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Equality and diversity

Craven District Council seeks to create, maintain and promote a community and working environment where everyone has the opportunity to receive quality services regardless of any differences that they may have.

The Equality Act 2010 places a general duty on all public sector bodies, requiring them to consider all individuals when carrying out their day to day work - in shaping policy, in delivering services and in relation to their own employees.

The general equality duty has three aims and requires Craven District Council to:

  • Have due regard to the need to eliminate discrimination,
  • Advance equality of opportunity, and
  • Foster good relations between different people when carrying out their activities.

 To see a copy of the Equalities Act please visit the Government Equality Office website.

The Equality Act also places specific duties on local authorities which require Craven District Council to:

  • Publish information to demonstrate compliance with the general duty, at least annually, and to
  • Publish one or more objectives, at least every four years to achieve any of the aims in the general equality duty. The information and objectives must be published in a manner that is accessible to the public.

The Equality Act 2010 protects the following groups, these groups are known as 'protected characteristics'.

  • age
  • disability
  • gender reassignment
  • marriage and civil partnership
  • pregnancy and maternity
  • race
  • religion or belief
  • sex
  • sexual orientation

Craven District Council's approach to Equalities

Craven District Council is committed to equalities and the council has a number of mechanisms in place to ensure that equality issues are considered in everything we do. You can find out about this by reading our Equality Policy Statement.

The main provisions introduced by the Equality Act as of the 1 October 2010 are:

  • The basic framework of protection against direct and indirect discrimination, harassment and victimisation in services and public functions; premises; work; education; associations, and transport.
  • Changing the definition of gender reassignment, by removing the requirement for medical supervision.
  • Levelling up protection for people discriminated against because they are perceived to have, or are associated with someone who has, a protected characteristic, so providing new protection for people like carers.
  • Clearer protection for breastfeeding mothers;
  • Applying the European definition of indirect discrimination to all protected characteristics.
  • Extending protection from indirect discrimination to disability.
  • Introducing a new concept of "discrimination arising from disability", to replace protection under previous legislation lost as a result of a legal judgment.
  • Applying the detriment model to victimisation protection (aligning with the approach in employment law).
  • Harmonising the thresholds for the duty to make reasonable adjustments for disabled people.
  • Extending protection from 3rd party harassment to all protected characteristics.
  • Making it more difficult for disabled people to be unfairly screened out when applying for jobs, by restricting the circumstances in which employers can ask job applicants questions about disability or health.
  • Allowing claims for direct gender pay discrimination where there is no actual comparator.
  • Making pay secrecy clauses unenforceable.
  • Extending protection in private clubs to sex, religion or belief, pregnancy and maternity, and gender reassignment.
  • Introducing new powers for employment tribunals to make recommendations which benefit the wider workforce.
  • Harmonising provisions allowing voluntary positive action.