Anti-discrimination Legislation It is unlawful to discriminate in recruitment or in employment on the basis of sex (including pregnancy and maternity) marital status, partnership status, gender reassignment, disability, race, age, sexual orientation, religion, belief, trade union membership or non-membership or status as full or part-time worker. It is also unlawful to discriminate by association i.e. […]
Gender Discrimination Sex discrimination legislation covers discrimination on the grounds of sex, pregnancy, maternity, marital status, civil partnership status or gender reassignment. A direct discrimination would occur where a woman is dismissed because of pregnancy or maternity leave. Indirect discrimination could occur if a job was stated to be available only to somebody able to […]
Harassment Discrimination law covers harassment.An employer must not harass a person who is his employee or has applied for employment, in relation to a protected ground. An employer is liable for harassment by his employees unless he took all reasonable steps to prevent it. Harassment may cover a broad range of behaviours and circumstances. Harassment includes unwanted […]
Candidate Selection A job description should not contain requirements which are not directly related to the job. It is unlawful for a job advertisement to specify that an applicant must be a particular gender, race etc., unless this is a genuine occupational, qualification or requirement. Advertisements must not imply that the candidate’s chance of success […]
Overview Victimisation is prohibited by the Equality act 2010. In broad terms, victimisation occurs where a worker is treated less favourably because of having raised a complaint, assisted another in raising a complaint of discrimination or the employer reasonably suspects of so doing. A person victimises another if he subjects that other to disadvantage because […]