and for related purposes.
Click here to read information on the Sex Discrimination Act 1975

Gender Equality Duty

The Gender Equality Duty came into force in April 2007. All public authorities must demonstrate that they are promoting equality for women and men and that they are eliminating sexual discrimination and harassment.
Information taken from the Equality and Human Rights Commission website.

There is also legislation protecting individuals who have undergone or are undergoing gender reassignment processes.

Sex Discrimination (Gender Reassignment) Regulations 1999

It is unlawful to discriminate on the grounds of gender reassignment in the areas of employment and vocational training.

Transgender

Gender re-assignment is a personal process (rather than a medical process) which involves a person expressing their gender in a way that differs from or is inconsistent with the physical sex they were born with. This personal process may include undergoing medical procedures or it may simply include choosing to dress in a different way as part of the personal process of change. For example, a person will be protected because of gender reassignment where they:

• Make their intention known to someone -- it does not matter who this is, whether it is someone at work or in their personal life or someone like a doctor;
• Once they have proposed to undergo gender reassignment they are protected, even if they take no further steps;
• They do not have to have reached an irrevocable decision that they will undergo gender reassignment, but as soon as there is a manifestation of this intention they are protected; or,
• Start or continue to dress, behave or live (full-time or part-time) according to the gender they identify with as a person; or
• Undergo treatment related to gender reassignment, such as surgery or hormone therapy; or
• Have received gender recognition under the Gender Recognition Act 2004.

It does not matter which of these applies to a person for them to be protected because of the characteristic of gender reassignment. This guidance uses the term ‘trans person’ to refer to someone who has the protected characteristic of gender reassignment. You must not treat a person worse for being absent because they propose to undergo, are undergoing or have undergone gender reassignment than they would be treated if they were ill or injured. For example, a trans person takes time off to receive treatment as part of their gender reassignment. An education provider cannot discriminate against them because of their absence for this purpose. Confidentiality of information such as personal records is often extremely important for trans people. In particular, it may be a criminal offence for someone to disclose information about the gender history of a person with a Gender Recognition Certificate, or about their application for a gender recognition certificate, without that person’s consent.
[Source: Drafts for Consultation - What the Equality Act 2010 means for you in providing services and public functions or running an association and What the Equality Act 2010 means for you as an education provider]

Race

Whatever your birth place, country of origin or skin colour everyone has the right to be treated fairly. Legislation is such that it is unlawful to discriminate against people on any racial grounds. Racial prejudice comes in many forms including colour, nationality, religion and national origins. Discrimination on these racial grounds are a popular modern day media topic, with many stories hitting the headlines.

Assumptions and stereotypes – one reinforces the other

Even though it is easy to fall into the habit of using stereotypes to label people, there are ways to reduce stereotypes and combat prejudice. One way is to check our own thinking and to be careful of jumping to conclusions/making assumptions based on poor information. Another way is to politely challenge stereotypes when we hear them by offering evidence that the stereotype is false.

The Race Equality Duty

The Race Relations (Amendments) Act 2000 became law in 2002. It was introduced to eliminate unlawful discrimination, promote equal opportunities and to promote good relations between people from different racial groups.
Further to this duty the Race Equality in Employment Standard (REES) became legal on the 6th April 2006. The purpose of the REES is to help employers and employees understand the Race Relations (Amendment) Act 2000 and to be aware of their rights and responsibilities.

There are many different faiths across the planet, but there are six main religions, with thousands of millions of people following different teachings according to these beliefs. Please link on a religion or belief to discover the ideas behind that faith. Once you have read about the religions, see if you can do well in the interactive quiz

Buddhism
Judaism

Christianity
Islam

Hinduism
Sikhism

The Haven at Bournemouth & Poole College

Bournemouth and Poole College have 2 designated rooms for personal reflection and worship.

The Racial and Religious Hatred Act 2006

This act became law on 1 October 2007 and amends the Public Order Act 1986 which outlawed the incitement of hatred on racial but not religious grounds. This law protected groups whose religion was linked to their race, such as Jews, but not other faith groups such as Muslims and Christians who received no protection under the law. The new act makes a criminal offence of stirring up hatred against a person on religious grounds. Specific actions outlawed include:

• Using threatening words or behaviour
• Displaying written material with a threatening content
• Publishing or distributing written material with a threatening content
• Distributing, showing, playing or recording visual images or sounds which are of a threatening nature
• To be unlawful, these actions must be carried out with the intention of inciting religious hatred.

Key Points

The Racial and Religious Hatred Act 2006 creates a new criminal offence of inciting hatred on religious grounds.
The act makes it unlawful to use threatening words or behave in a threatening manner, or publish, display, or distribute written material, images or sounds, that incite hatred on racial or religious grounds. The legislation specifies that these actions must be carried out with the intent of inciting hatred to be illegal.
Penalties include a fine, up to seven years in jail, or both.
Organisations, directors, managers, and their employees, can all be prosecuted if an offence occurs at work.
Effective anti-harassment and equal opportunities policies will minimise the risk of prosecution.
Information from: www.peoplemanagement.co.uk

Sexual Orientation

Whether a person is attracted to people of their own sex, the opposite sex or both sexes. Assumptions and perceptions of a person’s sexuality are also covered by law. There is legislation protecting individuals from discrimination on the basis of their sexual orientation. Sexual orientation discrimination includes being treated less favourably because:

• you are lesbian, gay, bisexual or straight
• people think you are lesbian, gay, bisexual or straight, or
• you are associated with someone who is lesbian, gay, bisexual or straight, for example a friend, relative or colleague.

The law applies to direct and indirect discrimination as well as to harassment and victimisation, and applies to the private, public and also not-for-profit sectors.