equality and diversity. session learning outcomes you will be able to say what equality and...
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Equality and Diversity
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Session learning outcomes
• You will be able to say what Equality and Diversity means
• You will be more aware of areas of discrimination that are covered by the law, your Club and LFE regulations/guidance.
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Session content
• A mix of input and sharing of information and practical activities
• You will produce evidence from this session that forms part of your induction
• The evidence from this session will be useful to you during your programme and will also be referred to again by your Regional Officer
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Activity 1 - What is equality?
Is it?....
• Everyone is treated the same OR
• Everyone is treated differently according to their needs OR
• Everyone must conform or be the same
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What is diversity?
Is it?....
• We are all different and everyone has something to contribute OR
• We are all different so some groups in society need to be treated differently
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How does this affect you?
• As an employee of the Club
• As an athlete
• As an Apprentice
• As a young person under-18
• As a UK citizen
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Ethnicity and religious belief
• Dislike and fear of racial and ethnic groups, their culture and religion is one of the issues we face in Britain today
• Where a person comes from and what they believe really does matter
• If you wish to be respected for your culture then you should respect other people’s and get to know about what they consider important
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Religion and Belief
Regulations passed in 2003 say that:
• People are protected from discrimination on the grounds of their religion or belief
• People are protected from discrimination on the grounds of assumptions about their religion or belief
• Does not apply to political views
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Race Relations Act 1976
• No-one may discriminate on the basis of colour, race, nationality or ethnic or national origin
• No-one may treat someone less favourably because of their race
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How is disability defined?
• Any person with a physical or mental impairment which has a substantial and long-term adverse effect on his/her ability to carry out normal day-to-day activities
• This includes progressive conditions such as MS, HIV, cancer
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Disability Discrimination Act 1995
• The Act makes it unlawful to discriminate against disabled persons in connection with employment, the provision of goods, facilities and services or the disposal or management of premises
• The Act requires employers to make provision (reasonable adjustments) in the employment of disabled persons
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Sexuality
Regulations passed in 2003 say that:
• People should not be discriminated against on the grounds of their sexuality
• People should not be discriminated on the grounds of assumptions about their sexuality
• Civil Partnership Act 2004 gives partners the rights to employment benefits and other legal rights
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Gender
The law (1975) says that:
• No person may be treated less favourably on the grounds of their sex than others are or would be under the same circumstances
• It is unlawful to discriminate against a married person on the grounds of their marital status
• It is unlawful to discriminate on the grounds of pregnancy or childbirth
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Gender
• You may not make a stereotypical assumption about a man or woman’s ability to do a type of work
• It is no defence, for example, to say you think a woman cannot work on a building site because the work seems too hard - or that a man cannot do child care because men do not have the skills to care for children
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Too old, too young?
Regulations passed in 2006 say:
• People should not be discriminated against on the grounds of their age
• Applies to both young and older people
• Covers employment and vocational training