The Equality Act 2006 amended the Sex
Discrimination Act 1975 and in April 2007 the Gender Equality Duty
came into force. It places a legal duty on employers to actively
consider the ways men and women are treated and to make sure they
are treated equally. This does not necessarily mean treating them
the same but looking at their needs and addressing them. All public
authorities must pay due regard to the need to:
- eliminate discrimination and harassment; and
- promote equal opportunities between men and women.
Specific duty – gender
We have to meet some specific duties in relation to gender
equality, they are:- To prepare and publish a gender equality scheme (the
Equality
Scheme
- showing how the public authority will
meet its general and specific duties, and setting out its gender
equality objectives.
- In formulating its overall objectives, to consider the need to
include objectives to address the causes of any gender pay
gap.
- To gather and use information on how its policies and practices
affect gender equality in the workforce and in the delivery of
services.
- To consult stakeholders (that is, employees, service users and
others, including trade unions) and take account of relevant
information in order to determine its gender equality
objectives.
- To assess the impact of its current and proposed policies and
practices on gender equality.
- To implement the actions set out in its gender equality scheme
(this equality scheme) within three years, unless it is
unreasonable or impracticable to do so.
- To report against the scheme every year and review the scheme
at least every three years.
The Council will consider setting an objective to address all
causes of any gender pay gap, including the impact of caring
responsibilities and occupational segregation, as well as pay
discrimination; and conduct and publish gender impact assessments
of all major policy developments, and publish our criteria for
conducting such impact assessments (see section 8 of the
Scheme).
Further Information
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