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The Equality Bill was amended to make clear that treating a woman unfavourably because of pregnancy or maternity - at work or in shops and public services - is unlawful and cannot be justified.

A new ‘dual discrimination’ clause was also inserted into the Bill to allow people directly discriminated against because of a combination of two protected characteristics to make a claim.

This would mean, for example, that a black woman who is discriminated against because her employer has a particular stereotyped attitude towards black women – as opposed to black men or white women – could bring a single claim for combined race and sex discrimination.

Vera Baird, Solicitor General and Equality Bill Lead Minister, said:

“We are determined to strengthen the Bill to make it absolutely clear that discrimination against pregnant women and new mothers cannot be justified. Protection against ‘dual discrimination’ is also a progressive step forward in fighting discrimination, giving people access to justice when they experience this particular type of discrimination which can be caused by stereotyped attitudes.

“The successful completion of the committee scrutiny process means the Equality Bill is making good progress and we are a step closer to creating a more equal society.”

The committee debated key areas in the Equality Bill including equal pay, gender pay gap reporting, positive action, the public sector Equality Duty, age discrimination, the socio-economic duty on public authorities, the definitions of gender reassignment and disability, and the balance between competing rights such as sexual orientation and religion or belief.

The Equality Bill will now go to the Report stage in the House of Commons, when all MPs will be given the opportunity to debate and propose further amendments to the Bill.

The majority of the Equality Bill should come into force by Autumn 2010, subject to its progress through Parliament. This is the earliest anticipated commencement date following Royal Assent.

More details of the Equality Bill are in “A Fairer Future” which can be viewed at: www.equalities.gov.uk

MEDIA ENQUIRIES

Please contact the Government Equalities Office press office on:
0207 276 0988 / 0207 276 0932

NOTES FOR EDITORS

* The Bill will simplify the law which, over the last four decades, has become complex and difficult to navigate. Nine major pieces of legislation and around 100 other measures will be replaced by a single Act written in plain English to make it easier for individuals and employers to understand their legal rights and obligations.

* The Equality Bill will strengthen our equality law by:
* Introducing a new public sector duty to consider reducing socio-economic inequalities;
* Putting a new Equality Duty on public bodies;
* Using public procurement to improve equality;
* Banning age discrimination outside the workplace;
* Introducing a power to require gender pay reports;
* Extending the scope to use positive action;
* Strengthening the powers of employment tribunals;
* Protection from discrimination for people who are, for example, associated with disabled people or people of a particular age or who are wrongly perceived to be transsexual
* Introducing protection against dual discrimination;
* Clarifying that breastfeeding mothers are protected against discrimination;
* Banning discrimination in private clubs; and
* Strengthening protection from discrimination for disabled people.

* The Equality Bill will, in general, cover England, Scotland, and Wales. Northern Ireland has its own equality legislation.
* The Government published two consultations on how to implement parts of the Bill. The first consulted on proposals for specific duties on public authorities. The second consulted on ending age discrimination in services and public functions.
* The Equality Bill will replace the Equal Pay Act 1970, the Sex Discrimination Act 1975, the Race Relations Act 1976, the Disability Discrimination Act 1995, much of the Equality Act 2006, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Age) Regulations 2006, and the Equality Act (Sexual Orientation) Regulations 2007 (where applicable, as subsequently amended), plus other ancillary pieces of legislation.
* The Government Equalities Office is responsible for the Government’s overall strategy, legislation and priorities on equality issues. It was established in October 2007.