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Business Unit 13 P2
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Unit 13 P2Current UK and EU legislations
Sex Discrimination act 1975/97-
This act makes it law that men and woman should be treated equally. Therefore, you cannot
discriminate against one person due to their current gender, sex or if they have had their gender
reassigned. For example, if you were to employ a less qualified man over a highly qualified woman
just because of his gender. This would go against the Sex Discrimination act 1995/97 and is therefore
not allowed. It is important that when going through the recruitment process, you don’t choose one
person over another due to there gender. The interviewee’s gender, sex, marital status or whether
they have had a sex change does not need to be brought up in the interview as it is not important
and shouldn’t determine whether they get the job or not.
Race Relations Act 1992-
This act means people should not be discriminated against for there race, colour, nationality, ethnic
origin or national origin. If someone wasn’t chosen because of one of these factors this would go
against the Race relations act 1992 and would therefore be breaking the law. Whilst undertaking the
recruitment process, you must ensure that you are equal with everyone regardless of there race. It is
important not to treat somebody different because of their race or skin colour. When recruiting, it is
important that a business tries to diversify there team instead of being discriminatory and just hiring
a certain type of person based on their race, skin colour, nationality etc. It is best not to ask any
questions about this subject as it is irrelevant to the job interview and will not determine anything.
Equal Pay Act 1970-
This act ensures that men and woman who are working at the same level or doing a job at the same
value are paid equally. This includes all aspects of pay including benefits, childcare allowances,
benefits and car allowances. During the interview It is important to offer the same pay benefits to
everyone regardless of there gender, sex, marital status. The pay and benefits should be determined
before the interview process and should be kept the same for everyone to avoid unnecessary
discrimination.
Disability Discrimination Acts 1995 and 2005-
This act makes it unlawful for a disabled person to be treated less favourably because they are
disabled. Unless their condition makes them unsuitable for the position and there are very good
reasons as to why they cannot be employed within the business, they should not be put at a
disadvantage. If the person is capable of doing the job that you are advertising it is important to
treat them the same as any other applicant and also be accommodating to there needs for example
if they needed wheel chair ramps or special access. As the interviewer it is important to assess
whether this person is suitable for the job in the same way you would with everyone else, so their
disability isn’t a factor unless they would be unsuitable for the job because they are simply unable to
do it. For example, if part of the job required lots of walking around and going up and down stairs
and making lots of errands, someone in a wheelchair may not be able to do this and therefore they
would not be suitable for the job. However, if the job role only required sitting at a desk then a
person in a wheel chair would be able to do this fine, and their disability should therefore not
become a deciding factor when choosing who to employ.
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