Implementing the public sector equality duty - UCU

A TOOLKIT FOR BRANCH OFFICERSIntroductionAs you will know your employers werepreviously subject to three separate equalityduties relating to race, disability and genderequality. Each was underpinned by furtherduties in secondary legislation (specificduties) with different features, timescalesand reporting requirements.Section 149 of the Equality Act 2010consolidates and harmonises the race,gender and disability duties into one andhas extended coverage of the duty to age,gender reassignment, religion or belief,pregnancy and maternity, and sexualorientation.The duty covers:l agel disabilityl gender reassignmentl pregnancy and maternityl racel religion and beliefl sexl sexual orientation.There is now one set of general andspecific duties for your institution to follow.UCU has expressed its concern along withall trade unions, on the dilution of the duty.The regulations are silent on consultationwith trade unions, the requirement toundertake equality impact assessmentsand to produce a single equality scheme.UCU believes that if employers are seriousabout equality, they will continue to do theabove to demonstrate their commitmentto progressing equality. This updated guidanceexplains the duty, the requirementsand how branches can use the new dutyto ensure fair and just workplaces.The UCU Equality Committee are keen toknow how branches are using the new duty,the response from employers and receiveexamples of good and poor practice.Please send your experiences and anyagreement to Helen Carr, Head of Equalityhcarr@ucu.org.uk.The government will be reviewing thenew duty in two years time. UCU needsto monitor and evaluate the impact ofthe new duty so we can submit strongevidence to the review.3