Equality for everyone in Stoke-on-Trent

At Stoke-on-Trent City Council we are committed to making the city a better place for all to live, learn, work and enjoy.

Our vision puts equality of opportunity at the heart of our approach to policy making, service delivery and employment. We are committed to identifying, understanding and eliminating all barriers that prevent access to services, information and employment.

This page looks at the nine protected characteristics as identified by the Equality Act 2010. The Equality Framework for Local Government provides a framework which we will follow to make sure we are providing the relevant requirements for the community where reasonably appropriate.

We also have a Single Equality Scheme. This scheme sets out our commitment to the whole equality and diversity agenda, linking in to all relevant legislation and explaining how we will monitor ourself against relevant targets. The scheme underwent an extensive consultation and represents a new approach for us equality and diversity.

You can see the document at the bottom of the page. To read it you will need Adobe Acrobat Reader. To download a free copy of Adobe Acrobat Reader visit www.adobe.com.
 
If you have any comments or queries on the equalities pages or you need a copy of any of the documents featured on any of our equalities pages in print, braille, another language or on cassette, please email equalities@stoke.gov.uk
 
Equality Act 2010

The Equality Act 2010 became law in April 2010. It contains a range of new rights, powers and obligations to help with the drive towards equality.

The main purpose of the Act is to collect together the complicated and numerous array of Acts and Regulations, which formed the basis of anti-discrimination law in the United Kingdom.

This was, primarily:
  • Equal Pay Act 1970
  • Sex Discrimination Act 1975
  • Race Relations Act 1976 and as amended 2000
  • Disability Discrimination Act 1995 and as amended 2005
As well as three major statutory instruments protecting discrimination in employment on grounds of religion or belief, sexual orientation and age:
  • Employment Equality (Sexual Orientation) Regulations 2003
  • Employment Equality (Religion or Belief) Regulations 2003
  • Employment Equality (Age) Regulations 2003
The majority of the Act began to take effect from October 2010 to allow people and organisations that are affected by the new laws to prepare for them. Key public sector duties came in to effect from April 2011.

Key elements of the Act
The Act brings together equality law by:
  • Putting a new integrated Equality Duty on public bodies
  • Using public procurement to improve equality
  • Banning age discrimination outside the workplace
  • Requiring employment equality publishing
  • Extending the scope to use positive action
  • Strengthening the powers of employment tribunals
  • Protecting carers from discrimination
  • Clarifying the protection in private members' clubs
  • Strengthening protection from discrimination for disabled people
Please follow the links on this page to see more information about the Equality Act 2010 and how the council is meeting its responsibilites:

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