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The Equality Act 2006 was complemented with specific duties later on. The general Equality Duty states that people should not be discriminated according to their age, race, gender, religion, disability and sexual orientation and required public bodies to take seriously threats of harassment or discrimination on he grounds of gender reassignment (''i.e.'', anti-trans prejudice). In 2007 the Gender Equality Duty was released demanding that public bodies promote equality of opportunity with a special focus on gender equality. Following this Duty requires acting by the rules posed by the Scottish Government. It is each public body’s duty to publish a gender equality scheme which is to be revised every three years. There also has to be an annual report on what actions were taken to achieve objectives outlined in the equality scheme. Objectives might be about how the authorities plan to abolish discrimination and harassment as well as the pay gap between men and women. But also many other factors play into the Gender Equality Duty. According to Equal Opportunities Commission women and men should also use their right on equality in relation to parental leave after child birth or adoption. Another important factor is that the Gender Equality Duty does not just apply to bigger companies. It also applies to public bodies as schools and to education in general. It was replaced by a general equality duty under the Equality Act 2010. == Sex discrimination== According to Equality Commission there are four different kinds of sexual discrimination: Direct discrimination: When one is directly discriminated it means that it is obvious to everybody that one is treated less favourably because of one’s sex. Example: *Dismissing a woman because she is pregnant. *Dismissing a man because he wants to take paternity leave. Harassment: Harassment is a form of direct discrimination which aims at violating one’s dignity by talking to people in an overly suggestive manner or by touching. This causes an intimidating, degrading, humiliating and even hostile environment at work. Example: *Unwelcome jokes, gestures or comments of a sexual nature *Unwelcome displaying of sexually suggestive objects or pictures *Unwelcome flirting *Repeated and unwanted sexual advances *Touching and other unwanted bodily contact, or impeding or blocking movements〔(Sexual Harassment in the Workplace )〕 Indirect discrimination: Indirect discrimination occurs when the employer applies the same rules or criteria to men and women, but at the same time one sex is put at disadvantage as they cannot fulfill the requirements. Example: *Setting length of service as a criterion for a post where this is not relevant (women on average have less service than men in Lothian and Borders Police). *Setting an unnecessary height restriction, as on average women are shorter than the average male. Victimisation: Victimisation is defined as treating a person less favourably because they have filed or want to file a complaint about having been harassed or discriminated against. 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Gender Equality Duty in Scotland」の詳細全文を読む スポンサード リンク
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