How is it applied?
Acorn holds direct responsibility to apply the requirements, and each member of the staff including Sub Contractors will work with the learner / employer to ensure they are supported.
As the Act requires some participation with other organisations there may be times when a disclosure will be needed. This is not a Data Protection clause and as such Acorns Designated Person (SDP) will lead on the disclosure.
Our policy is to fully apply the scheme for recruitment and as such we are a Regulated Activity. This means we will:
- Carry out all the necessary checks on suitable staff before start of employment. All the Staff at Acorn are fully vetted and have been through the Enhanced CRB checks.
- Disclose any activity deemed unsuitable to the ISA Vetting and Barring Scheme.
Equality
The Equality Act 2010
With the affect of 1st October 2010 the new Act came into force with 90% of the Act agreed and implemented the further 10% will come into force from 2011 to 2013. The changes to existing Acts and Legislation cover and consolidate all of the following:
- Race Relations Act 1978, Race Relations (Amendment) Act 2000
- Disability Discrimination Act 1995, and 2005
- Fair Employment & Treatment (Northern Ireland) Order 1998
- Report of Stephen Lawrence Enquiry 1999
- Human Rights Act 1998 (in force 2000)
- Community Cohesion Report (the Cantle Report) 2001
- Employment Equality Regulations (Sexual Orientation) 2003
- Employment Equality (Religion of Belief) 2003
- The Gender Recognition Act 2004
- The Civil Partnership Act 2004
The Equality Act is intended to make all the above easier to understand. The key aspects of the Equality Act will also include: Socio-Economic Duty, Procurement, Pay Transparency, Ex-tending positive action, and Age Discrimination in goods and services.
The Protected Characteristics: key points
