The Equality Act 2010 replaces previous anti-discrimination laws with a single Act. The law has been simplified and inconsistencies removed making it easier for people to understand it and comply with it. It also strengthens the law in important ways, to help tackle discrimination and inequality. The majority of the Act came into force on 1 October 2010.The areas that the Act strengthens are:

It widens previous legislation to protect nine characteristics:

1. Age
2. Disability
3. Gender re-assignment
4. Marriage and civil partnership (but only in respect of eliminating unlawful discrimination)
5. Pregnancy and maternity
6. Race – this includes ethnic or national origins, colour or nationality
7. Religion or belief – this includes lack of belief
8. Sex
9. Sexual orientation.

Within the Act there is a general equality duty, and specific duties. The general duties and specific duties are set out below

General Duty

In the exercise of their functions, public bodies have due regard to the need to:

1. Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.
2. Advance equality of opportunity between people who share a protected characteristic and those who do not.
3. Foster good relations between people who share a protected characteristic and those who do not.

The second aim of the general duty is explained in more detail as:

• Remove or minimise disadvantages suffered by people due to their protected characteristics.
• Take steps to meet the needs of people with certain protected characteristics where these are different from the needs of other people.
• Encourage people with certain protected characteristics to participate in public life or in other activities where their participation is disproportionately low.

Specific Duty

Under the Equality Duty public bodies must by 5th April 2012:
• Prepare and publish one or more equality objectives;
• Publish information to demonstrate compliance with the general equality duty, including information relating to people who share a relevant protected characteristic
• Organisations larger than 150 employees publish information on its employees; or other people affected by its policy and practices.

In this context, the NHS in Suffolk will aim to:
·         To develop measures and actions to eliminate unlawful discrimination on the grounds of race, gender,  including gender re-assignment, disability, age, religion/belief and non-belief, sexual orientation, marriage or civil partnership,  pregnancy and maternity
·         To positively promote equality of opportunity
·         To help tackle health inequalities
·         Develop and publish one or more equality objectives and say how it intends to meet those objectives
It will do this using the Equality Diversity System, which has been developed in partnership with service users, staff, local people and organisations that have helped us to identify specific actions we can take to tackle health inequalities and ensure our employment practices develop and maintain a diverse and inclusive workforce.
We recognise we are in a changing environment and will make sure the Equality Delivery System remains flexible and responsive to the diverse and changing needs of our patients and of the communities we serve.