Legislation Implied by Government of Uk to Implement Fair Practices in Public Services

TASK 2

P3 Legislation which is implied to manage equality, diversity, and fair treatment in public services

Equality and diversity promote the integration and interaction of people from different cultures, values, and background with each other regardless of unfair treatment. This denotes the value of human rights which enables the equal chance for every citizen of the country to enjoy freedom of speech, expression, and life. Implication of legislation is essential to establish control over equality and diversity practices in the UK. The government has enforced various regulations for public services in order to protect the interests of citizens against unfair treatment like discrimination. Some regulations for equality, diversity, and fair treatment are discussed below:

Equality Act 2010:

The act is enforced by the UK government to protect the employment rights of people where every person has equal access to public and private services regardless of any difference based on age, sex, caste, creed, race, etc. It is considered an Act of parliament that has the same goals and objectives that are discussed in the Equal treatment directives of the European Union (Kirton and Greene, 2017).

Sex Discrimination Act 1975:

It is another act by the parliament of the UK that supports fair treatment of all individuals. However, the act is enforced to protect the rights of women and men who are discriminated against by society based on their marital status or gender. The regulation protects the rights of people in cases of harassment, employment, education, training, management of premises, and condition of products and services.

Employment Equality (Age) Regulations 2006:

This act is regulated by the government of the UK to restrict discrimination against employer at workplaces on the basis of their age. It implied that every public and private employment service ensures fair treatment to every person regardless of any differences (Chistyakova, Cole, and Johnston, 2018). It is identified that every person has own willingness to work and therefore no employer has the right to discriminate among people of age.

Human Rights Act 1998:

This is another act by the parliament of the UK which is regulated to incorporate equal and safe practices for the people living in the UK. The motive of the government is to enable a safe living and working environment for all people regardless of any differences (Dahanayake and et.al., 2018). In accordance with this act, every person enjoys different rights such, as to marry, to do his own things, freedom of expression and thought, social, security, safety, equal employment rights, and the right to democracy and public assembly.

Disability Discrimination Act 1995:

This act was supported and replaced by the Equality Act where the person suffering from any physical and mental long-term illness has a substantial right to live normal day-to-day activities according to his own capabilities. For example, in case any employee is struggling with any disability then it is the responsibility of the employer to provide reasonable accommodation to help the person with the job.

P4 Importance of understanding unconscious bias, prejudice, and discriminatory behavior in public services

Unconscious bias is considered as the social stereotype of certain groups of people in society. However, it plays an important role in supporting equality, diversity, and fair treatment in public services because it promotes the tendency to categorize people in different situations. It is important to have an unconscious bias because it helps people see society in a new way. Further, it creates the analysis of situations that are completely unique and demonstrates reflection on the different types of bias and discriminatory behavior in public

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