Equality & Anti-Discrimination Law

This section contains public-interest disclosures involving discriminatory treatment, failure to make reasonable adjustments, unequal access to services, procedural bias, and breaches of statutory equality duties by public bodies, employers, service providers, courts, and private organisations. Matters placed here include direct and indirect discrimination, harassment, victimisation, failure to accommodate disability, discriminatory decision-making, and conduct that undermines the legal requirement to treat individuals fairly, consistently, and without prejudice. Each disclosure sets out the documentary evidence, statutory basis, and harm arising from discriminatory or unequal treatment.

1. Statutory Equality Duties and Discriminatory Conduct

I. Equality Act 2010 — Sections 13–19 (Direct and Indirect Discrimination, Harassment, Victimisation)

Disclosures in this category include decisions or conduct that treat an individual less favourably because of a protected characteristic, or practices that disproportionately disadvantage certain groups without lawful justification. Harassment and victimisation arising from complaints or protected acts are also documented where relevant.

II. Equality Act 2010 — Section 20 (Duty to Make Reasonable Adjustments)

Many matters involve failures to make reasonable adjustments for disability, including failure to modify procedures, communication methods, timeframes, or physical access requirements. Section 20 imposes a proactive obligation on service providers, employers and public bodies to remove barriers that substantially disadvantage disabled individuals.

2. Public-Authority Duties and Judicial Fairness

I. Public Sector Equality Duty — Equality Act 2010, Section 149

Disclosures frequently involve public bodies failing to have due regard to the need to eliminate unlawful discrimination, advance equality of opportunity and foster good relations between protected groups. Decisions taken without proper regard to Section 149 may be rendered unlawful.

II. Human Rights Act 1998 — Articles 6, 8 and 14

Some matters involve discriminatory treatment in the context of judicial or administrative procedure. Article 14 prohibits discrimination in the enjoyment of Convention rights, including access to justice and respect for private life. Failures to consider vulnerability, disability or equality implications may breach these Articles.

3. Employment-Related Discrimination and Procedural Failures

I. Employment Rights Act 1996 / Equality Act 2010 — Workplace Protection

Disclosures include unfair treatment at work, discrimination in disciplinary or performance procedures, inequitable allocation of duties, or adverse action following protected disclosures. These matters engage statutory protections governing workplace fairness and equal treatment.

II. ACAS Code of Practice — Disciplinary and Grievance Procedures

Where employers fail to follow fair and transparent procedures, disregard evidence, or apply standards inconsistently, such failures may constitute a breach of the ACAS Code and form part of the discriminatory context documented in these disclosures.

4. Service Provision, Access Failures and Unequal Treatment

I. Equality Act 2010 — Part 3 (Services and Public Functions)

Many disclosures concern unequal access to healthcare, housing, welfare support, or other essential services. Part 3 prohibits service providers from discriminating against individuals in the terms on which services are offered, or by denying access entirely.

II. Communication, Gatekeeping and Procedural Barriers

Some matters involve organisations creating or maintaining communication barriers, failing to recognise vulnerability, or applying policies selectively. Such practices can result in indirect discrimination or a failure to meet statutory equality duties.