2.1. Explain how legislation, policy, and codes of practice relating to equality, diversity, and discrimination apply to own work role

A profession in health means being aware of the legislation, policy and codes of practice that relate to equality, diversity, and discrimination. This will help you make sure you provide a fair and equal service to all your patients.

The Disability Discrimination Act 1995 requires employers to make reasonable adjustments for employees with disabilities.

Human rights in the UK are protected by the Human Rights Act 1998. This shall include freedom from discrimination, respect for private and family life, freedom of thought, conscience, religion, and freedom of expression.

The Human Rights Act 1998 also states everyone’s right to be free from direct and indirect discrimination on the grounds of disability. According to this Act, a disabled person is anyone who has a physical or mental impairment that has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities.

The Equality Act 2010 prohibits the workplace discrimination, harassment and victimization. It applies to all employees and all employers, irrespective of their organization’s size.

The Equality Act 2010 prohibits discrimination against those with a disability. Disability under the Act is defined as a physical or mental impairment that has a substantial and long-term adverse effect on the ability to carry out normal day-to-day activities.

Other protected characteristics include age, race, sex, pregnancy and maternity, marital status, sexual orientation, gender reassignment, religion or belief, and being an ex-service person.

If anyone feels they have been victimised at work due to any of these protected characteristics, in the first instance, they should bring it to the employer’s attention in an informal manner. If this does not resolve things, they can raise a formal grievance.

If this does not sort the problem out, an employee may have a claim to the employment tribunal. The Tribunal will consider whether the employer has breached their legal obligations and whether they have acted fairly. If an employee wants to bring a successful claim, he or she will have to show that he or she has been treated less favorably than someone who doesn’t have a disability or is not suffering from an illness.

Employers should ensure they know what is required of them to avoid discrimination claims and protect themselves from losing valued employees or costly tribunal claims.

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