Discrimination
In today 's lesson, you will be learning about discrimination.
First off, you have 30 seconds to think of any reasons why discrimination may occur:
Write your answers the text box below:
Discrimination: Occurs when a person is subject to unfair treatment, based upon a characteristic that is considered to be abnormal, in association with certain individuals or groups, lifestyle choices, or a personal circumstance that is not desired in the workplace.
What laws cover non-discrimination?
The racial discrimination Act 1975 – It 's illegal to discriminate against people because of their race, colour, nationality or ethnic origin.
Sex discrimination Act 1984 – It 's illegal to discriminate against people because of their gender, pregnancy, family responsibility or martial status (single, separated, divorced or living in a domestic partner relationship).
Sexual harassment is also illegal under this Act.
Privacy Act 1988 – Workplaces must follow very strict guidelines concerning the use and protection personal data they receive.
Disability Discrimination Act 1992 – The rights of people with some degree of disability are protected by this Act. The disabilities include the following: Physical, Neurological (for example – epilepsy), Intellectual, Psychiatric (mental health), Sensory, Learning, Physical disfigurement, The presence of a disease-carrying organism in the body, such as HIV.
Equal Opportunity for Women in the workplace Act 1999 – The principal
Sex Discrimination Act 1975 is to protect men and women against discrimination or harassment on the
| in addition to age, under the Equality Act people cannot be discriminated against as a result of any of the other ‘protected characteristics’. These are: disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
Information Commissioner’s Office (2012) Introduction to The Data Protection Act 1998. [Online] Available from: http://www.ico.org.uk/~/media/documents/library/Corporate/Research_and_reports/ico_presentation_EVOC_20120528.ashx [Accessed: 11th October 2013]
1.3 The legislation relating to equality, diversity and inclusion, stems both from UK government and European union. It offers protection from discrimination on grounds of age, disability, gender, race and ethnic origin, religious faith or belief and sexual orientation. The legislation has implications on all workplaces, in terms of employment practice and in terms of the services provided. Compliance with the legislation must be embedded in your Equality, Diversity and Inclusion policies.
D1) Assess the possible effects of discrimination on the physical, intellectual, emotional and social health/wellbeing of individuals
The Race Relations Act: The Race Relations Act (RRA) 1976 amended 2000 makes it unlawful to treat a person less favourably than another on racial grounds. These cover grounds of race, colour,
Trustees/Managers etc. are all bound by the law and cannot discriminate against any individual because of
The Sex Discrimination Act 1975 was amended by new Regulations in 2008. The new Regulations include
Data Protection Act 1998 - This act defines the ways in which information about living people may be legally used and handled. The main intend is to protect individuals against misuse or abuse of
Sex Discrimination Act 175 – this Act makes it unlawful to treat a woman or a man less favourably in employment, training and related matters, education and the provision of goods, facilities and services on the grounds of
Legal aspects - the Equality Act 2010 protects again discrimination. Therefore, an organisation’s approach needs to show fairness by not discriminating (e.g. Age, gender) in any way. For example, in adverts or interviews.