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Gender
Last updated: 18 February 2011 17:04We believe in promoting gender equality to ensure that sex discrimination in employment and services does not take place. Incorporating a gender perspective into policies means not thinking about people as an homogenous group but as distinct groups with differing needs, characteristics and behaviours. By assessing the impact of our policies and the different effect they have on men and women we can provide better services in the future.
The Sex Discrimination Act outlaws sex discrimination in the workplace and in the provision of goods and services. However, it does not prevent discrimination from taking place, it addresses it after it has happened.
If a man or woman experiences sex discrimination they can challenge it through the legal system. Unfortunately many people would not choose the legal process due to cost or the fear of losing their job. It can be stressful for the individual and their families and can take years to resolve a case. Consequently discrimination is often left unchallenged and unchecked.
The Government has introduced a new duty on public bodies to promote gender equality to place clear responsibility for taking action on equality with public bodies themselves, rather than relying on individuals to take action. Public bodies are required to ensure that their policies on services and employment address the different needs of women and men. This involves public bodies setting their own gender equality goals in the design and delivery of their services and the way they employ staff. This does not mean introducing quotas for women or positive discrimination in employment.
