Equal opportunities

Bury Council values and embraces all people, irrespective of their background, for the differences, skills, abilities and experiences they bring to our workforce and the wider community.

We aim to ensure that everyone is treated fairly and has equal access to our services and employment opportunities.

Full details can be found on our Equality and Diversity page.

Bury Council recognises 7 main equality strandsof race, disability, gender (including transgender), age, sexual orientation, religion or belief, and caring responsibilities. We do however realise that there are a number of other minority groups, and strive for equality for all.

Race

The Race Relations Act 1976 prohibits discrimination on racial grounds in the areas of employment, education, and the provision of goods, facilities, services and premises.

This was further developed by the Race Relations Amendment Act 2000 which placed a statutory duty on all public bodies to promote equal opportunity, eliminate racial discrimination and promote good relations between different racial groups.

Later the Race Relations Act 1976 (Amendment) Regulation 2003 introduced new definitions of indirect discrimination and harassment, new burden of proof requirements, continuing protection after employment ceases, new exemption for a determinate job requirement and the removal of certain other exemptions.

Bury Council organises a Black and Minority Ethnic (BME) Community Forum, to provide a voice for the local BME community.

Disability

The Disability Discrimination Act 1995 outlaws the discrimination of disabled people in employment, the provision of goods, facilities and services or the administration or management of premises.

Further to this the Disability Discrimination Amendment Act 2005 introduced a positive duty on public bodies to promote equality for disabled people.

See disability information on our other web pages.

How to apply for a blue badge.

How to report disability harassment or hate crime.

Gender

The Equal Pay Act 1970 (Amended) gives an individual the same contractual pay and benefits as a person of the opposite sex in the same employment, where the man and woman are doing like work or work rated as equivalent underan analytical job evaluation study or work that is proved to be of equal value.

Further to this the Sex Discrimination Act 1975 makes it unlawful to discriminateon the grounds of sex in employment, education, advertising or when providing housing, goods, services or facilities. It is unlawful to discriminate because someone is married, in employment or advertisements for jobs.

The Employment Equality (Sex Discrimination) Regulations 2005 introduced new definitions of indirect discrimination and harassment, explicitly prhibited discrimination on the grounds of pregnancy or maternity leave, and set out the extent to which it is discriminatory to pay a woman less than she would otherwise have been paid due to pregnancy or maternity issues.

Finally the Equality Act 2006 placed a positive duty on public sector bodies to promote equality of opportunity between women and men and eliminate discrimination. It also established the single Equality and Human Rights Commission (EHRC) which replaced the three previous commissions (Commission for Racial Equality, Equal Opportunities Commission and Disability Rights Commission).

Transgender

Under the Sex Discrimination (Gender Reassignment) Regulations 1999 sex discrimination relating to gender reassignment is prohibited. It also clarified the law for transsexual people in relation to equal pay and treatment in employment and training.

The Gender Recognition Act 2004 also provides transsexual people with legal recognition in their aquired gender. Legal recognition follows from the issue of a full gender recognition certificate by a gender recognition panel.

Age

Age discrimination in employment and vocational training is unlawful in the UK under the Employment Equality (Age) Regulation 2006. The legislation prohibits direct and indirect discrimination, harassment, victimisation and instructions to discriminate.

Sexual Orientation

The Employment Equality (Sexual Orientation) Regulation 2003 protects against discrimination on the grounds of sexual orientation in employment, vocational training, promotion, and working conditions.

Additionally, the Civil Partnerships Act 2004 provides legal recognition and parity of treatment for same-sex couples and married couples, including employment benefits and pension rights.

Religion and/or Belief

The Employment Equality (Religion or Belief) Regulation 2003 protects against discrimination on the grounds of religion and belief in employment, vocational training, promotion and working conditions.

The Equality Act 2006 extend this to prohibit discrimination on the grounds of religion or belief in terms of access to goods, facilities and services.

Further to this, the Racial and Religious Hatred Act 2006 seeks to stop people from intentionally using threatening words or behaviour to stir up hatred against somebody because of what they believe.