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Positive Action, Harassment, and Indirect Discrimination

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Under section 19 of the Equality Act 2010, indirect discrimination is illegal. It entails the use of criterion, provision or conduct to every person, which carries an uneven impact on some individuals and is not justified objectively. For example, a provision that job applicants for a job against certain height would have a higher effect on women compared to men given that the average height for women is much lower compared to that of men. It is a justification for the employer to demonstrate that the stipulation is even a means of attaining a lawful objective.

In R (Seymour-Smith) v. Secretary of state for Employment (2000) UKHL 12, the case was earmarked under the labour law of the United Kingdom and the labour law of the European Union as far as the qualifying period of a job prior to the staff being accrued discharge rights. The House of Lords and the European Court of Justice held that a two-year period of qualification had a detrimental effect on women since that considerably least number of women worked for longer hours to be secured by the unjust dismissal law, even though the state could at that moment achieve in a purposeful rationalization of increasing hiring of staffs (Hunter, 1992). Seymour-Smith case provided a test on the effect that law for equality had on other requirements of the national law.

The case came to a conclusion that member countries should have in place wide diplomacy in the type of social programs they implement, even though their rationality was prone to review by the Court of Justice of Europe. Besides, the evidence quality offered, that in any event there should be no social program that could breach the rule of equality treatment.

It was affirmed by the House of Lords deciding that whilst there might have been intended rationalization in 1991 yet for a two year period of qualification, encounters of such degree could demand a unique evaluation at a later stage in time and a state would be forced to maintain the issue under assessment. Positive actionLaw on discrimination is termed as blind in the sense that the motive is not relevant to discrimination of majorities and minority pleasant treatment.  

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preview essay on Positive Action, Harassment, and Indirect Discrimination
  • Pages: 9 (2250 words)
  • Document Type: Essay
  • Subject: Business
  • Level: Undergraduate
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