Facts about Discrimination Kendal

Modern society encourages equal opportunity within the workplace, although sadly a number of instances still occur that violate the rights of an individual and hamper the professional growth of a company. Race, sex and age are some of the many factors that can lead to inequality within the workplace.

Today, discrimination in a work setting remains a common problem despite changing views and advancements in this area. This situation can constrain an individual’s freedom to develop their capabilities and pursue their professional objectives. It may also deny the individual opportunities to improve their skills and competencies, creating a feeling of humiliation and helplessness.

In any organisation, singling out a homosexual or neglecting the achievements and contributions of women is discriminatory and unlawful. Anti-discrimination laws apply to every employer in the private or public sector, professional organisations, trade unions and vocational training providers, among others.

Four types of discrimination have been identified, direct discrimination, in which someone is treated with less favour on the grounds of race or sex, among other factors; indirect discrimination, in which an apparently general rule is subsequently found to be detrimental to a particular race, sex or religion, etc.; harassment and victimisation, whereby an individual receives unfair treatment for filing a discrimination-related complaint.

All companies should make sure that anti-discrimination and equal opportunity policies are applied in the workplace. They are then free from any legal violations and this approach will also help them when hiring the best people. When race, gender, religion, etc. are not factors, the company has a greater pool of potential employees from which to choose.

When writing a job description, the employer should clearly specify the tasks to be done and the necessary skills. Other requirements that are not related to the job, such as having a pleasing personality, when the position is, for example, for a business analyst, should be omitted from the job description.

Moreover, it is unlawful for an employer to publish job advertisements that require applicants to be a particular gender or race, etc., unless it is a genuine qualification for the position. For instance, when a French-language school needs someone for whom French is their native tongue.

In addition, companies must be sensitive when interviewing an applicant for a position. The interviewer should avoid asking questions about the candidate’s marital status or in the case of women, whether they have any plans to start a family.

In the workplace, companies should be sure to eliminate situations that could lead to bullying or harassment, such as insensitive jokes, showing sexually implicit material or making lewd remarks or gestures, which count as forms of sexual harassment.

Regardless of gender, employees are entitled to equal pay for work of the same value, including salary, wages or other benefits. It is also a violation to dismiss a woman from her job because she becomes pregnant or requests maternity leave.

It is easy to recognise discrimination in the workplace and anyone who has experience discrimination in a company can file a case in an employment tribunal, which is required to assume that discrimination has occurred.

Eliminating discrimination in the workplace strengthens not only the business’s standing, but perhaps more importantly, social justice.