Discriminatory behaviours that employers should be aware of ❌

Direct discrimination is done by triggering one or more of the protected characteristics.

An individual or group can be affected because of this.

The three forms of direct discrimination are:

1.  Ordinary direct discrimination – Behaving differently to an individual or group in the workplace. This behaviour might not be for everyone and specifically hurt the contrastingly treated person(s). Employers can be charged with this offence only if proven guilty.

 

2. Discrimination by Association – When a staff member is treated distinctly due to their relationship with someone with protected characteristics.

 

3.  Discrimination by Perception – This occurs when employees are treated differently because of presumably having protected characteristics. It is entirely based on assumptions. The employees might not even bear the characteristic they are being triggered for.

Direct discrimination can be held offensive regardless of the employer’s true intentions.

Employees facing this can claim their rights at any time.

Indirect discrimination can also be termed to be ‘mild’ and is often not done knowingly by employers.

Indirect discrimination can take place due to the new policies of a company. Such policies might naturally not be in favour of the protected groups. There may be no ill intention of harming them whatsoever.

Indirect discrimination can occur for the following four reasons:

1. The policies put forward are meant for everyone to follow. However, some individuals of the protected characteristics are exempted from it.

2. The policies are not in favour of the protected group, but beneficial for the rest.

3. The company rules may cause trouble for the protected group. Now or in the future.

4. The employer fails to show concrete reasons for following the unjust policy.

The Equality Act does not, however, outline the policies in detail. Indirect discrimination can be either formal or informal. The affected employees are encouraged to raise their voices anyhow.

This is the worst kind of discrimination that can be done to anyone.

Harassment is an entirely intentional practice.

It can be a way of letting out the frustration on other employees, or, it can also be done to belittle the employees.

Either way, harassment should not be supported or tolerated.

The word is big enough for people to think of it as a major offence.

It surely is, but people are unaware that it does not take much to harass anyone.

Here are simple, daily deeds that might affect employees gravely:

• Gossips and spread of rumours
• Mocking employees by calling them names
• Asking questions that point out their protected characteristics
• Humiliating individuals or groups with insulting jokes
• Making inappropriate requests referring to ones protected characteristics
• Unwanted physical contact
• Public display of hurtful images or information
• Use of offensive language – penned or verbal
• Posing threats or acts affecting one’s security and welfare

Harassment issues should be met legally as soon as possible.

Employees, who are witnesses but not a part of it, should also step forward.

Addressing this offensive practice by punishing the guilty is vital. It is not a subject to be taken lightly.

Speaking up comes at a price.

Victimisation is often done to employees who have taken action.

This action might be against the company or one of its personnel.

It might occur for an employee’s righteous deed, which fails to benefit the employer or the firm.

This is also a form of discrimination that should be brought under the limelight.

All in all, discriminations of all sorts should be fought against, bravely.

Be it mild or offensive; none should be ignored.