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Professor Sandra Fredman`s `four dimensional model` of equality was incorporated into the Equality Act 2010. Fredman`s research focuses on developing an understanding of equality that is sound in principle, and that is capable of articulating the purposes of equality legislation, particularly for newly developing equality duties which require bodies to take the initiative to promote equality. She has developed a conception of `substantive equality`, involving four dimensions: redressing disadvantage; addressing different needs arising from different identities; promoting participation; and preventing stigma, prejudice, harassment and violence. Fredman`s recommendations were adopted in the Equality Act 2010 to specify the goals of the equality duty. This is now incorporated into guidance produced for, and by, public bodies regarding the fulfilment of their statutory equality duties.
Research by Vickers and Manfredi has enhanced public and policy understanding of equality and diversity issues relating to religious belief, age discrimination and equality policies both nationally and internationally. Their work on equality has been instrumental in developing the equality policy of HEFCE and the equality framework of the REF 2014. They have advised human resources managers in relation to age equality, demonstrably influencing organisational policy development on retirement, through its application in personnel equality training programmes for a range or organisations and agencies. Additionally research by Vickers on religious equality has assisted conceptual understanding and capacity building nationally and within the European Union, underpinning legal challenges to government equality legislation.
Research by Manfredi (Business) and Vickers (Law) has informed the development of equality policy and practice for to the management of human resources in Higher Education, both nationally and internationally. Work on the implementation of the public sector equality duty has been instrumental in developing the equality policy of HEFCE and the equality framework of the REF 2014. Research on the implications for the management of human resources of the abolition of mandatory retirement has generated knowledge which has demonstrably influenced organisational policy development on age equality and retirement. This has been widely applied in personnel training initiatives, legal briefings and used to develop good practice guidance for employers.
The underrepresentation of women in political life, gender equality in policy making and the relationship between gender representation and gender equality, are considered in parallel within research undertaken at the University of Manchester (UoM). The work has informed Labour Government commitments to promote diversity of representation in local and national government, and more recently has underscored the detrimental impact of the Coalition Government's austerity policies; informing the Opposition Labour Party, contributing to public debate and empowering those most harshly affected. Explicit policy impact can be seen in two domains. Firstly, the `Duty to Promote Democracy', introduced via Statute in 2009. Secondly, following the `Speakers Conference on Parliamentary Representation' (2010), research for the Equality and Human Rights Commission (EHRC) on diversity in Parliament, that continues to inform policy debate.
Annapurna Waughray is the first legal scholar to examine the capacity of British equality law to address discrimination based on caste. In 2009, Waughray identified the limitations of existing discrimination law for capturing caste as a form of discrimination. Her work contends that existing religious discrimination and race discrimination provisions are inadequate to fully cover caste discrimination, and that if caste discrimination is to be legally regulated in Britain, an explicit statutory prohibition should be introduced. Waughray's work has directly informed governmental, parliamentary, academic, practitioner, UN and NGO understandings of the capacity of British equality law to cover caste discrimination.
Gender inequality affects workforce effectiveness. Our research has significantly increased awareness of factors which contribute to the paucity of female representation in the public sector. Notably it has shaped the policies and strategies of public sector agencies such the Scottish Government, Leadership Foundation in Higher Education, NHS and educational institutions such as universities and further education colleges. The research provided a platform for implementation of the Gender Equality Duty for the Scottish public sector.
Discrimination remains a common social problem within and beyond the EU; e.g. the Fundamental Rights Agency found that in some EU states more than one-third of ethnic minorities reported experiencing discrimination when looking for work in the previous 12 months. Research by Professor Mark Bell has helped to influence EU law and policy on combating discrimination, as well as contributing to the agendas of European non-governmental organisations in this field. Specifically, his research was used in formulating proposals for a new anti-discrimination Directive. He advised several NGOs on their strategy for seeking amendments to enhance the draft Directive. This influence has contributed to the strengthening of anti-discrimination law and policy, with potential benefits for individuals in the EU facing discrimination.
Research by Professor Jacqueline Scott and others involved in the Network on Gender Inequalities in Production and Reproduction (GeNet) has influenced policy makers, government commissions and charities. It has also served to foster greater awareness of these issues amongst the general public through pro-active outreach programmes, extensive media coverage, and use of knowledge-brokers to generate policy and public debate in the UK and internationally. The international impact of this research is evident in the award of a further grant from the European Commission to identify institutional `best practice' for the promotion of gender equality in science.