(Solution) CIPD Summarise the main points of discrimination legislation. (AC3.3)

In modern workplaces, discrimination entail a situation where an employee is not appropriately treated owing to having protected characteristics. In CIPD (2023), this include age factors, disabled, gender reassignment, marriage, pregnant/maternal off, racial orientation, sex and beliefs. In Clean Quarter case, this can include fairness and equality in their workplace (Cooks-Campbell, 2021).

Direct Discrimination

This is evident in an event an individual is treated in a limitedly favourable manner than another individual owing to having protected characteristic such as age and disabilities (EHRC, 2023). For instance, Clean Quarter refusal of recruiting an individual owing to a situation of pregnancy is a direct discrimination on background of sex and against the Equality Act 2010.

Indirect Discrimination

This represent a situation where the organisation legislations or work practices seem to be fair but disadvantaging individuals having protected characteristics (EHRC, 2023). An example include Clean Quarter implementing a working in shift patterns demanding staff for regular working for late at night.

Harassment

This represent a conduct which is not wanted linked to employees having protected characteristics violating an individual dignity, intimidate, hostility, degrade or offending them in their practice. In Clean Quarter, this can exist when black employees are harassed and slurs owing to their gender.

Victimisation

Contributing to an individual to feel victimised owing to making or supporting complaint linked to discrimination or harassment is contrary to the law (Davidson Morris, 2022). For instance, in Clean Quarter, for an employee who raise complain on sexual harassment, cancelling her entitlement such as holidays and cutting down their working hours is contrary to the law.