The Human Rights Act distinguishes between unlawful discrimination in the public sector, Part 1A of the Human Rights Act, and the private sector, Part 2. There are slight differences in the nature of complaints between the two sectors. Disability is the most prevalent ground of complaint in the public sector, while in the private sector, it is race-related complaints. Complaints against Government There were 416 enquiries and complaints about unlawful discrimination in the public sector (30 percent of all enquiries and complaints). The majority, 185, were about disability, including complaints made about the accommodation of disability in educational establishments. Race, colour and ethnic-origin related enquiries and complaints accounted for 86. Family status (45) religious belief (38) age (40) and sex (34) made up the next significant tranche of enquiries and complaints. Private sector complaints The Commission received private sector enquiries and complaints about unlawful discrimination on the ground of disability (274) and on the grounds of the colour, race, national or ethnic origin (209). The other unlawful discrimination complaints were on the grounds of sex (166), age (96), family status (60), religious belief (47) and sexual orientation (42). We had 22 complaints on the grounds of employment status. Ethical belief and victimisation were cited in fewer than 22 matters. We received private sector complaints about sexual harassment (89), racial harassment (77) and racial disharmony (49). Complaints progressed through the dispute resolution service The dispute resolution process raises awareness of rights and responsibilities under the Human Rights Act, encourages discussion on the impact of unlawful discrimination and offers education to participants. The process enjoys a high resolution rate, closing 1309 unlawful discrimination complaints during 2015/16. A total of 84 percent of enquiries and complaints dealt with by the disputes resolution team were resolved, partly resolved or assistance provided that enabled the complainant to progress the matter. Ten percent were not resolved and were referred to the Human Rights Review Tribunal. Closure or resolution of a complaint might include such things as a personal and written apology, an acknowledgement of the reality of the complainant��s situation, a fair work reference and payment for humiliation and damages, or reimbursement of lost wages. In a significant number of cases, there is agreement to change in processes which affect a large number of people or future processes, i.e. real and systemic change. This year there were 69 outcomes involving systemic change, ranging from anti-discrimination training for staff to an organisation accommodating a request to have a room available for prayers. Significant systemic changes agreed through mediation included a school adopting an inclusive practice Annual Report 2016 21