The Sex Discrimination Act 1975 is applicable to everybody. Generally the act is used to protect workers in many circumstances in the workplace like during the interview session, the chances of being promoted, issues in relation to work etiquette, opportunities for training, job selection, job termination and many others.
According to Sex Discrimination Act 1975, generally the person who is liable for sex discrimination charges is the employer. Even though an employee is discovered to be discriminating on another staff, the employer will still be vicariously liable for the wrong doing. The charges for discriminating are not only effective in the workplace, but can be extended to social events which are after working hours like dinner parties or clubbing activities.
Sex discrimination can be divided into two categories, and this is based on the information provided by the Sex Discrimination Act 1975. The first category is called direct sex discrimination. In this situation an employer discriminates a staff who is usually a woman because of her gender, marital status and her condition during pregnancy.
Disapproving sick medical leave to a woman because she is pregnant is an example of direct sex discrimination. When an employee wants to bring up a claim for discrimination, she is required to come up with a clear comparison by showing the way the employer treated her compared to another male employee. However, there is an exception when the employee is pregnant; she is not required to provide any comparison.
If you have experienced any of these incidents below it implies that you have been sexually discriminated and you have the right to bring up a claim against the employer, as stated in the Sex Discrimination Act 1975.
1. During a job interview you were not asked about your qualification. Instead you were asked about your domestic circumstances.
2. You were not selected for a job or a promotion even though your qualification is higher than the chosen male worker.
3. You were not accepted for a job just because the employer didn't have a proper toilet or you were told that the job was 'dirty work'.
4. You took a maternity leave but discovered that you were demoted after you came back.
Indirect sex discrimination is more difficult to prove and there are certain things to consider before the tribunals can accept the claim from an employee. Unlike direct sex discrimination, according to Sex Discrimination Act 1975, an employer can defend himself against indirect sex discrimination.
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Find out ways to protect yourself from being discriminated. The charges for discriminating are not only effective in the workplace, but can be extended to social events.
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