Protecting against Discrimination

Corbitt, Terry
December 2004
Management Services;Dec2004, Vol. 48 Issue 12, p20
Academic Journal
This article details some provisions of two European Employment Directives implemented in Great Britain, as of December 2004, that address unfair discrimination in employment. The Employment Equality (Sexual Orientation) Regulations 2003 and the Employment Equality (Religion or Belief) Regulations which came into force on December 2, 2003 aim to ban discrimination in employment and vocational training on grounds of sexual orientation and religion or belief. They apply to all employers whatever their size, in both the private and public sectors including the police. The sexual orientation regulations apply to discrimination on grounds of orientation towards persons of the same sex, the opposite sex and the same and opposite sex (bisexuals). Direct discrimination means that workers or job applicants must not be treated less favorably on grounds of sexual orientation or religion. Indirect discrimination means that an organization must not have selection criteria, employment rules or policies or other practices which disadvantage people on grounds of sexual orientation or religion which cannot be justified. Meanwhile, this article also looks at another piece of legislation which affects the rights of workers called the Public Interest Disclosure Act of 1998.


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