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The Equality Act 2010 replaces the anti-discrimination laws with a single Act. It simplifies the law, removing inconsistencies and making it easier for people to understand and comply with it. It provides a framework for smarter and more streamlined processes. It also strengthens the law in important ways to help us tackle the discrimination and inequalities which still exist in our society.
The new Equality Act 2010 covers the following ‘protected characteristics’: age, disability, gender, race, sexual orientation, religion and belief, trans-gender, maternity and pregnancy and civil partnerships and marriage.
The Human Rights Act 1998 sets universal standards to ensure that a person’s basic needs as a human being are recognised and met. Public authorities should have arrangements in place to ensure that they comply with the Human Rights Act 1998.
It is unlawful for a healthcare organisation to act in a way that is incompatible with the Act. The Act urges public authorities to apply a human rights framework to decision making across public services in order to achieve better service provision.
The Mental Health Act 2007 received Royal Assent on 19 July 2007. It amends the Mental Health Act 1983, the Mental Capacity Act 2005 and the Domestic Violence, Crime and Victims Act 2004.
The main purpose of the 2007 Act is to amend the 1983 Act. It is also being used to introduce "deprivation of liberty safeguards" through amending the Mental Capacity Act 2005 (MCA); and to extend the rights of victims by amending the Domestic Violence, Crime and Victims Act 2004.
We are committed to promoting equality of opportunity by ensuring that our services and employment practices are respectful individual needs and differences.
We will not tolerate any form of harassment, bullying, victimisation or inappropriate behaviour. The organisation has affirmed its commitment to the promotion of equality, diversity and human rights in service delivery and employment and our policy will clearly indicate our expectations.
Human Resources and Workforce Development Policy Handbook
We have a mediation scheme for the maintenance of high quality employment relationships between all staff. It is recognised that working relationships can become strained and fragmented during periods of organisational change; examples of this could be differences in management approach, harassment, bullying, cultural differences and differences of opinions, personality styles, etc.