Direct discrimination occurs when someone is treated less favourably in the workplace because of a protected characteristic. Indirect discrimination occurs when a workplace policy or procedure applies to everybody, but it puts those who have a protected characteristic at a disadvantage.

Examples of indirect discrimination could be: An employer introduces a new dress code to the workplace. As part of the rules, they decide to prohibit cornrow hairstyles. This could amount to indirect race discrimination as it is more likely that these hairstyles will be worn by certain racial groups.

Indirect discrimination is where you complain that the discriminator is treating you the same as everyone else and it puts you at a disadvantage because of your disability. For example, you did not get the job because it requires all workers to have a driver’s licence.

Victimisation at work is when you are treated poorly or unfairly because you have made a complaint related to a protected characteristic such as disability or you have helped someone else who has raised a complaint and are seen to be siding with them and are then treated badly.

‘Victimisation’ is being treated unfairly because you made or supported a complaint to do with a ‘protected characteristic’, or someone thinks you did. Protected characteristics under the law are: age. disability.

Associative discrimination (or discrimination by association) is when you treat someone unfairly because of someone else’s protected characteristic. For example, not employing a mother because she has a disabled child is associative disability discrimination.