The Public Sector Equality Duty was established by Section 149 of the Equality Act 2010 and sets out that a public authority must, in the exercise of its functions, have due regard to the need to:
eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under this Act;
advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it; and
foster good relations between persons who share a relevant protected characteristic and persons who do not share it.
The relevant protected characteristics as identified by the Equality Act 2010 are: age; disability; gender reassignment; pregnancy and maternity; race; religion or belief; sex; sexual orientation.
Information relevant to the Public Sector Equality Duty
The Equality Act 2010 (Specific Duties) Regulations 2011 provides that a public authority must publish information to demonstrate its compliance with the general equality duty. Information in relation to Employment Monitoring of Protected Characteristics can be located below.
Information about complaints is available on our Professional Standards Department web page.
We do not currently hold aggregated data in relation to all protected characteristics under the Equality Act 2010. Aggregated data about Sexual Orientation and Religion or Belief is held in relation to some of our services and employment practices. After taking advice from the National Trans Police Association in 2008, we decided against collecting data about transgender members of staff or service users, apart from data relevant to hate crimes and incidents. Discussions are currently taking place about whether or not, and how, aggregated data should be gathered in relation to a wider range of services and employment practices, and for all the protected characteristics under the Equality Act 2010.