Equality Act 2010, No. 15 (as amended)

The Equality Act 2010 is a key piece of legislation in the UK that consolidates and streamlines multiple earlier laws into one comprehensive framework aimed at preventing discrimination and promoting equality across various sectors of society.

Purpose: The primary purpose of the Equality Act 2010 is to protect individuals from unfair treatment and promote a fair and more equal society. The Act aims to combat discrimination based on specific protected characteristics, including age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

Requirements:

1. Prohibition of Discrimination: The Act makes it unlawful to discriminate against, harass, or victimize individuals based on their protected characteristics in various areas such as employment, education, housing, and the provision of goods and services.
2. Equal Pay: It includes provisions for equal pay for equal work, requiring that men and women be given equal treatment in terms of pay and conditions of employment.
3. Reasonable Adjustments: The Act mandates reasonable adjustments for disabled individuals to combat disadvantage in employment settings and when accessing goods and services.
4. Positive Action: It allows for positive action where employers can take measures to improve equality and diversity, particularly where people with certain protected characteristics are at a disadvantage, underrepresented, or have particular needs.

Applicability: The Equality Act 2010 applies to individuals and organizations across both the public and private sectors, including employers, businesses, health providers, schools, government agencies, and providers of public services. It covers almost every area of public life and ensures that individuals are protected from discrimination in the workplace, wider society, and in access to services and public functions.

This Act is a cornerstone of UK anti-discrimination law, providing a legal framework that not only seeks to prevent discrimination but also aims to actively promote and enforce equality throughout the United Kingdom.

The Equality Act 2010 mandates thorough documentation and evidence practices to ensure compliance with anti-discrimination laws and to support claims of unfair treatment or breaches of the Act. These evidence requirements are crucial for enforcing the rights protected under the Act and for resolving disputes that may arise.

Key Evidence Requirements:

1. Policies and Procedures: Organizations must have clear, written anti-discrimination policies and procedures. These should outline how the organization prevents discrimination, harassment, and victimization in the workplace and during service provision. These documents are essential for demonstrating compliance with the Act.
2. Training Records: Employers and service providers should maintain records of training sessions conducted on equality and diversity. These records should include details about the content of the training, the date it was conducted, and the attendees. This evidence is important for showing proactive measures taken to prevent discrimination.
3. Complaint Logs: It's crucial for organizations to keep detailed records of any complaints related to discrimination, harassment, or victimization, including how these complaints were handled and the outcomes of any investigations. This documentation can be critical during legal proceedings or audits.
4. Adjustments and Accommodations: Records of any adjustments or accommodations made for employees, customers, or clients, particularly for disabled individuals, should be kept. This includes details of the request, the assessment process, and the implementation of any adjustments.
5. Employment Data: Employers may need to collect and retain data related to recruitment, promotion, and employment practices, disaggregated by protected characteristics. This data can help identify patterns of potential inequality or discrimination and support efforts to promote equality.
6. Equal Pay Audits: Where relevant, evidence of equal pay audits should be maintained. These audits help ensure that employees doing equal work are receiving equal pay, irrespective of gender or other protected characteristics.

These evidence requirements not only help in enforcing the Equality Act 2010 but also support organizations in maintaining transparency and accountability in their practices related to equality and non-discrimination.