Sex Discrimination Act 1975
Sex Discrimination Act 1975/97
A British Act of Parliament which became a law in 1975. Under the Act, people of both sexes have the right to equal opportunities in education and employment, and to be paid the same amount for doing the same work. People who break this law, for example by paying women less than men, can be put on trial and punished in a court of law.
Here a few reason this act was put in place:
Harassment: when unwanted conduct related to sex has the purpose or effect of violating an individual's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual.
Indirect discrimination: can occur where there is a policy, practice or procedures that applies to all workers, but particularly disadvantages workers of a particular sex. For example, a requirement that job applicants must be six feet tall could be met by significantly fewer women than men. Indirect discrimination can only be justified if it is a proportionate means of achieving a legitimate aim.
Direct discrimination: treating someone less favourably because of their actual or perceived sex, or because of the sex of someone with whom they associate. An example of this could be not employing a woman purely because of her gender.
Example
Hiring -you apply for a job as a sales executive. Although you have experience and excellent qualifications, you are not hired because some of the company’s long-time clients are more comfortable dealing with men.
Race Relation Act 1992
The Race Relations Act 1976, as amended by the Race Relations (Amendment) Act 2000, makes it unlawful to discriminate against anyone on grounds of race, colour, nationality (including citizenship), or ethnic or national origin. The amended Act also imposes general duties on many public authorities to promote racial equality.
The Race Relations Act does not allow positive discrimination or affirmative action - in other words, an employer cannot try to change the balance of the
A British Act of Parliament which became a law in 1975. Under the Act, people of both sexes have the right to equal opportunities in education and employment, and to be paid the same amount for doing the same work. People who break this law, for example by paying women less than men, can be put on trial and punished in a court of law.
Here a few reason this act was put in place:
Harassment: when unwanted conduct related to sex has the purpose or effect of violating an individual's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual.
Indirect discrimination: can occur where there is a policy, practice or procedures that applies to all workers, but particularly disadvantages workers of a particular sex. For example, a requirement that job applicants must be six feet tall could be met by significantly fewer women than men. Indirect discrimination can only be justified if it is a proportionate means of achieving a legitimate aim.
Direct discrimination: treating someone less favourably because of their actual or perceived sex, or because of the sex of someone with whom they associate. An example of this could be not employing a woman purely because of her gender.
Example
Hiring -you apply for a job as a sales executive. Although you have experience and excellent qualifications, you are not hired because some of the company’s long-time clients are more comfortable dealing with men.
Race Relation Act 1992
The Race Relations Act 1976, as amended by the Race Relations (Amendment) Act 2000, makes it unlawful to discriminate against anyone on grounds of race, colour, nationality (including citizenship), or ethnic or national origin. The amended Act also imposes general duties on many public authorities to promote racial equality.
The Race Relations Act does not allow positive discrimination or affirmative action - in other words, an employer cannot try to change the balance of the