Gender Equality Scheme


LCHS has a legal duty to promote gender equality.

 Gender Equality Scheme

The objectives of the Gender Equality Scheme are to:

  • ensure that a range of working policies and work patterns are available to all employees, with recognition given to the importance of work life balance and family/caring commitments for men and women;
  • formulate information, consultation and monitoring mechanisms which identify the different views, needs, experiences, health behaviour, health outcomes and access to services of women and men;
  • to design and deliver fair, accessible services which deliver real choice to both male and female patients and are responsive to their preferences and needs.


The Equal Pay Act 1970

This Act gives an individual a right to the same contractual pay and benefits as a person of the opposite sex in the same employment, where the man and the women are doing like work, or work related as equivalent under any analytical job evaluation study; or work that is proved to be of equal value.

The Sex Discrimination Act 1975

This Act (which applies to women and men of any age, including children) prohibits sex discrimination against individuals in the areas of employment, education and in the provision of goods, facilities and services and in the disposal or management of premises.

Sex Discrimination (Gender Reassignment) Regulations 1999

These regulations are a measure to prevent discrimination against transsexual people on the grounds of sex in pay and treatment in employment and vocational training. They effectively insert into the Sex Discrimination Act a provision to extend the Act, insofar as it refers to employment and vocational training, to include discrimination on gender reassignment grounds.

The Gender Recognition Act 2004

The purpose of this Act is to provide transsexual people with legal recognition in their acquired gender. Legal recognition will follow from the issue of a full gender recognition certificate by a Gender Recognition Panel. In practical terms, legal recognition will have the effect that, for example, a male-to-female transsexual person will be legally recognised as a woman in English Law. On the issue of a full gender recognition certificate, the person will be entitled to a new birth certificate reflecting the acquired gender and will be able to marry someone of the opposite gender to his or her acquired gender.