The law says that you cannot be treated worse or differently simply because of your gender. The law also says that a woman or girl must not be treated badly because she is pregnant or has already had a baby. If this has happened to you it may be against the law.
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What is indirect discrimination?
Indirect discrimination is where a rule that applies equally to everyone unintentionally puts certain groups at a particular disadvantage.
Example: Jane who is 15 applies for a Saturday job in her local shop. This is the first time she has applied for a job. The shop owner tells her that the job requires previous experience of shop work. Although it’s the same rule for all job applicants and the job is open to both younger and older people alike, requiring “previous experience” indirectly excludes many younger people like Jane who because of their age will not have had the chance to get experience. Unless the shop owner can give a very good reason for requiring “previous experience” and can show that it really is necessary for doing the job, this will be against the law.
What is direct discrimination?
Direct discrimination is where you are treated worse because of your age, race, gender, religion, political opinion, age, disability and sexual orientation. For example, a shop keeper, without justification, excludes a group of 16 year olds from his shop simply because he assumes that because they are young they might cause trouble.
What types of discrimination are unlawful?
Under the law it is illegal to treat you unfairly because of your:
Race
Gender
Religion
Political opinion
Age
Disability
Sexual orientation
Will I lose my job if I come out as transgender?
You should not lose your job because you have come out or plan to transition in the workplace. If you come out and are fired shortly after, this could be considered unlawful dismissal and may be an act of discrimination.
Guidance by The Government Equalities Office recommends that employers have an inclusive environment that welcomes transgender people. If someone decides to transition in the workplace they should be supported by an action plan that addresses dates and timescales, records and systems, pronouns and name changes, making colleagues aware of the situation, facilities, and several other concerns. This is to support the individual and retain them as an employee.
If you feel you have been discriminated against for being trans, speak to a legal advisor confidentially on 08088085678, email ree@childrenslawcentre.org or online at REE Live Chat.