Discrimination Legislation: A Question of Balance

Let's face it, legislation outlawing discrimination in the UK is a complex mess! Even without the details of the numerous "statutory instruments" we've still got at least the following pieces of legislation to negotiate:

• Equal Pay Act 1970
• Employment Equality (Age) Regulations 2006
• Equality Act 2006
• Disability Discrimination Act 1995
• Employment Equality (Sexual Orientation) Regulations 2003
• Employment Equality (Religion or Belief) Regulations 2003
• Race Relations Act 1976 - as amended by the Race Relations (Amendment) Act 2000
• Human Rights Act 1998
• Sex Discrimination Act 1975

So it's probably a relief to most employers that the 2010 Equality Bill will soon be under consultation and discussion, prior to (intended) implementation in Autumn 2010.

Other than the fact that the Bill will simplify the existing situation, is there still a need for such legislation? Apparently so. In the government's own words, "despite considerable progress since 1997, inequality and discrimination still exist which is why the law needs to be strengthened." The following figures are certainly ones to raise the eyebrows:

women are paid on average 23 per cent less per hour than men
disabled people are twice as likely to be out of work
people from ethnic minority backgrounds are nearly a fifth less likely to find work
one in five older people are refused quotes for motor or travel insurance, or car hire

Just one provocative question though: does an environment in which anti-discrimination is tightly enforced automatically lead to one in which diversity can prevail and flourish?