Protected characteristics

‘Protected characteristics’ was the term introduced by the Equality Act 2010 to refer to legal protection from discrimination in the workplace afforded to certain groups.

The Act replaced anti-discrimination legislation including the Race Relations Act 1976 and Disability Discrimination Act 1995, but while the responsibilities on the part of businesses remained much the same, it was extended to cover the protected characteristics. The nine protected characteristics are:

• Age.
• Disability.
• Gender reassignment.
• Marriage and civil partnership.
• Pregnancy and maternity.
• Race.
• Religion or belief.
• Sex.
• Sexual orientation.

It is against the law to discriminate against anyone relating to one or more of the protected characteristics. These protections from discrimination apply to a broad range of circumstances which includes:

• at work
• in education
• as a consumer
• when using public services
• when buying or renting property
• as a member or guest of a private club or association

The protections from discrimination covered by the Equality Act 2010 also apply

• to persons associated with someone who has a protected characteristic, for example a family member or friend
• to persons who complained about discrimination or supported someone else’s claim

For further information and to better understand the issues visit Discrimination: your rights

The engagement overlay to the RIBA Plan of Work, published by the RIBA in January 2024, states: ‘Must adhere to Equality Act 2010 and ensure no discrimination against any individual based on protected characteristics such as age, disability, sex, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, and sexual orientation. Wider characteristics should also be explored. It is important these characteristics are discussed in respect of engagement and project design considerations, to encourage best practice. For example, evidence suggests that women may be excluded or under represented in stakeholder engagement due to caring responsibilities, lack of time, and social norms prioritising men’s voices. Implementing more inclusive, accessible, and diverse engagement practices is crucial to ensure that seldom-heard voices are part of the decision-making and represent the communities and individuals affected by the project. For more information, refer to the Inclusive Design Overlay for RIBA Plan of Work.’

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