Equality:
Equality is about making sure people that everyone is treated fairly, experience equality of opportunity and access to services, and are not subject to unlawful discrimination. This means that some groups will receive specific support to enable equality of opportunity, access and outcome. Equality does not refer to balance and endeavouring to achieve an equal number of disabled, non-disabled, black and minority ethnic people, men, women or people of different sexual orientations within employment or services, but recognising that their needs are met in different ways. Equality focuses on those areas covered by the law, namely the key areas of age, disability, race/ethnicity, gender and religion or belief and sexual orientation.

Diversity:
Diversity refers to difference. Recognition and celebration of differences among and between individuals and groups means that employment practices and services take into account and reflects the value of diversity. Managing diversity is about ensuring that all employees have the opportunity to reach their full potential, self-develop and contribute to making the Authority a better place for everyone to work. The benefits to ensuring that equality and diversity is an integral part of the Directorate include:

• all policies and services are fully compliant with anti-discrimination laws
• policies and services that are fairer to all staff and customers
• improved staff morale
• improved productivity and quality of service
• reduced risk of prosecution on the grounds of unlawful discrimination

Legislation defines two types of discrimination, 'direct' and 'indirect'.

• Direct Discrimination: This results from treating a person less favourably on the grounds of gender, race, disability, colour, ethnic or national origin, marital status, sexuality, family commitments, hours worked, age, trade union activity, political or religious beliefs.

• Indirect Discrimination: This arises where a condition or requirement, although applied equally to men, women and all ethnic groups, has the effect of excluding, penalising or treating less favourably any of these groups, and cannot be shown to be justifiable and will be to the detriment of those who cannot comply with it.

• Positive Action: Allows for training and encouragement of particular groups to overcome the effect of past discrimination. This can include encouraging someone from an ethnic minority group or someone who is disabled to apply for jobs and training for work where they are under-represented and through training help them qualify on merit for appointment and promotion and so accelerate their access to better jobs. The inclusion of wording to encourage under-represented groups to apply for jobs within KCC is a form of positive action. Positive action should not be confused with positive discrimination which is unlawful.