Berezo, Julie Ann L.

MFC302 (Dr. Villenas)

(1) What is meant by direct discrimination?

Direct discrimination refers to treating someone less favorably because of certain

protected characteristics or attributes. It is a form of discrimination where an individual
is singled out and treated unfairly based on their personal characteristics, without any
justifiable reason. Protected characteristics can include but are not limited to age, race,
sex, religion, disability, sexual orientation, and more.

Here are some examples of direct discrimination:

1. Age Discrimination: Refusing to hire an applicant because they are considered too
young or too old for a position, regardless of their qualifications.
2. Race Discrimination: Treating an employee unfairly based on their racial or ethnic
background, such as passing over an employee for promotion solely because of their
race.
3. Sex Discrimination: Paying male and female employees different salaries for performing
the same job with similar qualifications and experience.
4. Disability Discrimination: Denying job accommodations to a qualified candidate with a
disability, such as refusing to provide a wheelchair-accessible workspace.
5. Religious Discrimination: Not allowing an employee to take time off for religious
holidays or practices when other employees are granted time off for non-religious
reasons.
6. Sexual Orientation Discrimination: Harassing or refusing to promote an employee
because of their sexual orientation or gender identity.
7. Pregnancy Discrimination: Firing or demoting a female employee because she is
pregnant or has recently given birth.
8. Marital Status Discrimination: Treating employees differently based on their marital
status, such as providing benefits to married employees but not to single employees.
9. Nationality Discrimination: Discriminating against someone due to their nationality or
country of origin, like denying job opportunities to non-citizens even if they have the legal
right to work.
10. Gender Identity Discrimination: Refusing to recognize an employee's gender identity and
denying them the right to use the restroom or dress in accordance with their gender
identity.
(2) What characteristics are protected against discrimination in the UK's
Equality Act 2010?

The UK's Equality Act 2010 protects individuals from discrimination based on various
characteristics. These include:

1. Age: This includes protection against age discrimination, ensuring that

individuals are not treated unfairly due to their age, whether they are younger or
older.
2. Disability: Individuals with disabilities are protected against discrimination,
ensuring they have equal access to employment opportunities and reasonable
accommodations.
3. Gender Reassignment: People who have undergone, are undergoing, or intend to
undergo a gender transition are protected from discrimination.
4. Marriage and Civil Partnership: Discrimination based on an individual's marital or
civil partnership status is prohibited.
5. Pregnancy and Maternity: This protects pregnant individuals and those on
maternity leave from discrimination in the workplace.
6. Race: Protection against racial discrimination ensures that individuals are not
treated unfairly because of their race, ethnicity, or nationality.
7. Religion or Belief: Individuals are protected from discrimination based on their
religious beliefs or philosophical beliefs.
8. Sex: Protection against sex discrimination ensures that individuals are not
treated unfairly because of their gender.
9. Sexual Orientation: Discrimination based on an individual's sexual orientation is
prohibited.

This legislation aims to prevent discrimination on the grounds of these characteristics

in various aspects of life, including employment.
(3) What companies are considering or have implemented 'no jab, no job'
employment contracts for new or existing employees?

In January 2022, some companies, particularly those in healthcare and high-risk

settings, have been considering or implementing 'no jab, no job' policies, requiring
employees to be vaccinated against COVID-19 as a condition of employment. An
example is Houston Methodist, a healthcare system in Texas, implemented a COVID-19
vaccination requirement for its employees. This policy aims to enhance patient and
staff safety, support public health goals, comply with health guidelines, minimize
workforce disruptions, and set an example for the community. Vaccination policies in
healthcare settings are intended to create safer environments, reduce disease
transmission risks, and ensure a stable and reliable workforce. Specific reasons for
such policies may vary by organization and jurisdiction.

References:

● UK Government, "Equality Act 2010": Equality Act 2010

● Australian Human Rights Commission, "Discrimination": Australian Human Rights
Commission - Discrimination
● Government of Canada, "Canadian Human Rights Act": Canadian Human Rights
Act
 How This Process Affects KPIs

● Time to Hire: While the process may be

slightly longer due to additional stages,
it leads to more diverse and qualified
hires.
● Cost of Hire: Some expenses may
increase due to inclusivity efforts, but
the enhanced diversity can lead to
reduced turnover and long-term cost
savings.

By implementing this diverse-friendly

recruitment process, Kore aims to attract a
broader range of candidates and create a more
inclusive and innovative workforce, ultimately
improving the company's performance and
success.
 ● Time to Hire: While the process may be slightly longer due to additional stages, it
leads to more diverse and qualified hires.
● Cost of Hire: Some expenses may increase due to inclusivity efforts, but the
enhanced diversity can lead to reduced turnover and long-term cost savings.

By implementing this diverse-friendly recruitment process, Kore aims to attract a

broader range of candidates and create a more inclusive and innovative workforce,
ultimately improving the company's performance and success.