This section provides examples of how public authorities have used the Public Sector Equality Duty under section 149 of the Equality Act 2010 or under the previous duties in their employment, services or policy making. Where possible, we have highlighted how the PSED enabled public authorities to achieve tangible benefits for their staff and service users including:

• Financial benefits: increasing cost-effectiveness and saving resources.
• Organisational benefits: increasing transparency or accountability, better decision-making, improving organisational culture.
• Social benefits: providing better access to services, increasing social inclusion, preventing discrimination and/or community tensions and tackling stereotypes.
• Individual benefits: improving a person's life chances.

• Reducing exclusions among Somali and African Caribbean boys – Preston Manor School
• Securing greater accessibility for disabled students – the Open University
• Raising expectations to reduce the ethnicity attainment gap – the Open University
• Raising ethnic minority staff aspiration through mentoring and professional development – the Open University
• Improving educational attainment - Tower Hamlets Council
• Increasing participation in sport by ethnic minority pupils - Primary school, South East of England

• Increasing awareness of bowel cancer symptoms among the Asian Community – NHS Hillingdon Clinical Commissioning Group (formerly NHS Hillingdon)
• Using equality information to reduce non-attendance at the Diabetic Eye Screening Programme – Royal Marsden NHS Foundation Trust
• Supporting job applications from disabled people: improving confidence and work experience for disabled people – Frimley Park Hospital