Discrimination in the Workplace: Analysis of Societal Opinion, Legislations, and Case Laws

This article provides an analysis of discrimination in the workplace, including societal opinion, legislations, and case laws. It covers issues related to gender identity, race, disability, ethnicity, religious views, sexual orientation, age, and national origin.

Course Work Portfolio

Contents
INTRODUCTION...............................................................................................................................3
Analysis in societal opinion...............................................................................................................4
Legislations and case laws................................................................................................................5
CONCLUSION....................................................................................................................................7
REFERENCES....................................................................................................................................8

INTRODUCTION
In workplaces discrimination is one of the major issue which is being faced by the
individuals or the employees were being working. This is mainly the unequal, unfair
treatment that happened with the employees in their personal traits. Gender identity, race,
disability, ethnicity, religious views, sexual orientation, age and national origin and majorly
being protected in all such traits. It can be seen that organisation usually face all such
discrimination in job candidates, co-workers, employers and employees. It is being regulated
that all such discrimination regardless being observed as illegal even it is being made by
mistake or intentionally. Moreover, antidiscrimination laws are being implemented from past
50 years and still discrimination is being observed in many areas. There analysed that one
third of adults are facing De different kinds of discrimination. Other than this racial
discrimination is being made in which 35% of black workers are observing discrimination
whereas 49% of various human resource professionals in Black are being affected by such
issue. While analysing the 2020 report the major substantial discrimination is being faced by
LGBTQ+ regarding their job, personal life and other healthcare issues. The employment
discrimination generally affect the working of the company and also it impact the mental
well-being of the employees (Khaitan, 2018).
Merely, it is being noted that it is somehow difficult to manage and analyse the
employment prejudice. This is mainly the sense that the individual will sense before they can
pin it down, within the meantime it requires so much of time in order to verify it. There are
various hostile work places which involve frequent dismissal regarding joking, unintentional
and harmless situations. There is being observe different types of harmless in advertent
activities which revolve around the workplace discrimination and their traits. Some of them
are generally being encountered by law based on racial discrimination as this ProHIBiT to
take all such action in which any of the employee being and just sleeping treated with their
similar sustained qualities (Atrey, 2018). There is a discrimination based on religion where
employees were not being able to perform and practice their religious belief. Colour
discrimination forbidden when the person is being judged according to their skin colour. All
such employees who need the amenities, time and space regardlessly required to manage the
spiritual practises with the proper treatment that is needed to be given as they expect that a
reasonable accommodation will be offered by employers.

Analysis in societal opinion
It is seen that on 18th March 2021, BBC News written in one of their article known as
US house passes crown act will going to end hair discrimination. The implied that house of
representative generally focused on passing the law in order to eliminate all such
discrimination which are against natural hair at school and at work. The crown act was still
not being approved by Senate (creation for respecctfuly opened world for natural hair). It is
being observed that President Joey bidden said all the lawmakers in order to enact and make
the bill to be passed as soon can be made possible. It is being observed that African
Americans reportedly discriminated and mistreated in their school and also at work places
due to the natural hair texture and also the methods are used to protect their styles by twists,
bands, braids and also several positions with hair designs. By the time crown act is being
made, it is being seen that all such discrimination which are being made against the natural
hair will be considered as if they were discriminated on the basis of country or race of origin
in the federal civil rights (Hacker, 2018). Before this all die person who are being in support
usually say that employers have the right to discriminate against the black Americans on their
natural hairstyle. Later on, house of representative managed and focus to remove also
destination on the basis of natural hair in workplace and also in schools so a law is being
passed. They’re confronted regarding the Eurocentric beauty standards through which they
eliminate and remove all such darkening and also the natural aesthetic‘s to be overturning in
Africa. There were large issues and varieties which provides that black is beautiful and
CROWN coalition manage to focus on collaborating with 85 organisation. They ban all such
discrimination on here by analysing and advocating different kind of legalities nationwide.
There is also being recorded in 2021 survey by DOVE along with the CROWN coalition that
about one third of children who are black and are being studying in the white majority school
being discriminated on the basis of the racial hair. And this survey also enlighten us that 80%
of children generally face all such issues at the age of 12.
On eight September 2021 BBC Has also raised one of article in which a mother
denied 5 PM finish went off £1,85,000 payout. In that meantime Alice Thompson urged to
work in a shorter time to manage pick up late for a daughter from the nursery, but there
observed that she eventually quit. There was a real state agent who was being working
formerly has spent about £10,000 in order to pursue a proceeding which was being made
against her former employer (Thompson, 2020). Through that claim she giving the award of
£1,85,000 bye labour court, in that week she told BBC that she faced a long and painstaking
journey. Court ruled that she was being suffering from indirect sexism as the company denies

to consider all her allegations. Meanwhile, when she was keen to return to a job by
completing her maternity leave, where she also asked that if she could go to work in four
days a week and also on time at 5 PM rather than 6 PM in order to pick up her daughter who
is being in kindergarten. Thereby breastfeeding mothers raise a complaint against all jury
service and new mom when start as her manager replied that she can’t afford to work in part
time. The issue raised by arbitral tribunal was being admitted for all the companies failure in
order to consider different detrimental flexible time system made for Mr Thompson and also
legalise their allegations. There is being seen that the judge awarded the compensation to
adequate her loss for about £1,85,000 which were being served for the loss of pension
contribution, income, harm that is being made to her interest and emotion. There is being
seen that even with counselling also performance was being found by co- to be managed in
good enough manner. Plaintive complain for flexible labour has not seem to be considered
rather than it is deter mind and was not considered for the unfair based in various areas on her
gender (Cotter, 2018).
Legislations and case laws
For all workers with disabilities and the job seekers which face the disability there is
been made an act the disability discrimination act of 1995. It applies to all the notifications,
internal trawl nets, advertising and the outdoor. As it pertains to have the employee benefit,
working condition, retirement procedure, recruitment, promotion, selection, training and
career development. There is being implied that all such law play an important part in order
to introduce the implementation of law on December 2 1996. From October 1999, there were
being made reasonable adjustment for all the service providers and the people which were
being facing disabilities in order to give them additional assistance and also to provide
effective changing ways in the services. Later on after five years in 2004 there is being
provided the adjustment related to the physical characteristics and the facilities in order to
remove all the obstacles to enter. They were being made legislation and the obligations to
manage and promote the equality for all such persons facing disabilities that were being
introduced in 2006, there were being made all such collective rights rather than individuals.
In context to employment it is being noted that law generally force the reasonable adjustment
in order to manage the labour practice and also to allow all such employment of the
employees with disabilities. This mainly provides the mechanism in relation to the different
varieties of disabilities which involve sensory, physical, mental health, learning disability and
also the progressive disorders like multiple sclerosis, AIDS (Kullmann, 2018). There is being
seen that so many british law which were being made through the law that are being

attempted to cover the considerable success are being undertaken. Equality act 2010 is made
to frame equal rights review as being mention by Bob Hepple’s. It created modernisation and
also promoted harmony so that it integrates gender, disability, race and all such areas which
will remove discrimination. The major priority is being given for all such existing
antidiscrimination laws is the equality act 2010 which cover all such areas that are needed to
be framed in the English law and also through which a proper clear definition in order to
manage the reduction of discrimination and also to promote the solidarity, equality in the life
of the individuals. This relates to associative, double destination, cognitive discrimination,
pre-employment interviews, transparency, objective justification testing, disability related
issues and all such definitions of disability (SAUNDERS, 2020).
Earlier when equality act 2010 was not being enforced, it is being analysed that so
many tests were being made with an objective justification. The main aim of the law is to
manage and replace all the previous issues which provides that employers and all the
managers should try to manage equality and also demonstrate a legitimate goals to words
proportionate anti discrimination means. In order to manage employment it is being required
to frame higher threshold , as there seems that this is quite difficult to manage the
disadvantages treatment for the employers. Law helps out to provide a clear broader meaning
of disability through which all the individuals which are being involved like the employers,
service provider, managers and the person with disability will able to analyse the meaning of
it and also the rights which are being granted in it. There is also being noted as in context
destination that equality act 2010 helped out in removing all the criticise Asian related to
disability which are important to be claim. Some of the major change in context to
employment is that all the health in relation to job seekers will provide the specific areas to
be permissible. The permitted areas and the questions which are being applied art monitor
application diversity. In order to determine if there is any candidate which can meet their
obligation to manage the interview or any of the reasonable adjustment which is required to
be made by the employer to allow any candidate to be evaluated by judgement. Equality act
2010 also helps in making perceptions and also association through which harassment can be
removed and it promotes transparency related to the public institutions and stipulates the
general employment rate which allows a double destination laws to be applied. All such
individuals who generally claim for destination considers to have two different aspects and
reasons related to race and disability (Gelber, 2019).

CONCLUSION
It can be seen that in today’s time every person is generally talking about
globalisation, democracy and also about the international security and peace. There were so
many issues which can be witnessed regarding to the suffering of faith, interest, ethnic and
general backgrounds in the newspaper, news, films and also in media channels. anti-
discrimination act focused on the element related to legislation which helps out to avoid all
the self-destruction. All such concept on the strategies which are being applied in the
workplace are thereby not at all acceptable from the outside areas. It also helps in managing
the life of government in an easy manner and also to offer all the individuals to make equal
opportunities regarding to salary satisfaction and the job security to manage the standard of
living. Further there is being seen that for the future improvement and growth it is important
to investigate and manage all the extended examination and the requirement of information to
be properly managed. The business structure also helps in proposing the arrangement which
incorporates the attachment and also to maintain the regulations and act.

REFERENCES
Atrey, S., 2018. The intersectional case of poverty in discrimination law. Human Rights Law
Review, 18(3), pp.411-440.
Cotter, A.M.M., 2018. This Ability: An International Legal Analysis of Disability
Discrimination. Routledge.
Gelber, K., 2019. Differentiating hate speech: a systemic discrimination approach. Critical
Review of International Social and Political Philosophy.
Hacker, P., 2018. Teaching fairness to artificial intelligence: existing and novel strategies
against algorithmic discrimination under EU law. Common Market Law
Review, 55(4).
Khaitan, T., 2018. Indirect discrimination. Indirect discrimination’in Kasper Lippert-
Rasmussen ed, Routledge Handbook of the Ethics of Discrimination (Routledge
2017), pp.30-41.
Kullmann, M., 2018. Platform work, algorithmic decision-making, and EU gender equality
law. International Journal of Comparative Labour Law and Industrial
Relations, 34(1).
SAUNDERS, H., 2020. Does the law provide effective equality rights for people with a
visible difference in the workplace? (Doctoral dissertation, Durham University).
Thompson, N., 2020. Anti-discriminatory practice: Equality, diversity and social justice.
Bloomsbury Publishing.