indirect discrimination Where an employer applies (or would apply) an apparently neutral practice, provision or criterion which puts people with a particular protected characteristic at a disadvantage compared with others who do not share that characteristic, unless applying the practice, provision or criterion can be objectively justified by the employer. instruction to When someone who is in a position to do so instructs discriminate another to discriminate against a third party. For example, if a GP instructed their receptionist not to register anyone who might need help from an interpreter, this would amount to an instruction to discriminate. job evaluation scheme See job evaluation study. job evaluation study This is a study undertaken to assess the relative value of different jobs in an organisation, using factors such as effort, skill and decision-making. This can establish whether the work done by a woman and a man is equal, for equal pay purposes. See also equal work. judicial review A procedure by which the High Court supervises the exercise of public authority power to ensure that it remains within the bounds of what is lawful. knowledge This refers to knowledge of a disability which, in person’s some circumstances, is needed for discrimination to occur. The required knowledge is of the facts of the disability but an employer does not also need to worker’s realise that those particular facts are likely to meet the legal definition of disability. less favourably Worse so favourable means the same – ‘less treatment’ as ‘worse treatment’. liability Legal responsibility. An employer is legally responsible for discrimination carried out by workers employed by you or by your agents, unless you have taken all reasonable preventative steps.
indirect discrimination Where an employer applies (or would apply) an apparently neutral practice, provision or criterion which puts people with a particular protected characteristic at a disadvantage compared with others who do not share that characteristic, unless applying the practice, provision or criterion can be objectively justified by the employer. instruction to discriminate When someone who is in a position to do so instructs another to discriminate against a third party. For example, if a GP instructed their receptionist not to register anyone who might need help from an interpreter, this would amount to an instruction to discriminate. job evaluation scheme See job evaluation study. job evaluation study This is a study undertaken to assess the relative value of different jobs in an organisation, using factors such as effort, skill and decision-making. This can establish whether the work done by a woman and a man is equal, for equal pay purposes. See also equal work. judicial review A procedure by which the High Court supervises the exercise of public authority power to ensure that it remains within the bounds of what is lawful. knowledge This refers to knowledge of a person’s disability which, in some circumstances, is needed for discrimination to occur. The required knowledge is of the facts of the worker’s disability but an employer does not also need to realise that those particular facts are likely to meet the legal definition of disability. less favourably Worse – so ‘less favourable treatment’ means the same as ‘worse treatment’. liability Legal responsibility. An employer is legally responsible for discrimination carried out by workers employed by you or by your agents, unless you have taken all reasonable preventative steps.
what_equality_law_means_for_you_as_an_employer_-_flexible_working.docx