UK law treats equal pay claims based on gender (brought under the equal pay provisions of Part 5 Chapter 3 of the Equality Act 2010) differently from equal pay claims based on other protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, and sexual orientation (brought under the general discrimination provisions in Chapter 2 of that Act). This article considers the impact of the differences on each group of claimants. It concludes that the separate system of equal pay for the protected characteristic of sex ignores other inequalities of pay and that the inconsistent way the United Kingdom treats these issues leads to inequality among disadvantaged groups. It recommends that the United Kingdom should take a more consistent approach to pay gaps.

中文翻译：

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优先薪酬保护：英国法律是否对因受保护特征而非性别而受到歧视的人提供更差的保护？

英国法律对待基于性别的同工同酬要求（根据《2010 年平等法》第 5 部分第 3 章的同工同酬规定）与基于年龄、残疾、性别重新分配、婚姻和民事伴侣关系等其他受保护特征的同工同酬要求不同，怀孕和生育、种族、宗教或信仰以及性取向（根据该法案第 2 章的一般歧视条款提出）。本文考虑了差异对每组索赔人的影响。它的结论是，针对受保护的性别特征的单独的同工同酬制度忽略了其他薪酬不平等，并且英国处理这些问题的不一致方式导致了弱势群体之间的不平等。它建议联合王国应采取更一致的方法来解决薪酬差距问题。