Discrimination in the Workplace: Analysis of Societal Opinion and Legislation

This article discusses discrimination in the workplace based on personal characteristics, societal opinion, legislation, and case laws. It covers topics such as natural hair discrimination, disability discrimination, and the Equality Act 2010. The article emphasizes the importance of anti-discrimination laws in the UK and around the world.

Law Society and
Controversy-ASS071-
1

INTRODUCTION
When an individual or a group of persons is treated unjustly or unequally in the
workplace because of their personal characteristics, this is known as discrimination. All
protected characteristics include race, ethnicity, gender identity, age, handicap, sexual
orientation, religious beliefs, and national origin. Discrimination in the workplace can happen
between coworkers, job hopefuls, or employees and their employers. Discrimination is against
the law whether it is done on intention or by accident (Fazilah, Mohamad and Hamid, 2019).
Even though anti-discrimination laws have been in place for more than fifty years, most
individuals think they are discriminated against in some form. Almost one-third of Americans
have experienced age discrimination at work. In their workplaces, 49% of Black human
resources professionals and 35% of Black workers say discrimination exists. As per a 2020
study, LGBTQ+ people endure significant prejudice in their personal life, at work, and even
when it comes to health care. Whether we want to believe it or not, prejudice in the workplace
exists. Even if you believe your workplace is unaffected, your employees will be. Furthermore,
discrimination in the workplace is difficult to detect. It's the type of thing you could sense until
you can nail it down — and it could take a long time to record and prove. Workplace violence is
commonly characterised as "inoffensive," "joking," or inadvertent — and it is in some cases. It
may be claimed, however, that prolonged "harmless, unintentional" behaviour eventually
becomes purposeful. There are various sorts of institutional racism, all of which are based on the
protected characteristics described above. Several of them, such as racial discrimination, are
specifically protected by legislation. It is illegal to mistreat a job candidate or employee unfairly
based on race or other comparable characteristics. Color discrimination, which happens when
one is unfairly treated according to their color of skin or complexion, is likewise prohibited.
Another type of discrimination is religious discrimination, which occurs when employers treat
employees unjustly or unfavourably due to various particular religious beliefs and practises.
Employers are obligated to make reasonable accommodations for individuals who require time,
place, or even other facilities to practise their spiritual practises.

Main Body
Analysis of societal opinion
BBC news in one of its new things on March 18, 2021, named the US house overcasts the Crown
Act will end the discrimination of hair. The representative's house has passed a law to eliminate
natural hair discrimination at work and schools. The crown (creating an open-hearted hair world
for natural hair) has not been approved by the Senate. President Joe Biden urged legislators to
quickly apply invoices (Themistocleous, 2019). African Americans reported that they were often
abused at work or at school because of natural hair structure and protective styles like braids,
briches, twists and positions. When the Crown Act was enacted, discrimination against natural
hair was considered discrimination based on race or country of origin under federal civil rights
law. Until then, advocates say employers and organizations may discriminate against black
Americans based on their natural hairstyle (Butler, 2021). The House of Representatives has
passed legislation to eliminate discrimination against natural hair at work and schools. "It's about
going head-to-head with this Central European beauty standard, working to stop the darkening
and destruction of Africa's natural aesthetic. The variety of black is beautiful." The CROWN
Alliance works with more than 85 organizations. She has passed a statewide ban on hair
discrimination and is campaigning for legislation nationwide(Simoes Reis, 2019). According to a
2021 survey by the DOVE and CROWN Alliance, one-third of black children in white-majority
schools face racial discrimination about their hair. According to a survey, 86% of children have
experienced it before the age of 12. More than a dozen states have passed similar legislation
aimed at eliminating discrimination in the payment of £185,000. Alice Thompson wanted to
work less to pick up her daughter from daycare, but eventually quit. A former real estate agent
has spent tens of thousands of pounds suing his former employer. She received £ 185,000 from
the Labor Court and this week, she told the BBC that it was a "long travel journey". The court
decided that they had undergone indirect sexism when the company refused to check his
allegations. When she had a view to return to work after her parental leave, she asked if she
could go to work four days a week at 5pm instead of 6pm to pick up her daughter from
kindergarten (Thornthwaite, 2018). I asked my master. Nursing Mother's Complaint Against Jury
Service The Arbitration Committee agreed that the company's failure to take into account the
flexible time system was detrimental to Mr. Thompson and upheld his claim. The judge awarded
him around £185,000 because of his loss of income, loss of pension contributions and damage to

his feelings and interests. “Even with proper guidance, their performance was deemed 'pretty
good' by the court. determined that was not the case and considered it unfair on the basis of her
gender. did."
Legislation and case laws
The Act of Disability Discrimination of 1995 stand applcable to both disabled job applicants as
well as the workers with disabilities. This also applies to indoor trawls, announcements and
outdoor advertising (Collins, 2018). This comprises of working conditions, benefits, retirement
procedures, working conditions, recruitment and selection, promotions, career development and
training opportunities. A substantial portion of the law was enacted and went into effect on
December 2, 1996. As of October 1999, service providers will be required to make "reasonable
accommodations" to people with disabilities, such as providing additional support and changing
the way services are delivered. Five years later, in 2004, service providers also needed to make
reasonable adjustments to the physical characteristics of their facilities to overcome barriers to
entry. A new obligation to promote equality for people with disabilities was introduced in 2006,
giving people with disabilities the right to be groups instead of individuals. With respect to
employment, it should be noted that the law will require employers to "reasonably adjust"
assumptions about work practices to allow employment of people with disabilities. The above
indications relate to mechanisms that support a variety of disabilities, including physical
disabilities, sensory disabilities (hearing or vision impairments), learning disabilities, mental
health, and developmental disorders such as AIDS and multiple sclerosis. I'm. As we have seen,
many statutes have tried to make British law the clearest anti-discrimination law and taken the
strongest action against it, with considerable success. The overall focus of the 2010 Equality Act
is Bob Hepple's Equal Rights Assessment, Vol (Bellace and Ter Haar, 2019). As mentioned in
Five (2010), it is about achieving equal simplification, harmonization and modernization. The
law also implies that there should be no equal hierarchy. In a nutshell, this law integrates
disability, race, sex, and other reasons of discrimination mentioned above into one law. Because
of its critical nature, it makes various amendments to almost all applicable anti-discrimination
laws. The Equality Act 2010, considered problematic in British law, closed loopholes in previous
law by providing a clearer definition, reducing the risk of misinterpreting the terms. It amends
the laws regarding double discrimination, related and perceived discrimination, transparency,
pre-employment interviews, disability discrimination, objective justification tests and definition

of disability. Before the 2010 Equality Act got here into force, there had been numerous exams
aimed toward goal justification. The motive of the regulation is to create a unmarried goal
justification check and update the usage of numerous preceding exams. This way that employers
or carrier carriers should display that their moves are a proportional way of accomplishing valid
goals(Collins, 2021). For employment, this variation way a better threshold than formerly used
exams. In different words, after being hooked up in 2010, it's miles now extra hard for employers
to justify their inherently disadvantageous treatment. However, the drawback of that is that, in
spite of the brand new testing, it turns into extra hard for the carrier company to truly show it. As
referred to above, the regulation broadens the definition of incapacity and makes it simpler for all
events involved, along with carrier carriers, employers and individuals with disabilities, to
recognize the rights granted. With regard to discrimination, it must be stated that the 2010
Equality Act replaces the formerly broadly criticized idea of incapacity-associated discrimination
with styles of incapacity-primarily based totally discrimination claims: incapacity discrimination
and oblique discrimination. .. A giant extrade concerning employment is that the regulation
prohibits employers from asking approximately the fitness of task seekers until the query serves
a selected permissible motive. This consists of asking if a specific applicant has a incapacity,
asking for an software, a scientific survey, or asking for an interview. The accredited functions of
such questions are: Monitor software diversity. Determine if the individual can carry out
employment-unique tasks(Collins, 2021). Determine if a candidate can meet his or her duty to
wait an interview, or whether or not the employer "desires to make affordable changes to permit
an person to be interviewed or in any other case evaluated. Judgment. In addition, the Equality
Act 2010 makes harassment through institutions and perceptions extra absolutely unlawful now
no longer handiest withinside the rent sector, however additionally in offerings and education. It
stipulates the duty to document the employment price of individuals with disabilities. There is a
clause that lets in double discrimination. In different words, someone can declare discrimination
for 2 distinctive reasons, however that is for 2 reasons. Limited to. An instance of that is a person
who's discriminated towards due to each race and incapacity.

CONCLUSION
Today, everyone is talking about democracy, globalization and the importance of
international peace. Instead, we see suffering based on many different interests, beliefs,
ethnicities, and more in the news, newspapers, movies, and the media in general. Anti-
discrimination laws in the UK and around the world, while only a small part of the law, are
essential if we are to avoid self-harm. The strategies and concepts discussed above are applicable
only to the workplace and are in no way accepted outside of it. It is about making government
life easier and providing the greatest number of people of different backgrounds the same
opportunity to get a job and a salary to maintain a decent standard of living. To improve this
work in the future, more research on writing, in-depth testing, and measurable information is
needed. A potential business structure model of the proposed arrangement could be incorporated
into and tied to a UK industry information database, as well as to various regulations and laws

REFERENCES
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