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Council Services:

Equality - protected characteristics

A list of protected characterstics

Age

Negative assumptions can be made about people because of their age, in particular young people and older people. The Authority recognises that “ageism” is harmful and is fully committed to fulfilling its duties under the Equality Act 2010 that makes it unlawful to discriminate against workers, employees, job seekers, and trainees because of their age.

The Authority has a commitment to promoting age diversity by valuing the contributions of individuals irrespective of age and challenging the general acceptance of “ageism” to eliminate age stereotyping. This applies to service delivery and employment.

Gender reassignment

A transsexual person is someone who proposes to, starts, or has completed a process to change his or her gender. Individuals who decide to live as the opposite sex without undergoing medical treatment are also protected under the Equality Act 2010.

The Authority opposes all forms of discrimination on these grounds and is committed to ensuring that any such discrimination is challenged.

In order to be protected under the Act, there is no requirement for a transsexual person to inform their employer of their gender reassignment status. However, if a worker is proposing to undergo gender reassignment or is still in the process of transitioning, they may want to discuss their needs with their employer so the employer can support them during the process.

Sex

Gender roles and relationships structure men and women’s lives. For instance, women are frequently disadvantaged by policies and practices that do not recognise their greater caring responsibilities, the different pattern of their working lives, their more limited access to resources and their greater vulnerability to domestic violence and sexual assault. Men are also disadvantage, for example, by workplace cultures that do not support their family or childcare responsibilities, by family services that assume they have little or no role in parenting, or by health services which do not recognise their different needs.

The Authority is committed to promoting equality for all male and female employees and members of the public in our role as an employer and service provider.

The Authority recognises and acknowledges the need for contribution of both men and women at all levels within the Council to make us an effective service provider and employer. We will endeavour to make full use of the perspectives, knowledge, skills and experience of all people within the Council and its community.

Race

Race refers to a group of people defined by their race, colour and nationality (including citizenship), ethnic or cultural origins.

In addition to our commitment to fulfilling our statutory duties, we understand our responsibility to the local community and our workforce to ensure racial discrimination is tackled and eliminated both in service delivery and employment.

Disability

Physical barriers in the environment and attitudinal barriers in society lead to disability discrimination. Disabled people are disadvantaged by these factors rather than their impairment. Under the Equality Act 2010, a person is disabled if they have a physical or mental impairment which has a substantial and long term adverse effect on their ability to carry out normal day to day activities.

The Authority recognises and operates within the Equality Act 2010. We also actively apply the two ticks (Positive about Disabled People) recognition system to demonstrate its commitment to equality of opportunity, both in the provision of services and in our role as a major employer.

The Authority believes that everyone has the right to be treated with dignity and respect and as a result is committed to, and will work towards, the elimination of unfair and unlawful discrimination against disabled people to ensure equal treatment in all our policies, procedures, practices and access to Council services.

Pregnancy and Maternity

A woman is protected against discrimination on the grounds of pregnancy and maternity during the period of her pregnancy and any statutory maternity leave to which she is entitled.

An employer must not take into account an employee’s period of absence due to pregnancy related illness when making a decision about her employment.

Sexual Orientation

The Authority is committed to ensuring equal treatment for all our employees and members of the public whether heterosexual, homosexual or bisexual. The Authority seeks to ensure that all its policies, procedures and practices on employment and service delivery are not based on the assumption that all employees and recipients of our services are heterosexual.

The Authority will ensure that wherever it is possible, conditions of service offer the same benefits to people regardless of their sexual orientation.

Religion or belief

It is unlawful to discriminate against people because of their religion or belief, including lack of belief. The Authority is fully committed to ensuring equality of opportunity both in service delivery and employment, with respect to all individuals’ choice of religion or beliefs.

Marriage and Civil Partnership

Marriage covers any formal union of a man and woman which is legally recognised in the UK as a marriage. A civil partnership refers to a registered civil partnership under the Civil Partnership Act 2004, including those registered outside the UK.

The Authority will ensure that marriage and civil partnership discrimination is challenged and eliminated.

Equality information

We are committed to continuously developing and improving the information we hold about protected groups on Anglesey and would welcome any input you may have. If you have any comments, please contact:

E-mail:equality@ynysmon.gov.uk

Phone: 01248 752561 / 752520
Croesawir galwadau yn y Gymraeg

Useful information

Mae'r dudalen yma a'r dogfennau cysylltiedig ar gael yn y Gymraeg. Defnyddiwch y ddolen "Cymraeg" ar ochr dde'r bar uchaf.

Last update: 26 March 2012 Give feedback on this page
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