Common use of D3 Discrimination Clause in Contracts

D3 Discrimination. The Contractor shall not unlawfully discriminate either directly or indirectly or by way of victimisation or harassment against a person on such grounds as race, colour, ethnic or national origin, disability, sex or sexual orientation, gender reassignment, marriage and civil partnerships, pregnancy and maternity, religion or belief, or age and without prejudice to the generality of the foregoing the Contractor shall not unlawfully discriminate within the meaning and scope of the Sex Discrimination ▇▇▇ ▇▇▇▇, the Race Relations ▇▇▇ ▇▇▇▇ (as updated by the Race Relations (Amendment) ▇▇▇ ▇▇▇▇, the Equal Pay Acts 1970 and 1983, the Disability Discrimination ▇▇▇ ▇▇▇▇ (as amended by the Disability Discrimination (Amendment) Act 2005), the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Age) Regulations 2006, the Equality ▇▇▇ ▇▇▇▇, the Human Rights ▇▇▇ ▇▇▇▇ or other relevant or equivalent legislation, or any statutory modification or re-enactment thereof.

D3 Discrimination. The Contractor shall not unlawfully discriminate either directly or indirectly or by way of victimisation or harassment against a person on such grounds as race, colour, ethnic or national origin, disability, sex or sexual orientation, gender reassignment, marriage and civil partnerships, pregnancy and maternity, religion or belief, or age and without prejudice to the generality of the foregoing the Contractor shall not unlawfully discriminate within the meaning and scope of the Sex Discrimination ▇▇▇ ▇▇▇▇Act 1975, the Race Relations ▇▇▇ ▇▇▇▇ Act 1976 (as updated by the Race Relations (Amendment) ▇▇▇ ▇▇▇▇Act 2000, the Equal Pay Acts 1970 and 1983, the Disability Discrimination ▇▇▇ ▇▇▇▇ Act 1995 (as amended by the Disability Discrimination (Amendment) Act 2005), the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Age) Regulations 2006, the Equality ▇▇▇ ▇▇▇▇Act 2010, the Human Rights ▇▇▇ ▇▇▇▇ Act 1998 or other relevant or equivalent legislation, or any statutory modification or re-enactment thereof.