The Equality Commission has responsibility for enforcing the Race Relations (Northern Ireland) Order 1997 (as amended) and has a duty to keep the legislation under review. It is also under a duty to promote equality of opportunity, to work to eliminate unlawful discrimination and to promote good relations between persons of different racial groups.
The Equality Commission has responsibility for enforcing the Race Relations (Northern Ireland) Order 1997 (as amended) and has a duty to keep the legislation under review. It is also under a duty to promote equality of opportunity, to work to eliminate unlawful discrimination and to promote good relations between persons of different racial groups.
Discrimination is not simply unfairness. To be discriminated against means to be treated less favourably than others. Sexual orientation discrimination is discrimination against people because they either have or are perceived to have a particular sexual orientation. It is unlawful to discriminate against people because they are homosexual (gay, lesbian) bisexual or heterosexual (straight). It also covers individuals who are treated less favourably than others based on incorrect assumptions about their sexual orientation and individuals who are treated less favourably because they are associated with people of a particular sexual orientation.
Discrimination is not simply unfairness. To be discriminated against means to be treated less favourably than others. Sexual orientation discrimination is discrimination against people because they either have or are perceived to have a particular sexual orientation. It is unlawful to discriminate against people because they are homosexual (gay, lesbian) bisexual or heterosexual (straight). It also covers individuals who are treated less favourably than others based on incorrect assumptions about their sexual orientation and individuals who are treated less favourably because they are associated with people of a particular sexual orientation.
Subject terms:
law, LGBT people, sexual orientation discrimination, equal opportunities;
This factsheet presents an analysis of the disability part of the Northern Ireland Omnibus Survey, which was conducted by the Central Survey Unit of the Northern Ireland Statistics and Research Agency in 1997, 1998, 1999 and 2001. The most recent survey was commissioned by the Equality Commission for Northern Ireland while the earlier surveys were conducted on behalf of the Northern Ireland Disability Council. The factsheet presents the findings of the 2001 survey and comparisons are drawn with the earlier surveys where statistically significant change has occurred.
This factsheet presents an analysis of the disability part of the Northern Ireland Omnibus Survey, which was conducted by the Central Survey Unit of the Northern Ireland Statistics and Research Agency in 1997, 1998, 1999 and 2001. The most recent survey was commissioned by the Equality Commission for Northern Ireland while the earlier surveys were conducted on behalf of the Northern Ireland Disability Council. The factsheet presents the findings of the 2001 survey and comparisons are drawn with the earlier surveys where statistically significant change has occurred.
...across Northern Ireland conducted during September 2011. The sample was stratified by age, gender, religion, social class and geography. The findings cover 5 main areas, namely: social attitudes and perceptions; personal experiences of discrimination or harassment; awareness of anti-discrimination laws; perceptions of equality issues; awareness of and public confidence in the Equality Commission
The Equality Awareness Survey measures attitudes towards specific equality groups, perceptions and experiences of unfair treatment, and awareness of a range of equality related matters amongst the general public in Northern Ireland. The 2011 survey builds on previous Equality Awareness surveys conducted in 2005 and 2008. The survey involved 1,101 face to face interviews with members of the public across Northern Ireland conducted during September 2011. The sample was stratified by age, gender, religion, social class and geography. The findings cover 5 main areas, namely: social attitudes and perceptions; personal experiences of discrimination or harassment; awareness of anti-discrimination laws; perceptions of equality issues; awareness of and public confidence in the Equality Commission; and personal experiences of the economic downturn. This report presents the findings of this survey, highlighting where attitudes and perceptions have changed over time. It reveals that a majority of respondents generally held positive views. However, there was a significant minority of respondents who expressed negative attitudes, with Travellers, transgender people and Eastern European migrant workers attracting the most negative perceptions.
Subject terms:
law, attitudes, black and minority ethnic people, discrimination, equal opportunities, harassment;
Legislation alone cannot create equality or change attitudes, but it can set clear standards of behaviour and provide redress for individuals who have met injustice and prejudice at the hands of others. The Disability Discrimination Act 1995 acknowledged in law the existence of discrimination on grounds of disability and the need for legal remedies to counter it. This was in marked contrast
Legislation alone cannot create equality or change attitudes, but it can set clear standards of behaviour and provide redress for individuals who have met injustice and prejudice at the hands of others. The Disability Discrimination Act 1995 acknowledged in law the existence of discrimination on grounds of disability and the need for legal remedies to counter it. This was in marked contrast to earlier official views that any disadvantage experienced by disabled people was a natural result of their particular impairments, rather than the practice of discrimination. In Northern Ireland, work is underway to develop single equality legislation, and these recommendations for change to the DDA are consistent with the objective of seeking harmonised anti discrimination legislation, which gives full and effective protection of the civil rights of all protected groups.
The Employment Equality (Sexual Orientation) Regulations (NI) 2003 (‘the Regulations’) came into force on 2 December 2003, making it unlawful for employers and others to discriminate on grounds of sexual orientation in the areas of employment and vocational training. The Regulations do not extend to other areas such as goods, facilities and services. The new Regulations, which apply to all employers, are different in that they grant individual rights to employees, job applicants and others who have been discriminated against on grounds of sexual orientation.
The Employment Equality (Sexual Orientation) Regulations (NI) 2003 (‘the Regulations’) came into force on 2 December 2003, making it unlawful for employers and others to discriminate on grounds of sexual orientation in the areas of employment and vocational training. The Regulations do not extend to other areas such as goods, facilities and services. The new Regulations, which apply to all employers, are different in that they grant individual rights to employees, job applicants and others who have been discriminated against on grounds of sexual orientation.
Subject terms:
law, LGBT people, rights, sexual orientation discrimination, employment, equal opportunities;
There are two main pieces of legislation on sex discrimination in Northern Ireland although a mixture of regulations, European Directives and case law informs the law in this area. The Sex Discrimination (Northern Ireland) Order 1976 (as amended) applies to both women and men and makes discrimination on grounds of sex unlawful in the following areas: employment, vocational training, education
There are two main pieces of legislation on sex discrimination in Northern Ireland although a mixture of regulations, European Directives and case law informs the law in this area. The Sex Discrimination (Northern Ireland) Order 1976 (as amended) applies to both women and men and makes discrimination on grounds of sex unlawful in the following areas: employment, vocational training, education, the provision of goods, facilities and services and housing. The Sex Discrimination Order also makes it unlawful to discriminate against married people in employment. Associated regulations, the Gender Reassignment Regulations 1999, protect transsexuals and those who are undergoing gender reassignment from discrimination in employment and training. A separate piece of legislation, the Equal Pay Act Northern Ireland) 1970 (as amended), makes discrimination on the grounds of sex unlawful in the area of pay.
Subject terms:
income, law, LGBT people, sex discrimination, employment, equal opportunities;
This report provides a summary of the key findings of research which examined knowledge and awareness of the Disability Discrimination Act 1995 (DDA) amongst service providers in three sectors – retail, finance, and leisure and entertainment. The aim of this research was to explore the extent to which service providers within these sectors in Northern Ireland have responded to the DDA.
This report provides a summary of the key findings of research which examined knowledge and awareness of the Disability Discrimination Act 1995 (DDA) amongst service providers in three sectors – retail, finance, and leisure and entertainment. The aim of this research was to explore the extent to which service providers within these sectors in Northern Ireland have responded to the DDA.
Subject terms:
law, physical disabilities, public opinion, social care provision, attitudes, disability discrimination, discrimination;
The Fair Employment and Treatment Order (Northern Ireland) Order 1998 outlines situations where individuals may complain that they have been discriminated against on grounds of religious belief and/or political opinion. It may be that individuals believe that they are less favourably treated than others because they are Catholic or Protestant or because they are presumed to be from either of these communities; or because they are presumed to be nationalist, republican, loyalist or unionist; or indeed individuals may be discriminated against precisely because they do not hold any of these beliefs or opinions. Political opinion is not limited solely to Northern Ireland constitutional politics and may include discrimination on grounds of a political opinion relating to the conduct or government of the state, or matters of policy, eg, conservative or socialist political opinions.
The Fair Employment and Treatment Order (Northern Ireland) Order 1998 outlines situations where individuals may complain that they have been discriminated against on grounds of religious belief and/or political opinion. It may be that individuals believe that they are less favourably treated than others because they are Catholic or Protestant or because they are presumed to be from either of these communities; or because they are presumed to be nationalist, republican, loyalist or unionist; or indeed individuals may be discriminated against precisely because they do not hold any of these beliefs or opinions. Political opinion is not limited solely to Northern Ireland constitutional politics and may include discrimination on grounds of a political opinion relating to the conduct or government of the state, or matters of policy, eg, conservative or socialist political opinions.
Subject terms:
law, religions, religious discrimination, social policy, discrimination, employment, equal opportunities;
The Equality Commission has produced this Code of Practice on Part III of the Disability Discrimination Act (DDA). The Code provides guidance for service providers on the measures they should take from October 2004 to ensure that physical features do not make their services impossible or unreasonably difficult for disabled people to use. The Act sets out four possible options for service providers: removing, altering or avoiding a physical feature, or providing the service by alternative means. The DDA does not prescribe what approach the service provider should use. However, the Commission believes that good practice and the most sensible approach will be to remove or alter the physical barrier to the service wherever this is possible. This is undoubtedly the most effective long term solution for both the service provider and disabled people.
The Equality Commission has produced this Code of Practice on Part III of the Disability Discrimination Act (DDA). The Code provides guidance for service providers on the measures they should take from October 2004 to ensure that physical features do not make their services impossible or unreasonably difficult for disabled people to use. The Act sets out four possible options for service providers: removing, altering or avoiding a physical feature, or providing the service by alternative means. The DDA does not prescribe what approach the service provider should use. However, the Commission believes that good practice and the most sensible approach will be to remove or alter the physical barrier to the service wherever this is possible. This is undoubtedly the most effective long term solution for both the service provider and disabled people.
Subject terms:
housing, law, physical disabilities, social welfare law, social care provision, access to services, building design;