It has now been over a month since the new Equality Act came into force and we have yet to see any “nonsense” stories in the press about abuse of the Act. Organisations continue to conduct equality & diversity training and equality impact assessments. The UK seems to have taken the legislation in its stride. It looks like business as usual although some worry it’s the calm before the storm.
Time will tell but I am optimistic about the Act. The government has chosen not to incorporate some of the more radical elements of the originally proposed Act (yet?). The major part of the Act is a long overdue restatement and tidying up of existing legislation. There are some sensible changes regarding questions about the health of potential employees at first interview. The extensions to indirect discrimination have the potential to cause problems for employers but this risk is more than offset in my view by greater clarity and transparency overall.
Let’s face it, the key to the success or otherwise will be judged by the way employment tribunals interpret the Equality Act. Nothing so far gives me a reason to believe that there will be a surge in spurious tribunal claims as a result of the new Act. Let’s hope it does benefit both responsible employers who take equality and diversity issues seriously as well as employees who suffer discrimination at work.
By Jon Davies | Righttrack’s Interim International Business Development and Marketing Manager