Overseen by the Equality and Human Rights Commission, the Equality Act (2010) replaced previous individual anti-discrimination laws with a single act to make the law simpler and to remove inconsistencies.

The new single act covers nine protected characteristics which cannot be used as a reason to treat people unfairly through direct and indirect discrimination, harassment, victimisation and failing to make a reasonable adjustment for a disabled person.

We believe:

  • People should be treated well
  • People should be helped to be safe and
  • People should be able to have control of their own lives.

As a local authority, we must follow the Equality Act by law. The Act is clear in stating people should not be treated differently or unfairly because of the following nine protected characteristics:

  • age
  • disability
  • gender reassignment
  • marriage and civil partnership
  • pregnancy and maternity
  • race
  • religion or belief
  • sex and
  • sexual orientation.

Gravesham equalities data

On review of the protected characteristics, Gravesham is a borough of significant diversity. Headline statistics for the borough across the protected characteristics include:

  • Gravesham's Black and Minority Ethnic (BME) total of 17,494 residents amounts to 17.2% of all residents in the borough which is the highest percentage across all districts in Kent.
  • In regards to the working age population and claims for Disability Living Allowance, Personal Independence Payment and Attendance Allowance, Gravesham’s figure in April 2016 was 7,968 (7.5%).
  • Between the 2001 and 2010 Census the sharpest percentage increase in age categories has been in the numbers of people aged '85+'. This group has increased to total 2,000 over the period in question, a jump of 27.7%.

For a full breakdown of key equalities statistics within the borough, please select the Equalities Profile document.

Public Sector Equality Duty

The Equality Act established a duty (s149) for public bodies to consider all individuals when carrying out their day to day work - in shaping policy, in determining and delivering services and in relation to their own employees.

Central to the new duty are three core aims against which public bodies should have due regard:

  • stop unlawful discrimination
  • improve equal opportunities and
  • encourage good relationships.

To evidence compliance with the Equality Act (2010), and specifically the requirements of the Equality Act (Specific Duties and Public Authorities) Regulations 2017, we must publish:

  • Equality objectives: public bodies are required to publish one or more specific and measurable equality objectives and then at least every four years (statutory objectives).

  • Employee equalities data: We are required to annually publish data with regards our employees. The publication of data and development of further data also serves to improve the transparency of the organisation.

  • Gender pay gap data: employers with 250 or more employees are required to annually publish statutory gender pay gap calculations every year.

For further information on our approach to achieving equality of opportunity in all our activities, please see our Equality Policy