The eight types of discriminatory practices are as follows:
1. Age Discrimination: Any type of treatment that is based upon a person’s age and that adversely affects an individual’s job prospects, pay, working hours, or other conditions of employment and the benefits associated with the job.
2. Gender Discrimination: Any type of treatment that is based on a person’s gender and that adversely affects a person’s job prospects, pay, working hours, or other conditions of employment and the benefits associated with the job.
3. Race Discrimination: Any type of treatment that is based on a person’s race and that adversely affects a person’s job prospects, pay, working hours, or other conditions of employment and the benefits associated with the job.
4. National Origin Discrimination: Any type of treatment that is based on someone’s national origin and that adversely affects a person’s job prospects, pay, working hours, or other conditions of employment and the benefits associated with the job.
5. Disability Discrimination: Any type of treatment that is based on a person’s disability and that adversely affects a person’s job prospects, pay, working hours, or other conditions of employment and the benefits associated with the job.
6. Religious Discrimination: Any type of treatment that is based on a person’s religion and that adversely affects a person’s job prospects, pay, working hours, or other conditions of employment and the benefits associated with the job.
7. Genetic Discrimination: Any type of treatment that is based on a person’s genetic profile and that adversely affects a person’s job prospects, pay, working hours, or other conditions of employment and the benefits associated with the job.
8. Sexual Orientation Discrimination: Any type of treatment that is based on a person’s sexual orientation and that adversely affects a person’s job prospects, pay, working hours, or other conditions of employment and the benefits associated with the job.
Table of Contents
What are the 9 protected characteristics of the Equality Act?
The nine protected characteristics included in the Equality Act of 2010 are:
1. Age: This protects individuals from discrimination based on their age alone.
2. Disability: This protects individuals from discrimination based on their disability alone or combination of disabilities.
3. Gender Reassignment: This protects individuals from discrimination based on their gender identity or gender expression.
4. Marriage and Civil Partnership: This prohibits discrimination on the basis of marital status, including opposite-sex and same-sex civil partnerships.
5. Race: This prohibits discrimination on the basis of race, colour, nationality, or ethnic or national origin.
6. Religion or Belief: This prohibits discrimination based on a person’s religious beliefs, or lack thereof.
7. Sex: This prohibits discrimination based on gender and also applies to discrimination related to pregnancy, maternity and/or paternity.
8. Sexual Orientation: This prohibits discrimination based on a person’s sexual orientation, whether it is heterosexual, same-sex, or bisexual.
9. Pregnancy and Maternity: This prohibits discrimination based on pregnancy and/or maternity.
What are the 9 grounds of equality?
The nine grounds of equality are gender, marital status, family status, age, race, colour, creed, sexual orientation, and disability. These are protected rights and freedoms under the Charter of Rights and Freedoms, the Canadian Human Rights Act, and other legislation in Canada.
Gender refers to the distinctions between sexes, or various roles that men and women can occupy. Marital status covers the status of marriage, single, widowed, or divorced; depending on which category a person falls under, they are given certain rights and protections under the law.
Family status covers the family unit, including conception, adoption, and other issues, like access to spouse’s resources.
Age is a protected ground of equality and covers the issues of minimum age, child labor laws, and retirement age. Race and colour refer to issues of visible minorities, ethnicity, or skin colour. Creed is a blanket term for all religious beliefs, whether they are monotheistic or polytheistic, giving everyone the freedom to practice their beliefs without fear of discrimination.
Sexual orientation refers to issues of gender identification, such as homosexuality, bisexuality, or transgender individuals. Disability covers issues of physical, mental, or developmental disabilities that impede a person’s daily life, and may lead to discrimination.
Overall, these nine grounds of equality are meant to promote an inclusive society where all individuals, regardless of who they are or where they come from, are treated equally and without discrimination or prejudice.
What is the purpose of the 9 protected characteristics?
The 9 protected characteristics are a set of laws and regulations in the United Kingdom (UK) that protect people from discrimination. These 9 characteristics are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.
The purpose of the 9 protected characteristics is to ensure that people in the UK are respected and treated equally regardless of their age, disability, gender reassignment, marriage/civil partnership, pregnancy or maternity status, race, religion or belief, sex, or sexual orientation.
This means that people cannot be treated less favorably than others simply because of the protected characteristics listed.
The 9 protected characteristics protect people from discrimination in the workplace, in education, and in providing goods, facilities and services. Employers and service providers must not use the protected characteristics as a determining factor when hiring someone or providing services.
In addition, the 9 protected characteristics also protect people from harassment in the workplace or school, or from any form of abuse in public or private life. Discrimination and harassment based on any of the 9 characteristics are illegal.
Overall, the purpose of the 9 protected characteristics is to promote equality and diversity in the UK, and to ensure that people are treated with respect and dignity, regardless of their identity.
How much can you get from a discrimination lawsuit settlement?
The amount of a discrimination lawsuit settlement will vary based on the details of the lawsuit, the type of discrimination, and the jurisdiction in which the lawsuit is being litigated. Generally, settlements are likely to include damages related to lost wages and benefits, emotional distress, and attorney’s fees.
Depending on the severity of the discrimination and resulting harm, a settlement could range from a few thousand dollars to millions of dollars. Additionally, employers may agree to a change in workplace policy or practices in order to avoid the cost and uncertainty of a trial.
Ultimately, the settlement amount is left to negotiation between the parties, and there is no fixed amount that an employee can expect to receive from a discrimination lawsuit settlement.
What does Victimisation mean?
Victimisation is when a person or group of people is treated unfairly or is targeted for unfair or adverse treatment based on certain characteristics such as gender, race, ethnic origin, religion, disability or sexual orientation.
Victimisation often goes beyond discrimination and consists of repeated, targeted and sustained attacks or harm against an individual. This can take the form of physical abuse, emotional abuse, exclusion from activities, exclusion from support networks and resources, and more subtle forms of victimisation such as isolation, humiliation, intimidation and name-calling.
Such behaviour may be deliberate, aimed at punishing individuals for their real or perceived identities or behaviors, or it can be systemic or structural in nature, such as institutional or societal racism, sexism and other forms of discrimination.
Victims of victimisation often experience fear, anxiety, depression, isolation, lack of control, and a sense of hopelessness that their circumstances will never change. In order to prevent victimisation, it is important to ensure everyone is treated fairly and with respect.
This includes learning about and addressing any potential forms of discrimination, be it direct or indirect, as well as speaking out against injustice when it exists.
What 4 major types of discriminatory practices should your organization avoid?
Organizations should strive to create a workplace where employees feel safe, respected, and equal. To achieve this, it is important to be aware of and avoid 4 major types of discriminatory practices.
First, it is important to recognize and avoid illegal discrimination, meaning practices that are contrary to the Equal Employment Opportunity laws. This type of discrimination includes unfair or unjust treatment based on characteristics like race, color, national origin, sex, age, and disability.
Second, organizations should look out for quid pro quo harassment which occurs when someone in a position of power requires something of an employee in exchange for a job or advancement, or retaliates against them if they do not comply.
Third, an organization should guard against hostile or intimidating behavior which is targeted toward a certain group of people. This kind of discriminatory practice is any type of physical or verbal abuse, insults, organized mistreatment, bullying, abuse of authority, or offensive jokes and language.
Finally, employers should watch out for disparate impact discrimination, which is any policy or practice that has a differential effect on a protected class of individuals. While this form of discrimination may not be intentional, it can still have a negative and unfair impact on protected groups of people.
By being aware of and avoiding these 4 major types of discriminatory practices, organizations can create a more equitable and respectful workplace and culture.
