The Equality Act 2010 Flashcards
What is the main purpose of the Equality Act 2010?
A) To consolidate and replace previous discrimination laws
B) To provide additional employment rights for solicitors
C) To regulate financial transactions in law firms
D) To prevent the government from imposing business regulations
A) To consolidate and replace previous discrimination laws
Example: Sarah, a job applicant, is rejected because of her age, despite being highly qualified. The Equality Act 2010 protects her from age discrimination in employment.
Which of the following is NOT a protected characteristic under the Equality Act 2010?
A) Race
B) Intelligence level
C) Gender reassignment
D) Disability
B) Intelligence level
Example: David is denied service at a café because of his religious beliefs. This is direct discrimination based on religion or belief, which is unlawful under the Act.
What is an example of direct discrimination under the Equality Act?
A) A company refuses to hire women for senior roles
B) A business applies a neutral policy that disadvantages ethnic minorities
C) An employer requires all employees to work on weekends
D) A company fails to install wheelchair ramps
A) A company refuses to hire women for senior roles
Example: A tech firm tells Lisa, a female applicant, that they prefer to hire men for leadership positions. This is direct discrimination based on sex.
What is an example of indirect discrimination under the Equality Act?
A) A firm refuses to hire disabled employees
B) A shop denies entry to a person based on race
C) A business requires all employees to work on religious holidays
D) A school punishes a student for being pregnant
C) A business requires all employees to work on religious holidays
Example: A company requires all staff to work on Saturdays. This indirectly discriminates against Jewish employees who observe the Sabbath, unless the policy is justified as a proportionate means of achieving a legitimate aim.
Under the Equality Act, what is NOT considered harassment?
A) Making repeated derogatory comments about an employee’s disability
B) Firing an employee based on their performance
C) Creating a hostile work environment for someone due to their sexual orientation
D) Unwanted sexual advances in the workplace
B) Firing an employee based on their performance
Example: Emma’s boss frequently makes offensive jokes about her gender identity, making her workplace environment uncomfortable. This constitutes harassment under the Act.
What is an example of victimisation under the Equality Act?
A) A company provides special maternity leave for pregnant employees
B) A manager refuses to promote an employee because they filed a discrimination complaint
C) A university offers accessible facilities for disabled students
D) A firm introduces an equal pay policy
B) A manager refuses to promote an employee because they filed a discrimination complaint
Example: Jake testifies in a race discrimination case against his employer. Later, he is demoted without a valid reason. This is victimisation, as he is being punished for doing a protected act.
What is required under the duty to make reasonable adjustments for disabled individuals?
A) Businesses must remove all barriers to disabled customers, regardless of cost
B) Service providers must anticipate and remove substantial disadvantages for disabled individuals
C) Businesses can refuse service to disabled customers if modifications are inconvenient
D) Only newly built properties need to be accessible to disabled individuals
B) Service providers must anticipate and remove substantial disadvantages for disabled individuals
Example: A bank installs an automatic door and provides Braille signage to assist visually impaired customers. These are reasonable adjustments under the Act.
Scenario: Maria applies for a job as an accountant. During the interview, the employer tells her that they prefer to hire younger candidates because they “adapt better to technology.” Maria is rejected despite having excellent qualifications.
What type of discrimination has Maria experienced?
A) Indirect discrimination
B) Direct discrimination based on age
C) Harassment
D) Victimisation
B) Direct discrimination based on age
Scenario: A company introduces a new policy requiring all employees to work on Saturdays. This negatively affects Jewish employees who observe the Sabbath.
Under the Equality Act 2010, is this policy likely to be considered unlawful?
A) No, because all employees are treated equally
B) Yes, because it disproportionately disadvantages Jewish employees unless objectively justified
C) No, because religious observance is not a protected characteristic
D) Yes, because all employees must accommodate company policies
B) Yes, because it disproportionately disadvantages Jewish employees unless objectively justified
Daniel, an openly gay employee, frequently overhears colleagues making offensive jokes about LGBTQ+ people. This makes him feel uncomfortable and distressed at work.
Under the Equality Act 2010, what type of unlawful conduct might this constitute?
A) Direct discrimination
B) Harassment related to sexual orientation
C) Victimisation
D) Indirect discrimination
B) Harassment related to sexual orientation
Scenario: Priya files a formal complaint against her employer for sex discrimination after being overlooked for a promotion. A few weeks later, she is moved to a less favorable role with fewer responsibilities.
What type of unlawful treatment has Priya likely experienced?
A) Harassment
B) Direct discrimination
C) Victimisation
D) Indirect discrimination
C) Victimisation
Scenario: A wheelchair user, Ben, tries to access a café that has a step at the entrance. He asks if a portable ramp is available, but the café owner refuses, stating that “it’s too much hassle.”
What duty under the Equality Act 2010 has the café likely breached?
A) Direct discrimination
B) Harassment
C) Failure to make reasonable adjustments
D) Victimisation
C) Failure to make reasonable adjustments
Scenario: A college has a rule that students must wear a specific uniform. A Muslim student requests to wear a headscarf in accordance with her faith, but the school refuses.
What type of discrimination might this be under the Equality Act 2010?
A) Direct discrimination based on religion or belief
B) Indirect discrimination unless the rule is justified
C) Harassment
D) No discrimination, as uniform policies are standard practice
B) Indirect discrimination unless the rule is justified
Scenario: A hotel refuses to let a same-sex couple book a double room, stating that their policy only allows married couples to share rooms.
Under the Equality Act 2010, what type of discrimination has occurred?
A) Indirect discrimination
B) Direct discrimination based on sexual orientation
C) Harassment
D) Victimisation
B) Direct discrimination based on sexual orientation
Scenario: Emma informs her employer that she is pregnant. Shortly after, she is dismissed, with her employer stating that her role “requires someone more committed to work.”
What type of discrimination has Emma likely experienced?
A) Indirect discrimination
B) Direct discrimination based on pregnancy and maternity
C) Harassment
D) Victimisation
B) Direct discrimination based on pregnancy and maternity
Scenario: Liam, who has dyslexia, applies for a job. He asks for extra time during the written assessment as a reasonable adjustment, but the employer refuses, saying they “don’t have the time for special treatment.”
What type of discrimination has occurred?
A) Harassment
B) Failure to make reasonable adjustments
C) Direct discrimination
D) Victimisation
B) Failure to make reasonable adjustments
Scenario: A GP surgery does not provide a hearing loop system for patients with hearing impairments, making it difficult for them to communicate with doctors.
Under the Equality Act 2010, what is the surgery required to do?
A) Nothing, as medical services are exempt from the duty
B) Provide a hearing loop or another reasonable adjustment
C) Refer patients with hearing impairments elsewhere
D) Offer written communication only
B) Provide a hearing loop or another reasonable adjustment
