Indirect discrimination on work

There is no doubt that indirect discrimination is not very evident. However, it is dangerous because it is unethical. Moreover, it can be considered as breaking of Labour Law.

For instance, it is easier for men to become successful in such spheres as politics and sports while there are more women than men working as teachers and nurses. However, sometimes the situation is vice versa- a lady is searching for a trainer, s job while a man applies for a secretary one. If their wishes do not coincide with reality, and it is not explained by their professional qualities, it can be an example of gender discrimination.

A bright example of social status discrimination can be the one of people with disabilities. It cannot be justified when it is not connected with job specifics. For example, some tasks can be adequate both for people who do not have some health problems and for disabled ones. However, HR managers choose healthy people – it is easier to provide necessary conditions for them.

Workers with children also cannot be discriminated because they have chosen a way to be a parent. It does not mean that if a woman has some children, she will spend less time for a job or will chat about her family instead of doing her professional tasks. However, the situation can be the opposite. During redundant procedures, it can be more difficult to save a job of a baby-sitter for a lady without kids than for a woman who has already grown up some children.

Race discrimination, which is connected only with some historical stereotypes, is also dangerous. It should be ceased in our modern world.

In conclusion, I would like to mention that all kinds of discrimination in labour relationships should be punished in order to stop it.

Resources: personal experience

author: nemetona (etxt)