Direct Discrimination
This is regarded as treating someone less favourably than someone else because of their sex. A good example of this would be not employing a woman because an employer would much prefer to have a male employee.
Indirect Discrimination
This is where there is a policy or practice that is applicable to all employees, but may place one of the sexes at a disadvantage. An example would be that all job applicants must be at least six foot in height regardless of whether or not height would restrict the person's ability to do the job. The reason that this may place a particular sex at a disadvantage is because there are not many ladies that are of this height.
Harassment
Harassment is a form of direct sex discrimination and is against the law. Examples of this form of sex discrimination occur when an individual is made to feel humiliated, degraded or their dignity is violated as a result of their sex.
Victimisation
This applies where an employee is treated unfairly because they have made a complaint of discrimination, or they support someone else to. An example of this could be if you have raised a complaint of discrimination, and are then denied a promotion or moved away from your workplace simply because you made the complaint of harassment at work.
Policies: In order to help protect your workforce from discriminatory behaviours or practices; it would be sensible to review the following policies and procedures.
> Recruitment and selection
> Training and development
> Pay procedures
> Promotion criteria
> A bullying and harassment policy
> Grievance and discipline
There may be jobs that do require the post holder to be either a man or a woman but these are only in certain circumstances. This is officially known as "occupational requirement". This example is highlighted in ACAS:
'where the job holder is likely to work in circumstances where members of one sex are in a state of undress and might reasonably object to the presence of a member of the opposite sex such as a bra-fitting service
. '
As stated earlier, harassment at work should never be tolerated and if you feel that you are being discriminated because of your sex then you should take action and not let it go unresolved. In the first instance it is recommended that you speak to your employer and enquire about the relevant procedures.
Liam Brennan
It may be useful to consult with an Employment Lawyer for specialist legal advice. We would recommend Nationwide Employment Lawyers who may be able to assist you.
Please note that whilst every effort is made to maintain accuracy of the content in this article; we cannot take responsibility for any errors. This author is not an Employment Lawyer or HR Specialist and this cannot in any way constitute a substitute for Employment Law advice. All facts should be cross-checked against other sources. Should you require specific Employment Law advice, then we recommend that you contact Nationwide Employment Lawyers.
View the original article here
This is regarded as treating someone less favourably than someone else because of their sex. A good example of this would be not employing a woman because an employer would much prefer to have a male employee.
Indirect Discrimination
This is where there is a policy or practice that is applicable to all employees, but may place one of the sexes at a disadvantage. An example would be that all job applicants must be at least six foot in height regardless of whether or not height would restrict the person's ability to do the job. The reason that this may place a particular sex at a disadvantage is because there are not many ladies that are of this height.
Harassment
Harassment is a form of direct sex discrimination and is against the law. Examples of this form of sex discrimination occur when an individual is made to feel humiliated, degraded or their dignity is violated as a result of their sex.
Victimisation
This applies where an employee is treated unfairly because they have made a complaint of discrimination, or they support someone else to. An example of this could be if you have raised a complaint of discrimination, and are then denied a promotion or moved away from your workplace simply because you made the complaint of harassment at work.
Policies: In order to help protect your workforce from discriminatory behaviours or practices; it would be sensible to review the following policies and procedures.
> Recruitment and selection
> Training and development
> Pay procedures
> Promotion criteria
> A bullying and harassment policy
> Grievance and discipline
There may be jobs that do require the post holder to be either a man or a woman but these are only in certain circumstances. This is officially known as "occupational requirement". This example is highlighted in ACAS:
'where the job holder is likely to work in circumstances where members of one sex are in a state of undress and might reasonably object to the presence of a member of the opposite sex such as a bra-fitting service
. '
As stated earlier, harassment at work should never be tolerated and if you feel that you are being discriminated because of your sex then you should take action and not let it go unresolved. In the first instance it is recommended that you speak to your employer and enquire about the relevant procedures.
Liam Brennan It may be useful to consult with an Employment Lawyer for specialist legal advice. We would recommend Nationwide Employment Lawyers who may be able to assist you.
Please note that whilst every effort is made to maintain accuracy of the content in this article; we cannot take responsibility for any errors. This author is not an Employment Lawyer or HR Specialist and this cannot in any way constitute a substitute for Employment Law advice. All facts should be cross-checked against other sources. Should you require specific Employment Law advice, then we recommend that you contact Nationwide Employment Lawyers.
View the original article here