sex discrimination In Workplace | English Advanced Project| Farah Harb and Rawya Khatar 5/16/2013 | Sexism when a person or group of people are treated unfairly solely on the basis of their biological sex. It can also involve treating someone less favorably because of his or her connection with an organization or group that is generally associated with people of a certain sex. Discrimination is a particular concern for society when considering it’s effect in the workplace.
Sexism has always been a particular problem in the labor market especially with the formation of capitalism. In the last half of the 20th century this has been especially highlighted due to the increase of woman entering the labor market. This aroused the need for legislation for equal opportunity for both sex’s to be passed in 1975. It stated that discrimination of a persons sex whether male or female was unlawful in employment, union membership, education, provision of goods, services, advertisements and pay.
Discrimination which is based on sex is any form of unjustified adverse differential treatment towards a person or group of people based on gender or gender related characteristics. Protection against sex discrimination includes protection for males and females. Sex discrimination also includes protection against sexual harassment. Sex discrimination covers four domains: first Direct discrimination which is treating someone less favorable because of their actual or perceived sex, or because of the sex of someone with whom they associate.
The terms ageism and sexism were coined about the same time (1969 and 1970, respectively), but sexism has become more widely used than ageism (Schick, 2006:7). Almost everyone has heard of sexism. Until recently, few people had heard of ageism. Both concepts refer to prejudice or discrimination against a category of people: sexism is usually directed against women, and ageism is usually directed ...
Or Indirect discrimination can occur where there is a policy, practice or procedures that applies to all workers, but particularly disadvantages workers of a particular sex. For example, a requirement that job applicants must be six feet tall could be met by significantly fewer women than men. Indirect discrimination can only be justified if it is a proportionate means of achieving a legitimate aim. Besides Harassment it means refusing to hire or romote someone unless he or she has sex with the manager or supervisor or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. And Victimization which is unfair treatment of an employee who has made or supported a complaint about sex discrimination. Jobs can’t be restricted to one sex. In very limited circumstances, there are some jobs which can require that the job-holder is a man or a woman. This is known as an ‘occupational requirement’.
The list of occupational requirements is restricted. One example is where the job holder is likely to work in circumstances where members of one sex are in a state of undress. It is unlawful to discriminate against workers because of their gender. Employers should ensure they have policies in place which are designed to prevent purposes of sex discrimination by rate descending: Starting with recruitment and selection, determining pay, training and development, selection for promotion, discipline and grievances and countering bullying and harassment.
Under the Equality Act 2010, employers must not discriminate because of sex, marriage, civil partnership, pregnancy, maternity, or because you intend to undergo, are undergoing or have undergone gender reassignment. Questions:- 1- Agree or Disagree with sex discrimination? 2 – Sex discrimination covers? 3 – Can jobs ever be restricted to one sex? 4 – Rate Sex Discrimination purposes? 5 – Am I protected from sex discrimination at work?