ABSTRACT

The Equality Act 2010 replaced a number of pieces of other legislation, such as the Sex Discrimination Act (SDA) 1975, the Race Relations Act (RRA) 1976 and the Disability Discrimination Act 1995. The Act defines the conduct that is prohibited in relation to the protected characteristics. Those considered here are direct discrimination, indirect discrimination, harassment and victimisation. Less favourable treatment in relation to race includes segregation of a person from others. In the case of sex discrimination, no account is to be taken of any special treatment given to a woman in connection with pregnancy or childbirth. It is not enough to show that the employer's requirements have resulted in a detriment. There is a need for a detriment to be shown. The complainant's perception is of the utmost importance. That perception should not be dismissed just because the tribunal does not think that the actions of the respondent amounted to sexual harassment.