This information must be published in such a manner that it is accessible to the public, either in a separate document or within another published document. The specific duties require public bodies to publish: information to demonstrate their compliance with the Equality Duty, by 31 January 2012 ( 6 April 2012 for schools) and then at least annually, and equality objectives, by 6 April 2012 and then at least every four years. The new Equality Duty has two parts: the "general" duty and "specific" duties. the Equality Duty, a set of five booklets). These must be specific, measurable and revisited every four years publish their compliance with the general duties Public authorities must: publish equality information at least once a year to show how they've complied with the equality duty; prepare and publish equality objectives at least every 4 years; Next steps The specific duties require schools: (a) to publish information to demonstrate how they are complying with the Public Sector Equality Duty, and (b) to prepare and publish equality objectives. Under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 (SI 2017/353), there are three specific duties: to publish equality information, to publish equality objectives and to publish gender pay gap information. Set and publish one or more equality objectives, at least every four years. Specific Duties placed on public authorities under the EqA (published in 2011) state: 2(1) Each public authority listed in either Schedule to these Regulations must publish information to demonstrate its compliance with the duty imposed by section 149(1) of the Act. The duty came into force in April 2011 and covers age, disability, gender reassignment, pregnancy and maternity, marriage, same-sex marriage and civil partnership, race, religion and belief, sex and sexual . These are: • To publish information to show how they are complying with the Equality Duty. The general duty consists of three main needs. The Equality Act 2010 (Statutory Duties) (Wales) Regulations 2011 (SI 2011/1064) provide for specific duties for relevant Welsh public authorities, aimed at enabling them better to perform, and demonstrate their compliance with, the general public sector equality duty. The general duty takes the form of broad equality requirements. equality objectives, at least every four years (from 6th April 2012) information to demonstrate their compliance with the public sector equality duty (from 31st January 2012) Published 6 July 2012 The PSED came into force in April 2011, replacing previous separate equality duties for disability, gender and race. The Equality Act 2010, supplemented by the Equality Act 2010 (Specific Duties) Regulations 2011, require the University to publish: Equality objectives, at least every four years. These specific public sector equality duties are intended to enable public authorities better to perform . This was followed by the introduction of the disability equality duty in 2006, and the gender equality duty in April 2007. Following a government consultation, the Equality Act 2010 (Specific Duties) Regulations 2011 were been laid before Parliament for approval, and came into force on 10 September 2011. The Equality Act 2010, supplemented by the Equality Act 2010 (Specific Duties) Regulations 2011, require the University to publish: Equality objectives, at least every four years. This is the original version (as it was originally made). information to demonstrate their compliance with the equality duty, at least annually (by 31 January each year) This is the same for England, Scotland and for Wales and it came into force on 5 April 2011. The two specific duties for schools aim to assist them to meet the general duty. The specific equality duties require a listed public authority to publish a report on the progress it has made to make the equality duty integral to the exercise of its functions to better perform that duty. The PSED came into force in April 2011, replacing previous separate equality duties for disability, gender and race. You can view our Strategic Equality Plan here. The Legal Equality Duties. A summary of these duties is listed below: We are required to develop and publish a strategic equality plan at least every four years. Equality objectives 5. The equality duty was developed in order to harmonise the equality duties and to extend it across the protected characteristics. equality, the government has introduced 'equality duties' for all public sector institutions. Specific duties. Specific duties In Wales, the Welsh Government has published Specific Duties under the Equality Act for all public bodies. 2.1 SPECIFIC DUTIES: The. The overall aim of the initiative is to support the implementation of the Policy Instruction on Gender Equality and the Gender Action Plan 2021-2025. The duty is underpinned by specific duties. Insight Specific Equality Duties: Wales. Prepare and publish one or more specific and measurable objectives it thinks it should achieve the general equality duty. To help public bodies perform the public sector Equality Duty (PSED) more effectively, regulations were approved in Parliament on the 6 September 2011 that introduce two specific duties. The specific duties require public authorities to: publish one or more specific and measurable equality objective, at least every four years (started April 2012) All public bodies subject to the specific duties must publish their first equality objectives by 6 April 2012. The specific duties play an important role in underpinning the main Public Sector Equality Duty, focussing organisations' efforts around equality objectives, and . However the second consultation document has weakened the proposed duties even further and we seriously question the impact they will be able to make to furthering equality within public authorities. The purpose of the Specific Duties is to help public authorities comply with the General Duty. . The specific duties require public authorities to: publish one or more specific and measurable equality objective, at least every four years (started April 2012) publish information to demonstrate. 2) set and publish equality objectives, at least once every four year. As a Higher Education Institution, the University has a statutory obligation to meet the requirements of the Equality Act (2010) and the specific Public Sector Equality Duties that are set out in section 149 of the Equality Act 2010: Set and publish equality objectives, at least every four years. The regulations concerning the specific duties came into force on 10 September 2011 and are known as The Equality Act 2010 (Specific Duties) Regulations 2011. Since the work to develop specific public sector equality duties was started, the Welsh Assembly Government has said that the specific duties should be: Flexible - so public authorities only take action which is necessary and productive; and Proportionate - depending on the function and size of the public authority. One of these specific duties requires the Council to publish a set of Equality Outcomes by 30 April every four years and publish progress towards the outcomes every two years. The Specific Duties also require public bodies to ensure that the information and objectives they publish are easily accessible to the public, free of charge. prepare and publish one or more specific and measurable equality objectives which will help them to further the three aims of the Equality Duty. This is public sector equality duty; it was created by the Equality Act 2010 and replaces the race, disability and gender equality duties. The general duty is the overarching legal requirement for schools and means they must consider how their policies, practices and day-to-day activities impact on pupils and staff. These aims are: eliminate discrimination, harassment, victimisation and any other conduct . The general duty is supported by two 'specific duties' which requires us to: publish specific and measureable equality objectives at least every four years. 2. The specific duties aim to help public bodies perform better in meeting the general equality duty and require the University to publish: equality objectives, at least every four years. The general equality duty was created by the Equality Act 2010 (the 'Act') and replaced the public sector race, disability and gender equality duties which existed previously. Specific duties require listed bodies to publish four-yearly reports setting equality outcomes and detailing progress in mainstreaming Information to demonstrate their compliance with the equality duty, at least annually. The purpose of a strategic equality plan is to document the steps a provider is taking to fulfil its specific duties. 3.2 The Scottish Government introduced specific duties for Scottish public authorities, to enable better performance of the public sector equality duty. The Public Sector Equality Duty, created as part of the Equality Act 2010, consists of a general duty and specific duties. Equality, Diversity, Inclusion and Belonging. Setting equality objectives. Providers must publish strategic objectives and have drawn up a strategic equality plan by 2 April 2012. We pledge to meet both our specific and general duties in this Act. The specific duties under the Equality Act 2010 are set out in regulations which vary across England, Scotland and Wales and were brought into effect from September 2011 onwards. public sector equality duty (PSED) set out in clause 149 of the Equality Act 2010. The general equality duty is set out in section 149 of the Equality Act 2010. Specific duties In Wales, the Welsh Government has published Specific Duties under the Equality Act for all public bodies. The Specific Duties of the Equality Act came into force on the 27 May 2012. The Disability Equality Duty, in both its forms, comes into effect for public bodies from 4 December 2006. This item of legislation is currently only available in its original format. A public authority must publish these objectives by 6 April 2012; and subsequently publish this information at intervals of not greater than four years. To ensure transparency, and to assist in the performance of this duty, the Equality Act 2010 (Specific Duties) Regulations 2011 require public authorities, named on , to publish: equality. the Public Sector Equality Duty (PSED). Having 'due regard' means consciously thinking about the three aims of the Equality Duty as part of the process of decision-making. Due every four years from April 2017: published statement on equal pay (for authorities with 20 more staff) If an authority on reporting schedule 'A' has 150 or more staff, all its equal pay statements should report on sex, race and disability. Strategic objectives should be reviewed at least every four years. The Equality Act 2010 (Statutory Duties) (Wales) Regulations 2011 (SI 2011/1064) provide for specific duties for relevant Welsh public authorities, aimed at enabling them better to perform, and demonstrate their compliance with, the general public sector equality duty. Prepare and publish one or more specific and measurable objectives it thinks it should achieve the general equality duty. The specific duties for England (and non-devolved public authorities in Scotland and Wales) require public authorities to publish: one or more specific and measurable equality objectives that it thinks it needs to achieve (at least every four years) information to demonstrate their compliance with the equality duty (at least The purpose of this report is to provide equality information on how NHS England is meeting the requirements of the Specific Duties of the Equality Act in its public facing functions. People who are protected under the Act have what's called protected characteristics. The specific duties apply to Welsh public bodies listed in Part 2 of Schedule 19 of the Equality Act 2010. To set every four years one or more specific measurable equality objectives that further the aims of the equality duty. • Equality objectives, by 6 April 2012 and then at least every four years. Collapse all - Introductory Text 1. 2.1 Public sector equality duty . The specific duties under the Welsh Regulations are focused on enabling listed authorities to achieve improved equality outcomes in compliance with the general Public Sector Equality Duty. The characteristics that are protected in relation to the public sector equality duty are: age disability gender reassignment marriage and civil partnership pregnancy and maternity race religion or belief sex sexual orientation 2.3 Specific duties There are specific duties giving public bodies responsibilities to: prepare and publish objectives they believe necessary to achieve the general duties, in a format easily understandable to the public. The Forestry Commission, in order to demonstrate its compliance with the English Specific Equality Duties, currently provide information, by way of an annual Equality Monitoring Report, on its employees in terms of: the composition of the workforce, recruitment and leavers, and other related issues on four protected characteristics: age . Schools had until 6 April 2012 to publish their initial information and their first set of objectives. This leaflet only covers the English specific duties which are set out in The Equality Act 2010 (Specific Duties) Regulations 2011. The specific duties are created via secondary legislation. This document has been written as part of Education Scotland's on-going commitment to modelling good practice as a public body in promoting diversity and equality. The first deadline for publication was 6 April 2012 and objectives have to be published at least every four years. The specific duties are: • Report on mainstreaming the Equality duty every four years, no later than 30 April 2.2 The Public Sector Equality Duty The Public Sector Equality Duty, created as part of the Equality Act 2010, consists of a general duty and specific duties. (For primary schools, community special schools and foundation special schools maintained by a Local Education Authority, the duty to publish disability equality schemes comes into effect on 3 As a Higher Education provider we will continue to demonstrate how we meet the requirements of the Equality Act, known as The Public Equality Duty. the Public Sector Equality Duty (PSED). Specific duties are the duties that apply to certain listed public bodies and are designed to help public bodies perform the Equality Duty better. Specific duties, set out in regulations to the Equality Act require us to: • Publish information to demonstrate compliance with the Public Sector Equality Duty, annually. The specific duties apply to Welsh public bodies listed in Part 2 of Schedule 19 of the Equality Act 2010. The UK have 9 protected characteristics, set out in the Equality Act 2010. It consists of a general equality duty, supported by specific duties which are imposed by secondary legislation. The Specific Duties. These are different for England, Scotland and Wales. The equality duty has two main parts: a 'general' equality duty and 'specific duties'. Information to demonstrate their compliance with the equality duty, at least annually. The Marches Academy Trust are intent on moving beyond just compliance with the Equality Act, the public sector Equality Duty and the Specific Duties. The specific duties are legal requirements designed to help those public bodies covered by the specific duty meet the general duty. Public authorities also have specific duties under the Equality Act to help them comply with the public sector equality duty. We have a number of specific issues to raise as outlined below. The Welsh Specific Equality Duties require the Welsh Government to review and refresh our Equality Objectives every four years, to ensure we continue to work towards a fairer Wales, removing the barriers which limit opportunities and hinder aspirations. — (1) Each public authority listed in Schedule 2 to these Regulations must prepare and publish one or more objectives it thinks it should achieve to do any of the things. The specific duties are legal requirements designed to help those public bodies covered by the specific duties meet the general duty. The general equality duty is supported by specific duties which require us to publish data which is reviewed annually. Each devolved UK nation has set specific duties to help public bodies better meet the general duties. The first of these was the race equality duty, introduced in 2001. Since its inception in April 2013, NHS England has undertaken considerable work to meet its moral and legal obligations to promote equality and The purpose of the duties is to enable the better performance by the authority of the public sector equality duty imposed by section 149(1) of the Equality Act 2010 (c. 15) ("the Act"). Citation, commencement and. That section requires public authorities to have due regard, in the exercise of their functions, to specified equality aims. The Equality Act 2010 and our responsibilities. These are: Age Disability Gender reassignment Marriage and civil partnership Pregnancy and maternity Race Religion or belief Sex Sexual orientation Employers and employees can both be liable for acts of discrimination which happen in connection with work. They require public bodies to publish relevant, proportionate information demonstrating their . 2 GENERAL EQUALITY DUTY: OVERVIEW The equality duty requires schools and colleges to think about the interests of and effects on all students, staff and the whole community in everything that it does, including decision making and all policies. This must be updated at least annually. The specific duties require public bodies to. Prepare and publish one or more equality objectives they think they should achieve in order to meet the general equality duty. POLICY SCOPE Under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 (SI 2017/353), there are three specific duties: to publish equality information, to publish equality objectives and to publish gender pay gap information. The specific duties of the Equality Act 2010 require local authorities to prepare and publish one or more equality objectives at least every four years. In relation to the Equality Outcomes, the University has four Outcomes and these are: to develop and promote a positive, safe and inclusive environment within the University culture to improve student experience through promoting inclusive and supportive teaching and learning environment to widen collection and analysis of robust and reliable data 2.2 The . 1.3 To ensure transparency, and to assist in the performance of this duty, the Equality Act 2010 (Specific Duties) requires publication of: • equality objectives, at least every four years • information to demonstrate their compliance with the public sector equality duty 2. Policy and Practice Analysis For a fuller explanation of the duties in general terms, and of the principles and case law Protected Characteristics The Equality At 2010 protects pupils from discrimination and harassment based on protected characteristics. The Specific Duties were introduced by the Scottish Government to assist public authorities like the Comhairle to meet the general duty. We have begun a robust programme to embed a culture of Equality, Diversity, Inclusion and Belonging (EDIB). Schools are required to have "due regard" to the need to: Following the introduction of The Equality Act (2010) the council is now required to undertake specific duties: 1) It has to publish information to show compliance with the equality duty, at least annually; and . Our Scheme shows what we're doing to meet • A general duty; and • A specific duty. The specific duties under the Welsh Regulations are focused on enabling listed authorities to achieve improved equality outcomes in compliance with the general Public Sector Equality Duty. A public authority must publish these objectives by 6 April 2012; and subsequently publish this information at intervals of not greater than four years. Scottish Specific PSEDs commenced on 27 May 2012, with amendments in 2015 & 2016. 2.2 To meet the general equality duty and the specific equality duties, the Council will need to understand the effect of its activities (policies and practices) on equality by carrying out equality analysis. Supporting documents Part 1: Proposals to Improve the Scottish Specific Duty Regime Seeking views on specific and detailed proposals that we think will improve the current regime, based on evidence and views from stakeholders Our Public Equality Duty 1. The duty, which came into force on 5 April 2011, now covers the wider protected characteristics of age, disability, sex, gender reassignment, pregnancy and maternity . The Regulations apply to public authorities listed in part 2 of sch.19 to . The duty, which came into force on 5 April 2011, now covers the wider protected characteristics of age, disability, sex, gender reassignment, pregnancy and maternity, race, religion or belief and sexual orientation. This means that consideration of equality issues . of a general equality duty supported by specific duties. equality duty and with specific duties, as set out in the Equality Act 2010. Insight Specific Equality Duties: Wales. The general equality duty may be described as the duty on a listed public authority, when carrying out its functions, to have what is called due regard to the three equality aims. Consultation on proposals for the review into the effectiveness of the Public Sector Equality Duty in Scotland. These are underpinned by specific duties which aim to assist public bodies, including the University, to meet the general duty. compared with the previous Public Sector Equality Duties. government powers to impose specific duties on certain public bodies to help them perform the PSED more effectively. Specific objectives are to: • Strengthen and build new knowledge and skills in gender equality concepts and gender analysis in support of humanitarian action and OCHA's role; You can view our Strategic Equality Plan here. In Scotland, the general duty is supported by a set of specific duties on public bodies to help them secure positive outcomes in line with the equalities legislation. We are required to set equality objectives every four years as part of our Public Sector Equality Duty. These require the publication of: Equality objectives, at least every four years; Information to demonstrate compliance with the equality duty at least annually; The Trust's Equalities Policy outlines its . The Commission has published non-statutory guidance on mainstreaming. 3.3 This report . The specific duties are different in England, Scotland and Wales. The Equality Act 2010 (Specific Duties) Regulations 2011 came into force on 10 September 2011. A summary of these duties is listed below: We are required to develop and publish a strategic equality plan at least every four years. If it has between 20 and 150 staff, its first equal pay statement should report on sex only. The public sector equality duty (PSED), created under the Equality Act 2010, consists of a general duty and specific duties. • To prepare and publish one or more specific and measurable equality objectives at least every four years. Organisations must ensure that objectives are specific and measurable. 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