Comprehensive Analysis of Anti-Discrimination Law and Attributes

This essay provides an analysis of anti-discrimination law, focusing on the comprehensiveness of the current list of protected attributes. It begins with an introduction to anti-discrimination law and its importance in maintaining a fair work environment. The main body of the essay discusses whether the existing protected attributes are sufficient, go too far, or do not go far enough, providing examples from Australian law, including the Fair Work Act and other anti-discrimination acts. The essay highlights the need for more comprehensive attributes and the potential for discrimination based on factors like education and breastfeeding. It also emphasizes the importance of consistent laws and regulations to prevent loopholes. The conclusion summarizes the findings, suggesting that while the law is helpful, there is room for improvement in certain areas. The essay includes a list of references to support its arguments.

Anti Discrimination
Law

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Do you think that the current list of protected attributes is suitably comprehensive, goes too
far, or does not go far enough? Why or why not?.......................................................................1
CONCLUSION................................................................................................................................2
REFERENCES................................................................................................................................3

INTRODUCTION
Anti Discrimination law states that any of the employee should not be discriminated
within the premisses of organisation (Coston and et. al., 2019). It is one of the most crucial law
which helps maintain the decorum of an business organisation. The file will have a discussion on
the topic that whether formation of Anti Discrimination law is appropriate or not, where major
focus will be on some of the additional points in it.
MAIN BODY
Do you think that the current list of protected attributes is suitably comprehensive, goes too far,
or does not go far enough? Why or why not?
Anti-discrimination law is one of the most crucial role in any part of the world because in
current situation various people from different part of the world has to work together. It is one of
those law which allows each and every category of people to perform their part of work in
specific manner. Talking about Australia, different geographical part of states have different
number of attributes for discrimination law.
As number of attributes has been formed in different part but all of them are not sufficient
because still there are some of the criteria where discrimination can be done with employees. For
example Fair Work Act only discuss about 13 attributes which mean there are only thirteen
criteria where discrimination is not allowed. But, there are some of the Australian Anti
Discrimination Act which have more then 13 protested attributes (Nataraj, 2019). In simple
word, it can be said that changes can be brought within the law for effective result.
Although, this laws and regulations are not much and more sufficient but, still all of them
has been formed as per the requirement of situation. It is clear that formation of law has been
made on the basis of requirement but those are not sufficient for future period of time. For
example: The Act like Fair Work Act misses the point related to discrimination on the basis of
eduction where they can bring some of the changes (Protection from discrimination at work,
2018). There are number of occasion where people are being discriminated on the basis of their
qualification which creates issues within the premisses of business organisation. The another
attribute which is missing from Fair Work Act is related with breastfeeding which is not
mentioned and it is the point on which discrimination can be done easily. But, the same law is
not missing in Anti-discrimination Act 1991 (Discrimination and your rights, 2018).
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In addition, it is one of the law where law should be similar and any of the loop hole
should not be given to the people who mainly involves in the activity of discrimination. If in
case, proper laws and regulations has been formed then in that respective situation legal action
can be taken against the person who has been performing the activity of discrimination within
the premisses of organisation.
CONCLUSION
From the detail discussion on the topic of Anti-discrimination, it can be concluded that
formation of this law is helpful but still there are some of the area where it must focus on future
period of time for effective results.
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REFERENCES
Books & Journals
Coston, A.,and et. al., 2019. January. Fair transfer learning with missing protected attributes.
In Proceedings of the 2019 AAAI/ACM Conference on AI, Ethics, and Society (pp. 91-
98).
Nataraj, S., 2019. Equality and discrimination law in Australia: an introduction.
Online
Protection from discrimination at work. 2018. [Online]. Available Through:
<https://www.fairwork.gov.au/employee-entitlements/protections-at-work/protection-
from-discrimination-at-work>
Discrimination and your rights. 2018. [Online]. Available Through:
<https://www.qld.gov.au/law/your-rights/discrimination-and-equality/discrimination-
and-your-rights>
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