1. All employers should review their existing recruitment, selection, promotion and training procedures to ensure they are fair to all and support equality and diversity.

2. A person’s colour, ethnic or national origins or social background must not affect the choice of an individual for a particular job.

3. Terms in a contract of employment that require pay secrecy are unenforceable.

4. The Equality Act 2010 limits the use of health questions prior to a job being offered.

5. Employers do not have to take action if their employee is harassed by a resident’s family member.

6. The Equality Act 2010 is mainly focused on one particular group in the community

7. There is no need for an employer to have fair and lawful recruitment and selection practices.

8. Harassment can be persistent or an isolated incident towards one or more people.

9. True equality and diversity means treating everyone equally on their merits

10. It is unlawful to select someone solely on the grounds of their race, ethnicity, gender or disability.

11. Bullying and harassment are regarded as equality and diversity issues.

12. Setting unattainable targets at work would not be seen as harassment.

13. Unwanted sexual advances would not be seen as harassment.

14. True equality means treating everyone differently in order to treat them the same

15. White people are not protected by the Equality Act 2010.

16. The Equality Act 2010 protects very few people against discrimination.

17. The Equality Act 2010 does not pull together various anti-discrimination laws in Great Britain.

18. It is sensible for an employer to have Equality & Diversity Policy and procedures in place.

19. It is wrong to discriminate against a person because of their race.

20. All care providers need to be aware and comply with the requirements of the Equality Act 2010