The Census 2001 shows the gender spit in Blackpool to be 48% male and 52% female. These figures reflect the county, regional and country positions with females slightly outnumbering males. There is no census data for the numbers of transsexual people in the UK.
The Sex Discrimination Act 1975, as amended by the Equality Act 2006, places new duties on all public authorities to promote gender equality. These are known as ‘the general duty’ and the ‘specific duties’. Gender Equality means making things fairer for women, men and people who have changed gender.
Blackpool Council has published its first Gender Equality Scheme. The scheme is part of an overarching corporate equality and diversity policy and delivery plan which sets out our vision to eliminate unlawful discrimination and to promote equal opportunities for all.
The purpose of this Scheme is to take forward our statutory duties under the Equalities Act 2006 to eliminate unlawful discrimination and harassment and to promote equality of opportunity between women and men.
The Employment Equality (Sex Discrimination) Regulations 2005 introduces new definitions of indirect discrimination and harassment, explicitly prohibits discrimination on the grounds of pregnancy or maternity leave, sets out the extent to which it is discriminatory to pay a woman less than she would otherwise have been paid due to pregnancy or maternity issues.
The Gender Recognition Act 2004 - The purpose of the Act is to provide transsexual people with legal recognition in their acquired gender. Legal recognition follows from the issue of a full gender recognition certificate by a gender recognition panel.
Access the Acts at the Office of Public Sector Information (OPSI) website. Further information can also be found at the Equality and Human Rights Commission website. |