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The Equality Act 2010

The Equality Act 2010 is the main piece of anti-discrimination legislation in Great Britain.

Protected characteristics

The Equality Act covers nine ‘protected characteristics’:

  1. Age
  2. Disability
  3. Gender reassignment
  4. Marriage and civil partnership
  5. Pregnancy and Maternity
  1. Race
  2. Religion and belief
  3. Sex
  4. Sexual orientation

Public sector equality duty

Within the Act, the public sector equality duty (PSED) requires HEIs, when carrying out their functions, to give due regard to the need to:

  • Eliminate unlawful discrimination, harassment and victimisation
  • Advance equality of opportunity between people who share a protected characteristic and people who do not
  • Foster good relations between people who share a protected characteristic and people who do not

The broad purpose of the duty is to integrate consideration of equality and good relations into the day-to-day business of public authorities.

 

Public sector equality duty in the devolved nations

Each nation has a set of specific duties that underpin the public sector equality duty and instruct HEIs how to demonstrate that they are delivering on the duty.

England

  • The institution’s equality objective/s to further the PSED. Objectives must be specific and measurable.
  • At least annually, information to demonstrate compliance with the PSED.

Northern Ireland

  • The institutions’ revised equality scheme every five years, and annual reports on progress.
  • Equality impact assessment results and actions on an ongoing basis.

Scotland

  • The institution's new equality outcomes every four years.
  • Every two years:
    • progress on delivering its equality outcomes.
    • progress on mainstreaming equality and its employee equality data.
    • disability, gender and race pay gap and occupational segregation information.

Note that the above can be published in separate or combined reports.

  • Equality impact assessment results and actions on an ongoing basis.

Wales

  • The institution’s strategic equality plan, which must include the institution’s equality objectives and an action plan on gender pay difference, every four years. 
  • Annual report on compliance with the PSED.
  • Equality impact assessment results and actions on an ongoing basis.

Find out more about Overseeing EDI

Overseeing EDI