Direct Discrimination Examples

Direct discrimination occurs when someone is treated less favourably in the workplace because of a protected characteristic. Indirect discrimination occurs when a workplace policy or procedure applies to everybody, but it puts those who have a protected characteristic at a disadvantage.

But it’s worth noting that only eight apply to indirect discrimination (number 5 on the following list does not).

• Age.
• Disability (including mental health complications)
• Gender reassignment.
• Marriage and civil partnership.
• Pregnancy and maternity (doesn’t apply to indirect discrimination)
• Race.
• Religion and belief.
• Sex.

• Dismissing someone.
• Rejecting a job candidate.
• Refusing training for someone.
• Denying somebody a promotion.
• Giving an employee less favourable terms and conditions.

Direct discrimination is when you’re treated differently and worse than someone else for certain reasons. The Equality Act says you’ve been treated less favourably. Direct discrimination can be because of: age.

If you feel you are being discriminated against in the workplace, take these steps.

1. Remove the emotion.
2. Make a record of the offensive actions.
3. Consider alternatives.
4. Report the discrimination.
5. Be mindful of retaliation.
6. Get outside help to protect your rights.

Discrimination which is against the Equality Act is unlawful. Victimisation is when someone treats you badly or subjects you to a detriment because you complain about discrimination or help someone who has been the victim of discrimination.

You can bring a claim for victimisation in the Employment Tribunal (see Making an Employment Tribunal claim for victimisation); and/or. You can try and negotiate a settlement.

If you’re treated badly because you complain about discrimination or you help someone who has been discriminated against, this is called victimisation. Victimisation is against the Equality Act 2010. If you’ve been treated badly because you complained, you may be able to do something about it.

Victimisation is defined in the Act as: Treating someone badly because they have done a ‘protected act’ (or because you believe that a person has done or is going to do a protected act). A ‘protected act’ is: Making a claim or complaint of discrimination (under the Equality Act).

If an employee believes there is illegal discrimination, he or she should report it to the EEOC or to his/her state’s equal or civil rights agency. But unless there is illegal discrimination or a breach of contract, an employee may be singled out for different treatment.

If you’re a victim of job discrimination or harassment, you can file a lawsuit. If the discrimination violates federal law, you must first file a charge with the EEOC. (This doesn’t apply to cases of unequal pay between men and women.) You may decide to sue if the EEOC can’t help you.

Discrimination. If favoritism is a result of an employer’s discrimination, this constitutes illegal favoritism. When job decisions are made based on an employee’s protected traits, such as race, sex, disability, age, etc., legal action can be taken.

If you’re spoken to in a harsh or demeaning tone, or if offensive jokes and comments are made around you — especially in regard to protected class traits like race, gender, religion, age, or sexual orientation — that could be evidence of discrimination.

First, you have to prove that you have a disability under the Americans with Disabilities Act.

1. By showing you have a physical impairment that substantially limits a major life activity;
2. By showing that you have a record of a physical impairment; or.
3. By showing that you are regarded as having a physical impairment.

Under California law, it is a civil right to have the opportunity to seek and hold employment without discrimination based on a physical or mental disability. Employees who are discriminated against because of their disability can file a lawsuit against their employers for unlawful discrimination.

Disability discrimination means treating individuals differently in employment because of their disability, perceived disability, or association with a disabled person. Whether a person’s disability is visible or not, treating that person differently, or denying certain accomodations can be against the law.

However, federal law limits how much you can be awarded for emotional distress, out-of-pocket losses (such as the costs of looking for a new job), and punitive damages. The maximum combined award for these damages ranges from $50,000 to $300,000, depending on the size of your employer.