The Sex Discrimination Act 1975 is applicable to everybody. Generally the act is used to protect employees in lots of circumstances in the workplace like during the interview session, the opportunities of being promoted, things related to work etiquette, opportunities for training, job selection, job termination and many others.
According to Sex Discrimination Act 1975, generally the one who is responsible for sex discrimination charges is the employer. Even though a worker is found to be discriminating on another employee, the employer will still be vicariously liable for the wrong doing. The charges for discriminating are not only effective at the office, but can be extended to social occasions that are beyond working hours like dinner parties or clubbing activities.
Sex discrimination can be divided into two categories, and this is based on the clauses written by the Sex Discrimination Act 1975. The first category is known as direct sex discrimination. In this condition an employer discriminates an employee who is usually a woman because of her gender, marital status and her condition during pregnancy.
Denying sick medical leave to a woman due to the fact that she is pregnant is an example of direct sex discrimination. When an employee needs to bring up a claim for discrimination, she must provide a clear comparison by showing the way the employer treated her compared to another male employee. However, there is an exception when the staff is pregnant; she will not be required to provide any comparison.
When you have experienced any of these situations below it means 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 interviewed about your domestic circumstances.
2. You were not chosen for a job or a promotion even though your qualification is greater than the selected male employee.
3. You were not accepted for a job just because the employer didn't have a proper toilet or you had been told that the available position was 'dirty work'.
4. You took a maternity leave but discovered that you have been demoted after you came back.
Indirect sex discrimination is harder to prove and there are several things to consider before the tribunals can accept the claim from an employee. Unlike direct sex discrimination, in accordance with Sex Discrimination Act 1975, an employer is allowed to defend himself against indirect sex discrimination.
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