The words, the law, the duty

Overview

Equality, equity, diversity, inclusion and belonging are often used as if they meant the same thing. This module separates them, using Roberson's distinction between composition and involvement, the inclusion model of Shore and colleagues, and Ely and Thomas's three diversity perspectives. It traces British equality law from 1965 to the Welsh socio-economic duty, and draws lessons from the 1968 Ford Dagenham sewing machinists' strike. The Equality Act 2010 protects characteristics, not groups, so it protects everyone. This module sets out the nine protected characteristics, direct and indirect discrimination, discrimination arising from disability, reasonable adjustments, harassment, victimisation, occupational requirements and vicarious liability. It then draws the line between lawful positive action and unlawful positive discrimination, using the Cheshire Police and Royal Air Force cases, so you can spot legal risk early. For public bodies, the Equality Act places a positive duty to think about equality in every decision. This module explains due regard as a way of deciding rather than a document, the three aims of section 149 and the Brown principles the courts apply. It compares the specific duties in England and Wales, covers the Welsh socio-economic duty, and draws lessons from the 2025 EHRC agreement with the Welsh Government.

What you'll develop

In this Bitesize, you will develop the ability to:

1. 1Distinguish equality, equity, diversity, inclusion and belonging, and explain why each can be achieved without the others.
2. 2Use Shore's inclusion model and Ely and Thomas's three perspectives to assess how inclusive your own team really is.
3. 3Outline how British equality law developed from 1965 to 2021, and apply the Dagenham lesson of looking at what systems do rather than what people intend.
4. 4Identify the nine protected characteristics and explain why the Act protects everyone rather than particular groups.
5. 5Distinguish direct and indirect discrimination, discrimination arising from disability, reasonable adjustments, harassment, victimisation and vicarious liability, and recognise when each is at risk.
6. 6Apply sections 158 and 159 to plan positive action that stays lawful and avoids positive discrimination.
7. 7Explain the three aims of the general duty in section 149 and the Brown principles that show whether due regard was given.
8. 8Plan an equality impact assessment that starts while options are open, uses evidence and engagement, and changes the decision where needed.