-Direct discrimination : when an employer treats an employee less favourably than someone else because of a specific reason.
-Indirect discrimination : when a working condition or rule disadvantages one group of people more than another.
-harassement : offensive or intimidating behaviour
-victimization :Victimisation means treating somebody less favourably than others because they tried to make, or made, a complaint about discrimination.
United Kingdom has developed its legislation to prevent people from being discriminated against not only in the workplace but aslo at the recruitment stage.
As far as the recruitment stage is concerned, it is illegal not to put every applicant on an equalfooting.
When employers detail the job specification, they should state clearly what tasks the person will have to do and what skills they will need to do the job. They must avoid stating any requirements that are not directly related to the job such as the candidate's marital status or race.
When interwewing the candidate they should ask for as less personal details as possible. This means thatcertain questions are strictly banned. You can’t ask, either directly or indirectly, whether someone is married, gay or plans to have children. Nor can you try to elicit information about a candidate’s religion or sexual orientation.
In the same way that job advertisements may not ask for a particular race or gender, the new age discrimination law means that phrases such as ‘young and dynamic’or ‘minimum of ten years' experience’ are now also illegal.
However, you are allowed to ask if the applicant has a disability as this would need to be considered when they visit you for interview.
Now, concerning the workplace. In the UK legislation many acts guarantee the implementation of equal opportunities so that people are employed, paid, trained and promoted only because of their skills,abilities and how they do their job. It aims at eliminating discrimination based on gender, religion, race... of the area of the workplace.
1. Measures against discrimination based on gender :
Especially two of them have been the main areas of legislation covering this important issue. Texts which followed most of the time ammended them.
-The Equal pay Act of 1970. It mandates equal payfor equal work regardless of an individual's sex. It prohibits any less favourable treatment between men and women in terms of pay and condition of employment.
The term have to be interpreted in broad sense to include on top of wages, thinhs like holidays or pension rights..
-The Sex discrimination Act of 1975. The Sex Discrimination Act 1975 (SDA) makes it unlawful to discriminate on groundsof sex or marital status in recruitment, promotion and training. This Act established the Equal Opportunities Commission ( EOC ) whose main duties were to work towards the elimination of discrimnation, to promote equality of opprtunity. It is now subsumed into Equality and Human Rights Commission. Among other things, it aslo give guidance and advice to persons who appear to have a complaint underthis Act.
The sex discrimunation ( Gender reassignment ) Regulations 1999 also protect the rights of individual who undergo or have undergone gender reassignment. This is the result of a transposition of a decision of the European Court of Justice. In other words it extended the sex discrimination Act of 1975 to make it unlawfull to discriminate on ground of gener reassignment.
This Act have...