On this page we answer some of the key questions about the Equality Act 2010 and how it affects blind and partially sighted people.
The Equality Act covers a number of different types of discrimination, including:
We have more information in our factsheet on the Equality Act:
The Act covers everything that the DDA applied to. It covers employment, occupation, provision of goods and services (such as shopping, banking and public services), travel and transport, education, premises (buying and renting houses or flats), private clubs and public authorities.
For example, an employer refuses to employ a blind woman because they believe that blind people could not use its computer system. This would be direct discrimination and the Equality Act makes this unlawful.
Under the Act, service providers have a duty to make reasonable adjustments to avoid putting people with disabilities at a substantial disadvantage compared to people who are not disabled. The duty deals with three different requirements.
Providers of services and education providers have to plan ahead and anticipate how to meet the duty. They should not wait for you to try and use their service and then try to make the adjustment.
The public sector equality duty puts public authorities (such as local authorities, the NHS and schools) under a duty to eliminate discrimination, harassment and victimisation and to promote equality of opportunity. The Equality Act says that in order to do this, public authorities may need to treat disabled people more favourably. More information on the public section equality duty can be found at the Equality and Human Rights Commission (EHRC) website.