What is considered indirect discrimination?
Indirect discrimination occurs when there is an unreasonable rule or policy that is the same for everyone but has an unfair effect on people who share a particular attribute. Indirect discrimination is not unlawful when the rule or policy is reasonable, having regard to the circumstances of the case.
What’s an example of indirect discrimination?
An example of indirect discrimination, may be a minimum height requirement for a job where height is not relevant to carry out the role. Such a requirement would likely discriminate disproportionately against women (and some minority ethnic groups) as they are generally shorter than men.
What is difference between direct and indirect discrimination?
Direct discrimination occurs when somebody is treated unfavourably because of a protected attribute. Indirect discrimination occurs when a requirement (or rule) that appears to be neutral and the same for everyone in fact has the effect of disadvantaging someone because they have an attribute covered by the Act.
What is the legal definition of discrimination?
“Discrimination” means being treated differently or unfairly. Discrimination in employment is illegal when the treatment is based on a personal characteristic or status, such as sex or race, which is protected under anti-discrimination laws.
What is indirect discrimination in the workplace?
Indirect discrimination is the result of a workplace policy that is applied to everyone in the company in the same way. In short, indirect discrimination is when you treat an individual or group of employees the same as everyone else, but this ends up negatively affecting them.
What is an example of legal discrimination?
Examples of Employment Discrimination Failure to hire. Harassment. Quid pro quo: Conditioning employment or promotion on sexual favors. Hostile Work Environment: Continuous actions and comments based on protected characteristics that create an uncomfortable and hostile workplace.
What is meant by direct discrimination and indirect discrimination?
Direct discrimination occurs when someone is treated less favourably in the workplace because of a protected characteristic. Indirect discrimination occurs when a workplace policy or procedure applies to everybody, but it puts those who have a protected characteristic at a disadvantage.
What are the 3 types of discrimination?
Types of Discrimination
- Age Discrimination.
- Disability Discrimination.
- Sexual Orientation.
- Status as a Parent.
- Religious Discrimination.
- National Origin.
- Pregnancy.
- Sexual Harassment.
Is indirect discrimination allowed?
The Employment Equality Acts 1998 -2015 prohibit both direct and indirect discrimination. If an employee or job applicant is treated differently based on who they are, they may have grounds to make a claim under the employment equality legislation.
What does indirect discrimination mean?
Indirect discrimination. Indirect discrimination is the legal term that describes situations which occur when an organisation, like the University, or a member of staff at the University, makes a decision, or puts in place a particular policy, practice or procedure, which appears to treat everyone equally, but which in practice leads to people…
What is indirect institutional discrimination?
Indirect institutional discrimination: “Actions by an organization or community that have a negative impact on minorities [or non-traditional groups], yet the practices were established with little intent to discriminate.”
What is indirect age discrimination?
Types of age discrimination Direct Age Discrimination Indirect Age Discrimination. Indirect age discrimination happens when an organization has a particular policy or way of working that applies to everyone but which puts people of your age Harassment. Harassment occurs when someone makes you feel humiliated, offended or degraded. Victimization.
What is indirect Disability Discrimination?
Indirect Discrimination. Indirect disability discrimination is where a policy, provision or rule is operated by an employer which, on face value, is not releated to disability in any way but its subsequent effect is to disadvantage disabled employees.