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Gives victims of discrimination a right to make a complaint through a judicial or administrative procedure, associated with appropriate penalties for those who discriminate. Allows for limited exceptions to the principle of equal treatment, for example in cases where a difference in treatment on the ground of race or ethnic origin constitutes a ...
Direct evidence: Although direct evidence of discrimination can be very powerful, courts often give little weight to discriminatory remarks made by persons other than decision makers, "stray" remarks not pertaining directly to the plaintiffs, or remarks that are distant in time to the disputed employment decision.
Institutional discrimination is discriminatory treatment of an individual or group of individuals by institutions, through unequal consideration of members of subordinate groups. Societal discrimination is discrimination by society. These unfair and indirect methods of discrimination are often embedded in an institution's policies, procedures ...
In 2010, existing anti-discrimination law was combined into a single Act of Parliament, the Equality Act 2010. The Equality Act contains provisions forbidding direct, indirect, perceptive and associative discrimination on the basis of sex, race, ethnicity, religion and belief, age, disability, sexual orientation and gender reassignment.
Discrimination, in labeling theory, takes form as mental categorization of minorities and the use of stereotype. This theory describes difference as deviance from the norm, which results in internal devaluation and social stigma [124] that may be seen as discrimination. It is started by describing a "natural" social order.
If we take the 80% rule to apply via the odds ratio, this implies that the threshold odds ratio for assuming discrimination is 1.25 – the other measures of effect size are therefore: =, =, =, (>) = This implies that discrimination is presumed to exist if 0.4% of the variation in outcomes is explained and there is a 0.123 standard deviation ...
(It is also worth noting that in Ingeniørforeningen i Danmark, Advocate General Kokott pointed out that the objectives which might be relied upon to justify direct discrimination, whether under article 6(1), 4(1) or 2(5), were "fewer than those capable of justifying an indirect difference in treatment, even though the proportionality test ...
The need to formulate general legal principles on equality was defined on the basis of (i) acknowledging the pervasiveness of discrimination and the weaknesses in the protection of the right to equality at both international and national levels, (ii) the absence of comprehensive equality legislation in many countries around the world and the recognition that such legislation is necessary to ...