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Employment Equality Act 1998 Discrimination unlawful under 9 grounds

Employment Equality Act 1998 Discrimination unlawful under 9 grounds. gender sexual orientation disability religion membership of travelling community race family status marital status. Family status. parent of a person under 18 years or resident primary carer / parent

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Employment Equality Act 1998 Discrimination unlawful under 9 grounds

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  1. Employment Equality Act 1998Discrimination unlawful under 9 grounds • gender • sexual orientation • disability • religion • membership of travelling community • race • family status • marital status

  2. Family status parent of a person under 18 years or resident primary carer / parent of a person with a disability

  3. Marital Status • Single • Married • Separated • Divorced • Widowed

  4. Civil Partnership Bill 2009 proposes to: amend the Employment Equality Act 1998 substituting “civil status” for “marital status”

  5. Civil Status • single • married • separated • divorced • widowed • in a registered civil partnership • having been in registered civil partnership, which has been dissolved

  6. An opt out clause for denominational schools Section 37 (1) Employment Equality Act 1998 allows a partial exemption for schools in certain circumstances. - allows denominational institutions to ensure that the religious ethos of the institution is protected • as yet not tested in law

  7. Section 37 (1) Denominational schools are allowed • to give more favourable treatment on the religion ground to an employee or prospective employee ”where it is reasonable to do so in order to maintain the religious ethos of that institution” • to take “reasonably necessary” action to prevent an employee “from undermining the religious ethos of the institution”

  8. Marital/Civil Status an issue for teachers? • job application • job retention • promotion • among colleagues • with management • with parents • with pupils

  9. Discussion Group QuestionsMarital/Civil Status • To what extent do you believe that separated, divorced or single teachers living in non-marital relationships, (including registered civil partners) feel recognised and included in the teaching profession and in staff rooms? • How is the variety of marital and family situations acknowledged and recognised in staffrooms, the teaching profession and the INTO: what aspects of this issue need to be addressed? • To what extent is there equality in terms of conditions of employment for teachers, regardless of their marital or civil status? What issues remain to be tackled?

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