Resources : Gender

• Legislation - Gender
• Sector Studies & Research - Gender
• Service Delivery - Gender
• Staffing & Employment - Gender

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Legislation - Gender

Equal Pay Act 1970 The Equal Pay Act 1970 made it unlawful to pay men and women differently for the same or like work or on work rated as equivalent. The Act gives men and women the right to equality in the terms of their contract of employment. It covers both pay and other terms and conditions such as piecework, output and bonus payments, holidays and sick leave. The Act applies to both full-time and part-time employees.

Protection from Harassment Act 1997 The Protection from Harassment Act 1997 has become known as the "Stalking Act". It aims to gives protection against "stalkers" and creates two new criminal offences. Firstly, a "high-level" offence of putting people in fear of violence and secondly a new "lower-level" crime of harassment. This harassment includes behaviour in the workplace which has the effect of causing alarm or distress.

Sex Discrimination Act 1975 The Sex Discrimination Act 1975 (SDA) makes sex discrimination unlawful in employment, vocational training, education, the provision and sale of goods, facilities and services and premises. In employment and vocational training, it is also unlawful to discriminate against someone on the grounds that a person is married or a civil partner, or on the grounds of gender reassignment. The SDA prohibits direct and indirect discrimination, victimisation, discrimination on the grounds of pregnancy or maternity leave, sexual harassment and harassment on the grounds of sex.

Equality Act 2010 The Equality Act came into force from October 2010 providing a modern, single legal framework with clear, streamlined law to more effectively tackle disadvantage and discrimination.

The Sex Discrimination (Gender Reassignment) Regulations 1999 These regulations amended the Sex Discrimination Act of 1975 to prohibit discrimination in employment on the grounds that a person intends to/ is currently/ has undergone gender reassignment.

Work & Families Act 2006 The Work & Families Act came into force in April 2007. It extended statutory maternity pay, maternity allowances and statutory adoption pay from 6 to 9 months. It also removed the length of service requirement for Additional Maternity Leave (AML) so that any employee entitled to Ordinary Maternity Leave is automatically entitled to AML and is able to take up to one year off work. In addition the Act introduced paternity leave for fathers and extended the right to request flexible working to carers. The Act also extended the period of notice for return from maternity leave to 2 months and introduced 'keeping in touch' days whereby women on maternity leave can return to work for a few days during their leave.

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Sector Studies & Research - Gender

Sex and Power 2008 - EHRC, Sept 2008

The Equality and Human Rights Commission's first survey on women in positions of power.

Final Evaluation of Oxfam's ReGender Project, October 2008 

The ReGender project is a key part of Oxfam’s UK Poverty Programm e and has been working with local communities, voluntary organisations and local, regional and national government to build a greater understanding of gender inequality and differences in the UK, particularly in the field of regeneration. The evaluation sought to explore how effective the project has been; what progress has been made; and what more needs to be done in future to promote awareness of gender inequality and gender differences in the regeneration sector.

 

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Service Delivery - Gender

Empowering Muslim Women - DCLG, Jan 2008 These case studies provide a snapshot of some of the good work that is taking place across the country to empower women to play a more active role in both their own communities and wider society.

Transgender experiences – Information and support for trans people, their families, and healthcare staff - Department of Health, Dec 2007 This leaflet has been produced to help trans people and their families understand about the experiences of trans people, their rights and their choices. This includes: the types of treatments available, protecting privacy and facing discrimination at work. It also helps staff to understand about their role when caring for trans people.

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Staffing & Employment - Gender

Gender Reassignment - A Guide for Employers This guide, produced by the DTI's Women & Equality Unit in January 2005, is intended to help employers understand how the relevant law applies and how to deal with issues which may arise when a job applicant or a member of their staff is a transsexual person. Part One of the Guide explains how to apply the relevant legislation, namely the 1999 Gender Reassignment Regulations, found in the Sex Discrimination Act 1975, and the Gender Recognition Act 2004, in the context of employment and training. Part Two includes some practical suggestions for good practice in the workplace.

Gender Reassignment - EHRC Factsheet Guidance for managers on issues relating to gender reassignment in the workplace.

Introducing and Managing Flexible Working - EHRC Equality checklist designed for managers and supervisors to help avoid sex discrimination and promote best practice in gender equality.

Pregnancy and Maternity - EHRC Equality checklist designed for managers and supervisors to help avoid sex discrimination and promote best practice in gender equality.

Recruitment and Selection Equality checklist designed for managers and supervisors to help avoid sex discrimination and promote best practice in gender equality.