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Legal requirements
are not the only reason for operating equal opportunities, nor is
there anti-discrimination legislation in the UK to protect all disadvantaged
groups.
However, as
part of a broader approach to equal opportunities, you need to:
- be aware
of the legislative requirements
- ensure that
your organisation is fulfilling them.
The DDA –
Disability Discrimination Act
The Disability Discrimination Act began to come into force on 1st
December 1996, but some provisions have a very long lead-in time
– up to 2004. The Act gives disabled people rights in the areas
of employment, getting goods and services, buying or renting land
or property.
The employment
provisions of the Act are in place, and currently apply to all employers
of 15 or more people (including casuals, agency workers and freelancers).
Employers are expected to make reasonable adjustments to enable
a disabled person to apply for a job, do the work, and continue
doing the work if he or she becomes disabled. Employers must not
treat a disabled person less favourably than someone else because
of their disability, unless there is a good reason. By October 2004,
these provisions will apply to all employers.
On goods and
services, the Act affects anyone who provides goods, facilities,
or services to members of the public whether paid or free. Private
clubs are not included. The requirement is to provide the same standard
of service to everyone. Changes need to be made to the way that
goods, facilities and services are provided so that it is not impossible
or unreasonably difficult for a disabled person to use the service
or goods. From 2004 all providers of goods and services will be
expected to make reasonable adjustments to premises as well.
Provisions
for buildings
There is a requirement to make "reasonable provision"
to enable disabled people to gain access to new premises and buildings
that have been substantially reconstructed. Lifts should be provided
where relevant, as well as sanitary conveniences and seating in
auditoria. For people with impaired hearing, the regulations stipulate
aids to hearing in some auditoria, meeting rooms and ticket offices,
and visual indications of floor calls in some lifts. For people
with impaired sight, the regulations require protection from hazards
close to the building, warnings of changes in level, and tactile
and audible indications for some lifts.
Sex Discrimination
The Sex Discrimination Act makes it unlawful to discriminate on
the grounds of gender in the following areas that are relevant to
the arts: employment, education, training, provision to the public
of goods, facilities, services or premises, and advertising for
the above. On employment, the Act also makes it unlawful to discriminate
on the grounds of marital status.
Racial Discrimination
The Race Relations Act makes discrimination on the grounds of race,
colour, nationality, ethnic or national origins unlawful in the
same areas listed above.
see also
Equal
Opportunities Section of the Knowledge Bank
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