Dear Hospital Manager, I am writing to inform you of how you can promote anti-discriminatory practices in your hospital. I will write about three different anti-discriminatory practices that would benefit the hospital, the clients and the staff.
The first act I will be talking about is sex discrimination. The sex discrimination act is an act that was enforced to protect both men and women against discrimination or harassment due to their gender in employment, education, and advertising or in the provision of housing, goods, services or facilities. The Sex Discrimination Act 1975 (‘SDA’) covers four types of discrimination: direct discrimination, indirect discrimination, victimisation and harassment. Direct discrimination is when you are treated less favourably than someone of the opposite sex in the same circumstances as you because of your sex. There are now two definitions of indirect discrimination:
In employment or vocational training indirect discrimination occurs when an employer applies a provision, criterion or practice.
In the other areas of the SDA (e.g. education, provision of housing, provision of goods and services, public authorities), indirect discrimination occurs when a condition or requirement is applied which disproportionately disadvantages one sex more than another. For example if a man and a women who worked in a hospital and they both do the same job however the man gets paid more.
Victimisation is when you target someone and sexual harassment is :
Where on the grounds of your sex, you are subjected to unwanted conduct which has the purpose or effect of violating your dignity, or creating an intimidating, hostile, degrading, humiliating or offensive workplace environment for you. It is thought that this definition will include gender-specific abuse. For example if a male nurse was called names like gay by a female nurse just because she thought it was a women’s job. For example is a doctor was called gay just cause of the way...