Discrimination means treating someone less favourably because of the Recognised Characteristics (The recognised characteristics include gender identity and socioeconomic background alongside the nine Protected Characteristics from the Equality Act 2010) they have or they are assumed to have, or because of the Recognised Characteristics of someone they associate with. There are different types of discrimination:
Direct discrimination
Treating someone less favourably compared to other people because of a recognised characteristic they have, or because they do not share a recognised characteristic with another group.
Example: A group of Trans students on the same course forms a study group. They don’t invite any cisgender students to join the group. If they refused to let a cisgender student join their group, then this could be direct discrimination because they do not have the recognised characteristic of gender reassignment.
Discrimination by association
A form of direct discrimination where someone is treated less favourably because of their connection with someone who has a recognised characteristic that they don’t have themselves.
Example: Some students who share a flat make plans to eat at a new BBQ restaurant. They don’t invite one of their flatmates because their boyfriend is vegan for environmental reasons. This could be discrimination by association against the flatmate because of the religion or belief of their boyfriend.
Discrimination by perception
A form of direct discrimination where someone who doesn’t have a recognised characteristic is treated less favourably because they are assumed to have that recognised characteristic.
Example: A personal academic tutor assumes that one of their students comes from a well-off family because they speak with an RP accent. The tutor doesn’t pass on an email about widening participation events, because they think it won’t be relevant to the student. This could be discrimination by perception of the student's socioeconomic background.
Indirect discrimination
When a policy or decision is applied to everyone that results in less favourable treatment for a group of people who share a recognised characteristic. The University aims to prevent indirect discrimination by using equality impact assessments. However, indirect discrimination may be allowed where we can demonstrate that a policy or decision is proportionate to achieving a legitimate aim.
Example: Some colleagues arrange to meet at a pub after work to get to know each other better. They invite the whole team, but a Muslim colleague says they cannot join if other people are drinking alcohol. The colleagues won’t reconsider their plans and meet in the pub anyway. This could be indirect discrimination because of religion or belief.