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Victimisation
 
occurs when a person is penalised for giving information or taking action in pursuit 
of a claim of discrimination. 
In addition, 
harassment 
is the use of threatening, intimidatory, offensive or abusive language or behaviour.
QUESTION 
Indirect discrimination
 
Suggest four examples of practices that would constitute indirect discrimination on the grounds of sex. 
ANSWER 
(a) 
Advertising a vacancy in a primarily male environment, where women would be less likely to see it. 
(b) 
Offering less favourable terms to part-time workers (given that most of them are women). 
(c) 
Specifying age limits which would tend to exclude women who had taken time out of work for 
child-rearing. 
(d) 
Asking in selection interviews about plans to have a family (since this might be to the detriment 
of a woman, but not a man). 
 
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PART D: LEADING AND MANAGING INDIVIDUALS AND TEAMS 
 
346
 
2.1 Applying the law 
In the UK, the obligation of non-discrimination applies to all aspects of employment, including 
advertisements, recruitment and selection programmes, access to training, promotion, disciplinary 
procedures, redundancy and dismissal. The main source of legislation in this area is the Equality Act 
2010 (TSO, 2010). 
There are certain exceptions ('genuine occupational qualifications') in which discrimination of a sort may 
be permitted. For example, a firm may prefer a man over a woman if there are reasons of physiology 
(not strength), privacy/decency (closely defined) or legal restrictions, eg work outside the UK, where 
'laws or customs are such that the duties could not, or could not effectively, be performed by a woman'. 
The legislation does not
 
permit