BUILDING UP DEFESES

AGAINST DISCRIMINATION
TYPES OF DISCRIMINATION
 Age-involves treating an applicant or employee less favorably
because of his or her age. The Age Discrimination in
Employment Act (ADEA) forbids age discrimination against
people who are age 40 or older

 Disability-is when a person with a disability is treated less

favourably than a person without the disability in the same or similar
circumstances.

 Gender Reassignment-The Equality Act 2010 says that you

must not be discriminated against because you are transsexual,
when your gender identity is different from the gender assigned to
you when you were born. For example: a person who was born
female decides to spend the rest of his life as a man

 Marriage and Civil Partnership-The Equality Act says you

must not be discriminated against in employment because you
are married or in a civil partnership. ... Marriage can either be
between a man and a woman, or between partners of the same
sex. Civil partnership is between partners of the same sex.

 Pregnancy and Maternity-is when you're treated unfairly

because you're pregnant, breastfeeding or because you've
recently given birth.

 Race-efers to discrimination against individuals on the basis of

their skin colour, racial or ethnic origin.

 Religion or Belief-involves treating a person (an applicant or

employee) unfavorably because of his or her religious beliefs. ... Religious
discrimination can also involve treating someone differently because that
person is married to (or associated with) an individual of a particular religion.
  Sex-base upon person’s gender
DIRECT DISCRIMINATION
-Direct discrimination is the legal term that applies if
you treat someone less favourably than someone else
has been treated (or would be treated) because the
person belongs to one of the protected groups.Unless
there is a statutory exception, direct discrimination
cannot be excused or defended.
EXAMPLE of an exception is the ability to treat a
disabled person more favourably than a non-disabled
person, for example when making reasonable
adjustments to support the disabled person in either
working or studying.
Exceptions are rare and if you are not sure, it is always
better to check with an HR Business Manager/Advisor,
the University's Equality & Diversity section or
Disability Resource Centre.
INDIRECT DISCRIMINATION
-is when there's a practice, policy or rule which
applies to everyone in the same way, but it has a
worse effect on some people than others. The
Equality Act says it puts you at a particular
disadvantage.
 -Don't Pretend That It Isn't
Happening. Discrimination is unlikely to go
away if you ignore it. 

Talk to people who can

, because of their position or expertise
, provide you with constructive advice
and support.

The most effective way to stop

discrimination is to confront it
immediately and directly.

Don’t rely on your memory. Carefully

record the details of the discrimination
as soon as it occurs

Do not act in ways that could be

seen as “getting back” at the complainant
 Contact Equity Services for information
and advice

If someone complains to you that your

actions or
comments are unacceptable,
or discriminatory, listen closely.

CHOOSE YOUR FRIENDS

JUST IGNORE IT

SUBMITTED BY:
ATHENA
G-10 ST.JOSEPH
 SUBMITTED TO:
VICTOR JOHN C ANUNCIACION