The full text of the specific duties Order is set out at Appendix C, but in summary it provides that the public authority should:
prepare and publish a Gender Equality Scheme showing how it intends to fulfil the general and specific duties and setting out its gender equality objectives
in preparing a scheme:
consult employees, service users and others (including trade unions)
take into account any information it has gathered or considers relevant as to how its policies and practices affect gender equality in the workplace and in the delivery of its services
in formulating its overall gender equality objectives, consider the need to have objectives to address the causes of any gender pay gap
ensure that the scheme sets out the actions the authority has taken or intends to take to –
gather information on the effect of its policies and practices on men and women, in employment, services and performance of its functions
use the information to review the implementation of the scheme objectives
assess the impact of its current and future policies and practices on gender equality
consult relevant employees, service users and others (including trade unions)
ensure implementation of the scheme objectives
implement the scheme and their actions for gathering and using information within three years of publication of the scheme, unless it is unreasonable or impracticable to do so
review and revise the scheme at least every three years
report on progress annually.
All listed public authorities must publish their schemes no later than 30 April 2007.
All listed public authorities are required to comply with the same specific duties. This contrasts with the specific duties under the Race Relations Act 1976 (as amended), which have different requirements for different sectors, and the specific duties under the Disability Discrimination Act 1995 (as amended) which have different requirements in relation to information gathering.