Factsheets on Protected Characteristics
Marriage and Civil Partnership
Understand your
responsibilities
towards
 Familiarise yourself
with the Equality
Act 2010, the
University of
Warwick’s Equality
and Diversity Policy
and Dignity at
Warwick Policy



Understand that all
staff have different
backgrounds and
cultures
Ensure staff are
able to perform to
the best of their
abilities
Confidentiality
Are your
workplace and
working ethics
inclusive to all?
 Equality and
Diversity Training
 Ensure any
reasonable
adjustments are
considered
 Display E&D
posters on
departmental
notice boards
Familiarise
yourself with
available
resources and
obtain further
support, advice
and guidance
 Equality &
Diversity Team
 E&D Webpages
 HR Adviser
 Be aware of
additional
support available
 Chaplaincy
Equality Act 2010
It is unlawful to discriminate against
someone on the grounds of their Race
or religion & belief. The Equality Act
2010 aims to protect people and prevent
discrimination.
Dignity at Warwick
Chaplaincy
The Chaplaincy is home to the Christian (Catholic, Anglican, Free
Church), Jewish and Muslim Chaplains, who are always glad to meet
students and staff socially and pastorally
Familiarise yourself with the Dignity at
Warwick Policy – If a member of staff feels
they are being bullied or harassed they can
speak to a Dignity Contact in confidence.
http://www2.warwick.ac.uk/services/chaplaincy/
http://www2.warwick.ac.uk/services/equalo
ps/dignityatwarwick/
Equality & Diversity Team
For more information please contact:
Sandra Beaufoy, HR – Equality & Diversity, Ext: 74479 –
S.Beaufoy@warwick.ac.uk
Claire Algar, Equality & Diversity Coordinator, Ext: 22356 –
C.Algar@warwick.ac.uk
E&D Training
Find out about the E&D training sessions;
these cover all Protected Characteristics.
Also complete the online E-Learning
modules. Encourage all your staff to
complete the online modules as a
minimum.
http://www2.warwick.ac.uk/services/equ
alops/training
Marriage and Civil Partnership
Is protected under the Equality Act 2010:
•
The Equality Act protects employees
who are in a civil partnership or
marriage against discrimination
•
Recruitment and selection policies must
not discriminate on the grounds of civil
partnerships, marriage or sexual
orientation
•
Same sex couples who marry or register
as civil partners have the same rights as
other married couples in respect of
employment rights
•
This protection does not extend to
single people
Civil Partnership
Same-sex couples who register as civil partners have the same
rights as married couples in employment and must be provided
with the same benefits available to married couples, flexible
working, maternity/paternity pay and healthcare insurance.
What the law says
The Equality Act 2010 protects people who are married or in a
civil partnership from direct and indirect discrimination and
victimisation in employment.
This protection does not extend to single people.
 Dignity at Warwick Policy - It’s important that managers are able to direct staff members to organisational policies
when dealing with cases of bullying and harassment, including the various reporting routes available to them
 Manager’s Responsibility - All managers need to be clear in their role in how to support staff to ensure there is no
discrimination against workers because of their marital status
 Office Banter: Comments, jokes and the use of inappropriate language which may simply have been intended as
‘banter’ but which have the effect of being degrading or distressing to an individual
 Marriage and Civil Partnership is covered by the Equality Act 2010, this covers:
• Recruitment and Selection
• Employee benefits that are available during employment
• Promotion and career progression
• Training opportunities
• Dismissal including redundancy
• Retirement

Discrimination
•
•
Treating an individual less favourably because they are married or in a civil partnership
Disadvantaging individuals who are married or in a civil partnership

Training – Encourage all members of staff to complete the online E-Learning modules Diversity in the Workplace, reports can be obtained from the E&D team to monitor who has
completed the modules. Ensure all members of staff who sit on interview panels have
completed the Recruitment and Selection module to ensure no bias.

Inclusive Behaviour – To maintain the momentum around equality initiatives include
Equality and Diversity as a standing item on staff meeting agendas

University Events – Encourage team members to attend diversity events that are held
around campus; this could be communicated by email, prominently displaying posters and
displays on digital screens