The University of Law is committed to tackling discrimination in all its forms and takes a zero tolerance approach to discriminatory behaviour.
Discrimination is contrary to the Equality Act 2010 and the University of Law’s Equality, Diversity and Inclusion Policy.
The Equality Act (2010) sets out three types of unlawful discrimination: direct discrimination, indirect discrimination, and discrimination arising from a disability.
Citizens Advice has useful information including examples of direct, and indirect discrimination here.
Direct discrimination
Direct discrimination occurs when you treat a person less favourably than you treat (or would treat) another person because of a protected characteristic under the Equality Act. Unless there is a statutory exception, direct discrimination cannot be excused or defended.
An example of the exception is the ability to treat a disabled person more favourably than a non-disabled person. For example, when making reasonable adjustments to support the disabled person in either working or studying. You can find further examples here.
Indirect discrimination
Indirect discrimination occurs when you apply a provision, criteria or practice in the same way for everyone, but this has the effect of putting people sharing a protected characteristic at a particular disadvantage. It doesn’t matter that you did not intend to disadvantage that group. What does matter is whether your action does or would disadvantage that group in some way. You can find further examples here.
Discrimination arising from disability
Discrimination arising from disability occurs when you treat a disabled person unfavourably because of something connected with their disability and cannot justify such treatment.
In cases of discrimination arising from disability, the reason for the treatment does not matter; the question is whether the disabled person has been treated unfavourably because of something connected with their disability. You can find further examples here.
Microaggressions
The Cambridge Dictionary defines microaggressions as a small act or remark that makes someone feel insulted or treated badly because of their race, sex, etc., even though the insult, etc. may not have been intended, and that can combine with other similar acts or remarks over time to cause emotional harm You can access a useful list of examples here.
The Equality and Human Rights Commission (EHRC) promotes and upholds equality and human rights ideals and laws across England, Scotland and Wales. It provides further information on the different types of discrimination, including what is meant by ‘a proportionate means of achieving a legitimate aim’.