The Equality Act 2010 replaced existing anti-discrimination laws with a single Act. It strengthened the law to help tackle discrimination and inequality. The Act applies to all organisations that provide a service to the public or a section of the public (service providers).
Who is protected?
The Act protects people from discrimination on the basis of ‘protected characteristics’ (these used to be called ‘grounds’):
- gender reassignment
- pregnancy and maternity
- race – this includes ethnic or national origins, colour and nationality
- religion or belief
- sexual orientation
- marriage and civil partnership
What the law prohibits?
- Direct discrimination
- Indirect discrimination
- Discrimination by association
- Discriminate by perception
The Public Sector Equality Duty
The Equality Act introduced the Public Sector Equality Duty on all public authorities. In fulfilling this duty the County Council in all its functions must have due regard to:
- eliminate unlawful discrimination, harassment and victimisation
- advance equality of opportunity between different groups and
- foster good relations between different groups
To meet the requirements of the Equality Act and the public sector equality duty it is the responsibility of all staff to ensure that decision making, policy setting and service delivery supports these three aims, that equalities is integrated into our day-to-day work, and that we positively contribute to the advancement of equality and good relations.
If you require further advice about how to meet your responsibility for equalities please contact the Corporate Equalities team:
Tel: 01926 412659 Minicom : 01926 412277
The Equality Act 2010 introduced the concept of the Public Sector Equality Duty and further information is available on the Equality and Human Rights Commission site.
Employment Information including gender pay gap reporting
There are various documents currently produced by Warwickshire County Council which provide the relevant equality information normally expected to be published.Annual Equality Report – 2016-17 (PDF, 914.21 KB) Warwickshire County Council Gender Pay Gap Report 2018 (PDF, 346.43 KB)
Annual E&D reportAnnual Equality Diversity Workforce Report for Staff Pensions 2016-2017
Other Relevant Information
As mentioned earlier the Council also uses information provided by Warwickshire Observatory, in particular:
- Equalities profile for the District & Boroughs
- Quality of Life 2011
Another element of the specific duties within the Equality Duty is for public sector organisations to publish their equality objectives by 6th April 2012.
The aim of these objectives is to demonstrate how we, as a Local Authority, are doing all we can to:
- eliminate unlawful discrimination;
- advance equality of opportunity; and
- foster good relations
Equality and Diversity policy statement and managing Equality and Diversity
This policy statement and guidance document sets out Warwickshire County Council’s vision and commitment to ensuring equality of opportunity for all, including equality of access to those services that we provide. In serving our community and in valuing the contribution of our workforce, we aim to improve the quality of life and wellbeing of the population.
Implementation of Equal PayImplementation of Equal Pay Structure (msword,1.82mb)
Equality and Diversity Profiles
We have commissioned the following profiles and present data relating to Equality and Diversity.
Rugby Key Messages 2015 (PDF, 364.05 KB)
Rugby Profile (PDF, 186.21 KB)
Stratford Profile (PDF, 185.86 KB)
Stratford language map (PDF, 286.88 KB)
Stratford health and wellbeing report (PDF, 545.63 KB)
Warwickshire health profile 2015 (PDF, 2.09 MB)
North Leamington Health and Wellbeing profile 2014 (PDF, 623.76 KB)
North Leamington Health and Wellbeing Report (PDF, 623.76 KB)
North Warks Profile (PDF, 182.09 KB)
Nuneaton and Bedworth Profile (PDF, 190.25 KB)
Nuneaton Language Map (PDF, 370.99 KB)
Warwickshire Key Messages (PDF, 468.19 KB)
An Equality Impact Assessment / Analysis (EqIA) is a tool for identifying the potential impact of the County Council’s strategies, policies, services and functions on its customers and staff.
It is an evidence based assessment tool, to ensure and evidence that the service does not unlawfully discriminate and has due regard in line with the general and specific duties under the Public Sector Equality Duty 2011.
Broadly EQIA help us answer the following;
- What does the evidence tell us?
- Where are the gaps?
- Is there any evidence of unlawful discrimination?
- Can this policy/ decision contribute to removing or minimising any of those disadvantages?
- Are specific steps necessary to meet the needs of particular groups
- Who benefits?
- Who does not benefit and why not?
- Who should be expected to benefit and why they don’t?
- What are the biggest risks to equality?
- What diversity monitoring is taking place?
- What actions need to be taken?
These documents are good examples of equality impact assessments. This is for internal access only;
- MASH EqIA Example (pdf, 973 Kb)
- Staff Benefits EqIA Example (PDF, 380.27 KB)
- Transitions Pathway EqIA example (PDF, 337.44 KB)
Customer and Functions Information
The Council undertakes a process called Equality Impact Assessment to record how it has undertaken due regard to the aims of the duty in decision-making in relation to service provision. This assists the Council in understanding the decisions impact on equality and highlights the evidence used in the decision-making process.
Equality Guidance for Public Consultation and Engagement Activity
Under the Public Sector Duty Section of The Equality Act 2010, we have a legal duty to understand the communities we serve, our customer profile and the profile of our staff. You can find the Equality Guidance for Public Consultation and Engagement Activity on our intranet pages under Consultation and Engagement (internal access only)Equality Guidance for collecting monitoring information (PDF, 282.79 KB)