Complying with the Equality Act 2010 and related regulation
FIR homeThe Equality Act 2010 applies to England, Wales and Scotland. It provides a legal framework that protects the rights of all individuals and promotes a fair and more equal society.
We are all protected from unlawful treatment (that is, discrimination) due to our age, our sex (or gender), our race, our religion or belief (or lack of it), our sexual orientation, our marital or civil partnership status, any disability and circumstances related to pregnancy and maternity and transitioning between one gender to another. These human features are known as “protected characteristics”.
Employers must not discriminate against people on the basis of any of these characteristics – whether actual or perceived. They must also prevent harassment and victimisation of people on the basis of their protected characteristics (perceived or actual) or their association with people with any perceived or actual protected characteristics.
Companies delivering services on behalf of the public sector might also be impacted by the requirements of the Public Sector Equality Duty.
There is much more information about the law in relation to FIR within the FIR Toolkit
No Bystanders
Short film produced for Stonewall, that illustrates bullying, abusive language and discrimination
Tackling sexual harassment in the workplace
Document / Presentation
Fairness Inclusion and Respect
Equality Act 2010
Web link
Gaps in equality law between GB and NI
Document / Presentation
A Guide for Users: Gender Recognition Act 2004
Document / Presentation
Fairness Inclusion and Respect
Equality and human rights in the UK
Web link
Reasonable adjustments: people living with cancer
Document / Presentation
Fairness Inclusion and Respect
Scottish specific Public Sector Equality Duties
Web link
Fairness Inclusion and Respect
Tips for promoting fairness inclusion and respect
Video
The Gender Pay Gap Explained
Flexible working
Rights and Responsibilities at work
How is construction dealing with gender pay gap?
Creating fair workplaces
FIR Toolkit
FIR Toolbox Talk: FIR Induction
FIR Toolbox Talk: Language
FIR Toolbox Talk: Respect
FIR Toolbox Talk: Responsibilities
Flexible working in the construction industry
The meaning of fairness and respect
Constructing a better balance
Trans in the Workplace
FIR Case Study: A14 Development Scheme
Email Signature Experiment
"Whistle-blower" taped to chair and gagged
Equality Act 2010: Handbook for Advisers
5 Hidden Examples of Recruitment Discrimination
What is Unconscious Bias in the Workplace?
How to Avoid Discrimination in Recruitment
Construction News LGBT survey
Equality Commission Northern Ireland
Scottish Human Rights Commission
Sample equality monitoring form
Legislation around equality in Northern Ireland
Achieving business success through FIR
FIR on site: Why it matters and how to achieve it
Employers' responsibilities: equality monitoring
Blind auditions: orchestras eliminate gender bias
Inclusion in service delivery - the law
Gender pay gap reporting
Sexual harassment advice and guidance
Search gender pay gap data
Dyslexia guidance
The law on flexible working
Supporting disabled people in the workplace
Equality, diversity and inclusion action plans
Whistleblowing policy
The Time for Talking is Over
Diversity Data Benchmarking - Highways England
The Ethnicity Pay Gap Timebomb
Employment tribunal decisions
Better ways of working: flexible working
UK Government Race Disparity Audit
The Equality Act 2010 (Statutory Duties) (Wales)
Understand & address the gender pay gap
Tackling Homophobia in Engineering
Flexible working policy
Investing in Ethnicity and Race in the Workplace
Ethnicity Pay Gaps in Great Britain 2018
FIR: Recruiting people, fairly and inclusively
Setting up an inclusive site & site office