ePolitix.com Stakeholders comment on the Equalities Bill ahead of its second reading debate in the Commons.
Background to Bill:
Positive discrimination in favour of female and ethnic minority candidates will be allowed under the provisions of the Equality Bill.
The Equality Bill was first announced in the Draft Legislative Programme, to tackle disadvantage and discrimination based on race, gender, disability, age, sexual orientation, religion or belief.
The legislation will consolidate nine existing equality laws into one.
The Equality Bill, which was a 2005 election manifesto commitment, bans age discrimination outside the workplace and places a duty on public bodies like councils and health authorities to address social inequalities.
The provision for women-only shortlists for political party candidates has also been extended until 2030, under the legislation.
The Bill will also give public authorities a duty to examine how they can narrow the gap between the rich and poor.
Firms with more than 250 employees will be 'encouraged' to publish details of the average hourly pay for male and female workers by 2013.
If progress has not been made by 2013 on the gender gap, legislation will be brought forward to force disclosure.
The Bill also bans secrecy clauses which prevent staff from disclosing their salaries to colleagues.
Business organisations have protested that the Bill will impose unnecessary bureaucracy on firms struggling in the recession.
Legislation to be harmonised in the new Act:
* Equal Pay Act 1970;
* Sex Discrimination Act 1975;
* Race Relations Act 1976;
* Disability Discrimination Act 1995;
* Employment Equality (Religion or Belief) Regulations 2003;
* Employment Equality (Sexual Orientation) Regulations 2003;
* Employment Equality (Age) Regulations 2006;
* Equality Act 2006, Part 2;
* Equality Act (Sexual Orientation) Regulations 2007.
Stakeholder Response: British Humanist Association
Welcomes the Equality Bill, as representing a single charter for equality, which will be better understood by citizens than previous fragmented law and around which a new culture of equality can cohere with the Equality and Human Rights Commission (EHRC) as its watchdog.
Have serious objections to some provisions in the Bill. These include the extension of the Public Sector Equality Duty to the 'religion or belief' equality strand and the wide and numerous exceptions from equality law for religious organisations and faith schools.
Support the addition of a 'Purpose Clause' to the Bill: a provision at the start of a Bill which states the goals and underlying principles of the Bill. This would be a useful tool in clarifying the law and particularly helpful in ensuring legislation is not misinterpreted.
Read the British Humanist Associations briefing on the Equality Bill.
Stakeholder Response: British Retail Consortium
State that while the Bill comes from best intention, the government must be careful to avoid imposing disproportionate burdens on business which actually fail to deliver their objectives.
Very concerned that the government seems intent on pushing what is a very complicated piece of legislation through Parliament as quickly as possible.
Believe that the way to address any differences in opportunity is by improving career advice, challenging stereotypes and supporting women to achieve top qualifications.
Are extremely concerned that the costs associated with proving equality at what is already a very difficult time will see some smaller private businesses unable to compete which could put them out of business.
Read the British Retail Consortium briefing on the Equality Bill
Stakeholder Response: National Childbirth Trust
Welcomes the Equality Bill, particularly those sections supporting pregnant women and new mothers.
Pleased to see the explicit protection for breastfeeding mothers when out and about and the new equality duty aimed at ensuring public bodies support the needs of diverse groups.
Call for the deletion of clause 16(7) as the Bill substantially waters down current pregnancy discrimination law. The Bill provides for pregnancy discrimination to be lawful where it is 'reasonable'. This offers significantly less protection than current law as it enables employers to defend discrimination against pregnant women on the grounds that complying with anti-discrimination law is inconvenient or costly.
Read the National Childbirth Trusts briefing on the Equality Bill
