This October marks the 15th anniversary of the Equality Act 2010, a milestone in advancing equality and human rights in Britain. The Act has been the foundation for fairness and progress, protecting people across nine protected characteristics and providing a framework for tackling discrimination.
Over the past decade and a half, the Equality and Human Rights Commission (EHRC) has used its powers to:
- Protect individuals from discrimination.
- Strengthen protections in law.
- Hold public bodies, employers, and institutions to account.
- Publish vital reports such as Is Scotland Fairer, Is Wales Fairer, and Is Britain Fairer, shining a light on the realities of inequality across the country.
- Enforce crucial initiatives such as gender pay gap reporting and the Public Sector Equality Duty.
- Support individuals through litigation, such as challenging racial discrimination in the Army, probation services, and housing.
- Drive investigations and accountability, from unequal pay at the BBC to accessibility in Premier League clubs.
These achievements deserve recognition. They have made a tangible difference to thousands of lives and created structural mechanisms to challenge inequality.
The Challenges We Still Face
Yet, while we celebrate 15 years of the Equality Act, we must also confront the reality of today’s Britain. Discrimination continues to manifest in multiple forms, affecting both protected groups and communities who remain vulnerable but are not formally covered by the Act.
For the nine protected characteristics under the Equality Act:
- Race and ethnicity – persistent pay gaps, underrepresentation in senior roles, racialised outcomes in health, policing, housing and education, and the continued impact of structural racism.
- Sex and gender – the gender pay gap remains stubborn, sexual harassment persists in workplaces and public spaces, and women still face systemic barriers in progression, safety, and economic security.
- Disability – inadequate reasonable adjustments in workplaces, education and public services exclude and disadvantage disabled people. Gaps in accessibility and digital inclusion remain widespread.
- Age – older people face workplace discrimination, ageist stereotypes, and barriers to accessing healthcare and housing, while younger people often experience insecure employment and financial instability.
- Religion and belief – intolerance, prejudice, and hate crimes against faith communities are rising, with some groups experiencing disproportionate media scrutiny and negative stereotypes.
- Sexual orientation – while legal protections have advanced, LGBTQ+ communities continue to experience hate crimes, exclusion, and challenges in healthcare, housing and employment.
- Gender reassignment – trans and non-binary people face increasing hostility in public debate, barriers to healthcare, exclusion in education and work, and rising levels of hate crime.
- Marriage and civil partnership – people can still experience disadvantage, such as unfair treatment in parental leave, pension rights, or workplace benefits, based on marital status.
- Pregnancy and maternity – discrimination persists through redundancy, loss of opportunities, and lack of support for new and expectant parents in the workplace and beyond.
For groups not fully protected under the current Act, but who experience deep inequality:
- Socio-economic status and class – poverty and disadvantage shape life chances, access to education, healthcare, housing, and employment opportunities.
- Carers and unpaid care workers – people balancing work and unpaid caring responsibilities often face exclusion, limited progression, and financial strain.
- Migrants, asylum seekers and refugees – vulnerable to exploitation, restricted rights, and hostile policies that exacerbate inequalities.
- People experiencing homelessness – lack of stable housing compounds barriers to work, health, and social inclusion.
- Neurodivergent communities – while some are covered under disability, many face stigma, misunderstanding, and insufficient support, leaving them excluded from opportunities.
- People in insecure work – zero-hours contracts, gig economy jobs, and low pay expose workers to heightened discrimination and limited protections.
The Equality Act 2010 gave us the tools to challenge these injustices, but its power depends on robust enforcement, political will, and accountability at every level of society. Unless protections are applied equally, consistently, and extended to reflect today’s realities, discrimination will persist.
Is It Time to Review the Work of the EHRC?
Fifteen years on, this anniversary should not only be about celebration but also critical reflection.
- Are all protected groups being supported effectively?
- Are the government and employers being held fully accountable?
- Is the EHRC resourced and empowered enough to enforce change in today’s climate of rising inequality and division?
The EHRC’s independence and strength are vital. But for equality to be meaningful, the government must also be bound by the laws it sets and compelled to uphold them. Equality cannot be selective, and no institution should be beyond scrutiny.
Moving Forward: From Celebration to A.C.T.I.O.N.
To truly embed equality and eradicate discrimination, we need a renewed focus. Employers, government, and institutions must go beyond compliance to create cultures of inclusion and fairness.
We propose A.C.T.I.O.N. as an anchor for moving forward:
- A – Accountability: Ensure government, public bodies, and employers are held accountable for upholding equality law.
- C – Challenge: Tackle discrimination wherever it arises, including new and emerging forms.
- T – Transparency: Publish and share data (pay gaps, representation, outcomes) to drive systemic change.
- I – Inclusion: Centre lived experience and amplify marginalised voices in decision-making.
- O – Oversight: Strengthen monitoring and enforcement powers of the EHRC to act decisively.
- N – Non-negotiable: Make equality and human rights a non-negotiable principle in public life and policy.
Looking Ahead
The past 15 years have shown what can be achieved with robust equality legislation and an active regulator. But the next 15 must go further.
We need a Britain where every person regardless of race, gender, disability, faith, sexual orientation, age or identity can live free from discrimination and enjoy equal opportunities.
The Equality Act 2010 laid the foundation. The EHRC has built on it. Now, together, we must act with courage, clarity, and commitment to ensure equality is not just a principle, but a lived reality.
15 years on: we celebrate, we reflect, and we commit to A.C.T.I.O.N.