Indirect discrimination means putting in place a rule or policy or way of doing things that has a worse impact on someone with a protected characteristic than someone without one, when this cannot be objectively justified. Harassment includes unwanted conduct related to a protected characteristic which has the purpose or effect or violating someone’s dignity or which creates a hostile, degrading, humiliating or offensive environment for someone with a protected characteristic. Discrimination by association means treating a person less favourably because of their association with a person who has a protected characteristic. For example, not agreeing to a reasonable adjustment such as slightly varying working patterns for a person who needs to care for their disabled husband. Discrimination by perception means treating a person less favourably because you think they have a protected characteristic. Victimisation is treating someone unfavourably because they have taken (or might be taking) action to claim their entitlements or legal rights or supporting somebody who is doing so. Annex D: Public sector specific duties in England, Scotland and Wales The English, Scottish and Welsh Governments have introduced separate, though broadly similar, specific duties which are intended to help public authorities to meet the general public sector equality duty (see Foreword). The Open University is required to meet the legal duties in England only however, as a UK-wide public authority, we have agreed the following principles: Recognising our role in supporting the different Governments of the UK to address equality priorities determined through the democratic process in each country, we will comply with all of the duties in each country, regardless of whether or not we are legally bound by them. We will deviate from this position only where such an approach would be disproportionate. Recognising the need to develop procedural arrangements that can be easily understood and implemented by the majority of OU staff, we will adopt a universal approach wherever possible. We will deviate from this position only where there is a significant difference between the duties in different nations, or where applying a universal principle would be disproportionate. The below summarises the full set of duties for each country.
Indirect discrimination means putting in place a rule or policy or way of doing things that has a worse impact on someone with a protected characteristic than someone without one, when this cannot be objectively justified. Harassment includes unwanted conduct related to a protected characteristic which has the purpose or effect or violating someone’s dignity or which creates a hostile, degrading, humiliating or offensive environment for someone with a protected characteristic. Discrimination by association means treating a person less favourably because of their association with a person who has a protected characteristic. For example, not agreeing to a reasonable adjustment such as slightly varying working patterns for a person who needs to care for their disabled husband. Discrimination by perception means treating a person less favourably because you think they have a protected characteristic. Victimisation is treating someone unfavourably because they have taken (or might be taking) action to claim their entitlements or legal rights or supporting somebody who is doing so. Annex D: Public sector specific duties in England, Scotland and Wales The English, Scottish and Welsh Governments have introduced separate, though broadly similar, specific duties which are intended to help public authorities to meet the general public sector equality duty (see Foreword). The Open University is required to meet the legal duties in England only however, as a UK-wide public authority, we have agreed the following principles: Recognising our role in supporting the different Governments of the UK to address equality priorities determined through the democratic process in each country, we will comply with all of the duties in each country, regardless of whether or not we are legally bound by them. We will deviate from this position only where such an approach would be disproportionate. Recognising the need to develop procedural arrangements that can be easily understood and implemented by the majority of OU staff, we will adopt a universal approach wherever possible. We will deviate from this position only where there is a significant difference between the duties in different nations, or where applying a universal principle would be disproportionate. The below summarises the full set of duties for each country.
OU-EqualityScheme-2016-2020-v1%2000%20FINAL.docx