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If somebody in charge of school uniforms said that for the school uniform the boys must wear a cap, but all the girls are not allowed because of their gender that would be indirect discrimination

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schoolbeat.org - The All-Wales School Liaison Programme

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Discrimination. Many of us are exposed to it every day, and the effects can be devastating.

The gender pay gap devalues women and their work to only 78 cents on the dollar as compared to men. Many people don't realize, let alone discuss, the fact that Native Americans get shot by police more than any other group. And even as we make strides towards LGBT equality, organizations like the Boy Scouts of America still permit discrimination and hate crimes against transgender people is on the rise, up 13 percent in the last year.

These are all expressions of institutionalized discrimination, and it's been shown by scientific research to wreak havoc in the personal and professional lives of the average American citizen.

Studies have shown that gender discrimination is associated with increased risk for drug abuse and is a critical factor in determining women's health. Homophobia puts LGBT people at significantly greater risk for depression, anxiety, drug abuse, and suicide. Racism has also been shown to increase blood pressure and mortality.

Mental and physical health effects are compounded for those who experience multiple forms of discrimination. They also result in increased risk of absences from work, increased rates of employment termination, and cost our national economy untold millions of dollars.

Whether you're on the front lines of a social movement or struggling with discrimination in your daily life, it can be difficult to survive, let alone find your way forward. Here are five important tips to help you in your journey:

1. Embrace Your Beauty and Strength. Find ways to embrace and celebrate your identity--the strength and beauty of you being you. Read books, talk to people, and go to identity-affirming events. Call upon trusted friends and relatives, people with a healthy sense of self, for support. Also consider seeking the help of a trained professional in your area to create solutions custom-fit to your particular situation and needs.

2. Take Good Care of Yourself and Learn to Cope. One of the best ways you can fight discrimination is by taking good care of yourself. Your survival is not just important; it's an act of revolution. Make your life revolutionary by exercising, eating healthy, and finding ways to de-stress every day.

3. Stand Up For Yourself. Let others know how their words and actions have affected you and those you care about. Fight for your rights. In order to effect change, people need to be made aware that a problem exists. Contact your elected representatives, the ACLU, and the Office for Civil Rights. The more people who can see the real life impact and injustice of what's happening, the more we can fight to end discrimination once and for all.

4. Strategize and Know the Consequences Before You Act. There truly is a time for daring and a time for caution, and an intelligent person knows the difference. Weigh the costs and benefits and decide for yourself what you're able, and willing, to do. Take stock of yourself. Capitalize on your strengths, and put a plan in motion to compensate for your weaknesses. Do your best to protect yourself and others and to minimize risk. Timing is critical. Strategize carefully to achieve maximum impact.

5. Reach Out and Organize. Don't go it alone. People really are stronger, and safer, when they stand together. Mobilize your friends, family, and co-workers. We're stronger when we stand together, share our stories, and make our voices heard. Uniting with others who face a similar situation as you do can help you obtain the resources and social support you need to survive. They can even give you a base to mobilize should you decide to organize and fight for your rights.

_____
DaShanne Stokes is an author, speaker, commentator, and civil rights activist.

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Discrimination. Many of us are exposed to it every day, and the effects can be devastating. The gender pay gap devalues women and their work to only 78 cents on the dollar as compared to men. Many people don't realize, let alone discuss, the fact that Native Americans get shot by police more than any other group.

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Ignore what other are saying and just be happy for who you are and like your identity. Like yourself for who you are.

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Discrimination. Many of us are exposed to it every day, and the effects can be devastating.

The gender pay gap devalues women and their work to only 78 cents on the dollar as compared to men. Many people don't realize, let alone discuss, the fact that Native Americans get shot by police more than any other group. And even as we make strides towards LGBT equality, organizations like the Boy Scouts of America still permit discrimination and hate crimes against transgender people is on the rise, up 13 percent in the last year.

These are all expressions of institutionalized discrimination, and it's been shown by scientific research to wreak havoc in the personal and professional lives of the average American citizen.

Studies have shown that gender discrimination is associated with increased risk for drug abuse and is a critical factor in determining women's health. Homophobia puts LGBT people at significantly greater risk for depression, anxiety, drug abuse, and suicide. Racism has also been shown to increase blood pressure and mortality.

Mental and physical health effects are compounded for those who experience multiple forms of discrimination. They also result in increased risk of absences from work, increased rates of employment termination, and cost our national economy untold millions of dollars.

Whether you're on the front lines of a social movement or struggling with discrimination in your daily life, it can be difficult to survive, let alone find your way forward. Here are five important tips to help you in your journey:

1. Embrace Your Beauty and Strength. Find ways to embrace and celebrate your identity--the strength and beauty of you being you. Read books, talk to people, and go to identity-affirming events. Call upon trusted friends and relatives, people with a healthy sense of self, for support. Also consider seeking the help of a trained professional in your area to create solutions custom-fit to your particular situation and needs.

2. Take Good Care of Yourself and Learn to Cope. One of the best ways you can fight discrimination is by taking good care of yourself. Your survival is not just important; it's an act of revolution. Make your life revolutionary by exercising, eating healthy, and finding ways to de-stress every day.

3. Stand Up For Yourself. Let others know how their words and actions have affected you and those you care about. Fight for your rights. In order to effect change, people need to be made aware that a problem exists. Contact your elected representatives, the ACLU, and the Office for Civil Rights. The more people who can see the real life impact and injustice of what's happening, the more we can fight to end discrimination once and for all.

4. Strategize and Know the Consequences Before You Act. There truly is a time for daring and a time for caution, and an intelligent person knows the difference. Weigh the costs and benefits and decide for yourself what you're able, and willing, to do. Take stock of yourself. Capitalize on your strengths, and put a plan in motion to compensate for your weaknesses. Do your best to protect yourself and others and to minimize risk. Timing is critical. Strategize carefully to achieve maximum impact.

5. Reach Out and Organize. Don't go it alone. People really are stronger, and safer, when they stand together. Mobilize your friends, family, and co-workers. We're stronger when we stand together, share our stories, and make our voices heard. Uniting with others who face a similar situation as you do can help you obtain the resources and social support you need to survive. They can even give you a base to mobilize should you decide to organize and fight for your rights.

_____
DaShanne Stokes is an author, speaker, commentator, and civil rights activist.

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Discrimination. Many of us are exposed to it every day, and the effects can be devastating. The gender pay gap devalues women and their work to only 78 cents on the dollar as compared to men. Many people don't realize, let alone discuss, the fact that Native Americans get shot by police more than any other group.

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Direct discrimination is when people are discriminated for some reason like when you are asked either to take P.E or do art then the teacher says that since you are a girl you have to do art class. It can also be wen you are being treated less because of your friends or people that you are with or people in your family.

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schoolbeat.org - The All-Wales School Liaison Programme

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we should stand up for our selves and take our stand if we are discriminated and not let it effect us. Fight for your own rights.

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Discrimination. Many of us are exposed to it every day, and the effects can be devastating.

The gender pay gap devalues women and their work to only 78 cents on the dollar as compared to men. Many people don't realize, let alone discuss, the fact that Native Americans get shot by police more than any other group. And even as we make strides towards LGBT equality, organizations like the Boy Scouts of America still permit discrimination and hate crimes against transgender people is on the rise, up 13 percent in the last year.

These are all expressions of institutionalized discrimination, and it's been shown by scientific research to wreak havoc in the personal and professional lives of the average American citizen.

Studies have shown that gender discrimination is associated with increased risk for drug abuse and is a critical factor in determining women's health. Homophobia puts LGBT people at significantly greater risk for depression, anxiety, drug abuse, and suicide. Racism has also been shown to increase blood pressure and mortality.

Mental and physical health effects are compounded for those who experience multiple forms of discrimination. They also result in increased risk of absences from work, increased rates of employment termination, and cost our national economy untold millions of dollars.

Whether you're on the front lines of a social movement or struggling with discrimination in your daily life, it can be difficult to survive, let alone find your way forward. Here are five important tips to help you in your journey:

1. Embrace Your Beauty and Strength. Find ways to embrace and celebrate your identity--the strength and beauty of you being you. Read books, talk to people, and go to identity-affirming events. Call upon trusted friends and relatives, people with a healthy sense of self, for support. Also consider seeking the help of a trained professional in your area to create solutions custom-fit to your particular situation and needs.

2. Take Good Care of Yourself and Learn to Cope. One of the best ways you can fight discrimination is by taking good care of yourself. Your survival is not just important; it's an act of revolution. Make your life revolutionary by exercising, eating healthy, and finding ways to de-stress every day.

3. Stand Up For Yourself. Let others know how their words and actions have affected you and those you care about. Fight for your rights. In order to effect change, people need to be made aware that a problem exists. Contact your elected representatives, the ACLU, and the Office for Civil Rights. The more people who can see the real life impact and injustice of what's happening, the more we can fight to end discrimination once and for all.

4. Strategize and Know the Consequences Before You Act. There truly is a time for daring and a time for caution, and an intelligent person knows the difference. Weigh the costs and benefits and decide for yourself what you're able, and willing, to do. Take stock of yourself. Capitalize on your strengths, and put a plan in motion to compensate for your weaknesses. Do your best to protect yourself and others and to minimize risk. Timing is critical. Strategize carefully to achieve maximum impact.

5. Reach Out and Organize. Don't go it alone. People really are stronger, and safer, when they stand together. Mobilize your friends, family, and co-workers. We're stronger when we stand together, share our stories, and make our voices heard. Uniting with others who face a similar situation as you do can help you obtain the resources and social support you need to survive. They can even give you a base to mobilize should you decide to organize and fight for your rights.

_____
DaShanne Stokes is an author, speaker, commentator, and civil rights activist.

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Discrimination. Many of us are exposed to it every day, and the effects can be devastating. The gender pay gap devalues women and their work to only 78 cents on the dollar as compared to men. Many people don't realize, let alone discuss, the fact that Native Americans get shot by police more than any other group.

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There are many forms of discrimination. For example: gender discrimination, race discrimination, colour discrimination, sexual orientation or religion discrimination. An example of gender discrimination could be, since you are a girl you can not play handball. There are man forms of discriminatio

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schoolbeat.org - The All-Wales School Liaison Programme

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There are 4 main reasons why people are discriminated. Insecurity, ignorance, weakness, pride.

1. Insecurity: We might feel insecure because we feel bad and we want to put others down so that we can put ourselves up.

2. Ignorance: God created us so that we can all view us equal and make sure that we experience that.

3. Weakness: We have grown up in a culture, town/city so people use that to discriminate others.

4. Pride: People also discriminate because of their pride that they look better than someone or the other person is handicapped or mentally injured.

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Four Reasons Why We Discriminate

INSIGHTS INTO WHY PEOPLE DISCRIMINATE AND HOW TO STOP

Why do people discriminate against others? What is the motive? What do they hope to gain?

If we understand the answers to those questions, it can help us stop discriminating against others, and enable us to understand and help those who discriminate against us.

Last week, in the aftermath of the Dallas police shootings, we looked at four reasons why Christians should not discriminate. That was in the context of racial discrimination.

This week, we want to include racial discrimination, but go beyond race. People of all races discriminate against those within their own race. So it is important for us all to understand where discrimination comes from, and how we can open ourselves to the Holy Spirit to cleanse it from our hearts.
There are at least four reasons why we discriminate, whether it is against another race, or another person within our race.
Subconsciously, we may be insecure and feel a need to tear others down as a way of raising ourselves up. We are all vulnerable to feelings of inferiority, insecurity and inadequacy. Satan and the fallen world in which we live make sure of that.

Just let someone point out an unflattering physical feature, or incompetence, or deficiency, and the flush of embarrassment or anger that follows is a sure-fire sign of our vulnerability to insecurities.

In situations such as these, we usually either retreat or attack, and discrimination is a tool we may use to attack.

Last week, we looked at reasons why we should not discriminate. They included the fact that we are created in the image of God, that God views us as equal in His eyes, that we should "do unto others as we would have others do unto us," and that God created diversity throughout His creation, and He intends us to experience unity in the midst of diversity.

If we don't know these things, were never taught these things, or were taught the opposite, we may be more vulnerable to the temptations brought on by insecurity.

We may have grown up in a culture of discrimination. Our family, our school, our town/city may have had discrimination as a value, and though we may have known or sensed that it was wrong, we did not have the personal strength to stand against it. Peer pressure is a powerful thing.

We may find some who are different from us genuinely off-putting, and out of a sense of superiority, we look down on them.

Again, this goes way beyond race. It may involve those who are mentally or physically handicapped, those who are "odd-looking", those who are above or below us in the socio-economic ladder, those who are culturally different. And because there is a genuine aversion, we indulge our aversion and discriminate against others.
There are surely other reasons why we discriminate, but we don't need to look at all the reasons why. We just need to see a representative sample to conclude that it is wrong, and we need to forsake it.
Growing up, I was socially ambidextrous. I both experienced and exhibited discrimination. I grew up in borderline poverty, and I keenly felt the condescension of those better off financially. Instead of inoculating me against discrimination, this insecurity only fed my tendency to raise myself up by tearing others down when the situation seemed to call for it.

Insecurity, ignorance, weakness and pride were all part of my "zoo" of foibles that I have had to give to the Lord for His cleansing action.

We are called upon, not to discriminate, but to love (Romans 13:8). Whether it is race, socio-economics, disabilities, cultural values, or any other difference, we are to honor others as those created in the image of God, with inherent and infinite value, just as we are. Recognizing and accepting this, as I said last week, elevates us without inflating us, and humbles us without debasing us.

Christians need to get this right. If we do not, who will? The truth compels us, and the Holy Spirit strengthens us (Galatians 5:16). As we love our neighbors as ourselves, let us do unto them as we would have them to unto us. (Luke 6:31)

If you know someone you think may find this blog valuable, please forward it to them. I am always glad to hear from readers. Write me at max@bravenewdiscipleship.com. I will not be able to answer all emails, but I may address in future blogs the questions/issues you raise. And, please "Like" my Facebook page at http://www.facebook.com/maxanders.author

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INSIGHTS INTO WHY PEOPLE DISCRIMINATE AND HOW TO STOP Why do people discriminate against others? What is the motive? What do they hope to gain? If we understand the answers to those questions, it can help us stop discriminating against others, and enable us to understand and help those who discriminate against us.

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The law which says you mustn't be discriminated against is called the Equality Act 2010. If you've been discriminated against at work, you may be able to take action against your employer under the Act.

Read this page to find out about things you should think about before taking action against your employer.

Time limits

If you've been discriminated against at work, or when applying for a job, it's always best to act as quickly as possible. This is because if you want to take your complaint to the employment tribunal, you need to make your claim within 3 months of the discrimination happening, even if you're trying to resolve the problem informally first.

Are you someone who's protected against discrimination at work?

If you want to take action about discrimination, you need to be someone who's protected against discrimination at work under the Equality Act. If you're a job applicant, an agency worker or an employee within the meaning of the Act, you're someone who's protected against discrimination.

Have you been discriminated against?

Before you take action about discrimination, you need to be reasonably sure unlawful discrimination has taken place according to the Equality Act.

If the treatment doesn't count as discrimination under the law, you may still have been treated badly or unfairly and you may be able to do something about that. You have other rights under employment law or under your contract and you can take action against your employer if they breach these rights.

Think about what happened

If you think you've experienced unlawful discrimination and you want to take action about it, you'll need to establish the facts of your case. This will help you decide whether unlawful discrimination has taken place and also support your case when you take action.

Thinking about the following things will help you establish the facts of your case:

the details of the employer who may have discriminated against you

what exactly happened?

when and where did it happen?

who was involved and what's their relationship to you - for example, your line manager or a colleague?

did anyone see it happen - are there any witnesses?

what were the circumstances around each incident? Investigating these circumstances may show that factors other than discrimination were involved.

what disadvantage or harm did you suffer?

do you have any specific examples of unfair treatment? It's important if you want to bring a discrimination claim that you have some specific examples of unfair treatment.

why do you think you were treated unfairly in each of these situations?

have you experienced or complained about discrimination before?

Work out what outcome you want

When deciding what action to take about discrimination at work, you'll need to think about what you're trying to achieve. You'll also need to think about how quickly you need to get a result.

If you take your case to the employment tribunal, you may have to wait a long time before your case is heard by the tribunal. Sometimes you may have to wait 6 to 12 months from when you make your claim.

You may want:

the discrimination against you to stop or an apology from your employer

to be reinstated or re-engaged

your employer to look again at a decision they've already taken

a change in your employer's policies

staff training in discrimination issues

compensation for financial loss or for injury to feelings or stress.

It's often best to try to resolve your problem informally first. It may stop the problem getting worse and avoid the expense of taking legal action. But you need to make sure you don't run out of time in case you want to make a claim to the employment tribunal.

What can you get from an employment tribunal ?

If your claim for discrimination is successful, the employment tribunal can order the employer to pay you compensation if you've suffered financial loss or injury to feelings, including stress.

It can also make a recommendation to the employer to do something - for example, to review their equal opportunities policy or to allow you to return to work part-time after your maternity leave. The employer doesn't have to comply with the recommendation, but if they don't you may get more compensation.

Other things you should do

You should keep all your correspondence and other documentation which relates to the incidents. Try to think if there are any documents you've lost which may be important and make a list of these documents.

Look at your employer's policies which are relevant to your complaint - for example, an equal opportunities policy, bullying and harassment policy or a sickness policy. Check your contract or staff handbook to see what it says about your situation.

It may also be a good idea to try and find out if other colleagues have experienced similar discrimination. If this is the case you may be able to take group action.

Next steps

Other useful information

Equality Advisory Support Service (EASS)

If you have experienced discrimination, you can get help from the EASS discrimination helpline.

Equality and Human Rights Commission (EHRC)

You can find useful information about discrimination on the EHRC website.

Acas

Acas (Advisory, Conciliation and Arbitration Service) provides free and impartial information and advice on all aspects of workplace relations and employment law.

To talk to an adviser about your employment problem, call the Acas helpline on 0300 123 1100.

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taking action about discrimination at work

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taking action about discrimination in employment

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Before you take action about discrimination at work

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The law which says you mustn't be discriminated against is called the Equality Act 2010. If you've been discriminated against at work, you may be able to take action against your employer under the Act. Read this page to find out about things you should think about before taking action against your employer.

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Four Reasons Why We Discriminate

INSIGHTS INTO WHY PEOPLE DISCRIMINATE AND HOW TO STOP

Why do people discriminate against others? What is the motive? What do they hope to gain?

If we understand the answers to those questions, it can help us stop discriminating against others, and enable us to understand and help those who discriminate against us.

Last week, in the aftermath of the Dallas police shootings, we looked at four reasons why Christians should not discriminate. That was in the context of racial discrimination.

This week, we want to include racial discrimination, but go beyond race. People of all races discriminate against those within their own race. So it is important for us all to understand where discrimination comes from, and how we can open ourselves to the Holy Spirit to cleanse it from our hearts.
There are at least four reasons why we discriminate, whether it is against another race, or another person within our race.
Subconsciously, we may be insecure and feel a need to tear others down as a way of raising ourselves up. We are all vulnerable to feelings of inferiority, insecurity and inadequacy. Satan and the fallen world in which we live make sure of that.

Just let someone point out an unflattering physical feature, or incompetence, or deficiency, and the flush of embarrassment or anger that follows is a sure-fire sign of our vulnerability to insecurities.

In situations such as these, we usually either retreat or attack, and discrimination is a tool we may use to attack.

Last week, we looked at reasons why we should not discriminate. They included the fact that we are created in the image of God, that God views us as equal in His eyes, that we should "do unto others as we would have others do unto us," and that God created diversity throughout His creation, and He intends us to experience unity in the midst of diversity.

If we don't know these things, were never taught these things, or were taught the opposite, we may be more vulnerable to the temptations brought on by insecurity.

We may have grown up in a culture of discrimination. Our family, our school, our town/city may have had discrimination as a value, and though we may have known or sensed that it was wrong, we did not have the personal strength to stand against it. Peer pressure is a powerful thing.

We may find some who are different from us genuinely off-putting, and out of a sense of superiority, we look down on them.

Again, this goes way beyond race. It may involve those who are mentally or physically handicapped, those who are "odd-looking", those who are above or below us in the socio-economic ladder, those who are culturally different. And because there is a genuine aversion, we indulge our aversion and discriminate against others.
There are surely other reasons why we discriminate, but we don't need to look at all the reasons why. We just need to see a representative sample to conclude that it is wrong, and we need to forsake it.
Growing up, I was socially ambidextrous. I both experienced and exhibited discrimination. I grew up in borderline poverty, and I keenly felt the condescension of those better off financially. Instead of inoculating me against discrimination, this insecurity only fed my tendency to raise myself up by tearing others down when the situation seemed to call for it.

Insecurity, ignorance, weakness and pride were all part of my "zoo" of foibles that I have had to give to the Lord for His cleansing action.

We are called upon, not to discriminate, but to love (Romans 13:8). Whether it is race, socio-economics, disabilities, cultural values, or any other difference, we are to honor others as those created in the image of God, with inherent and infinite value, just as we are. Recognizing and accepting this, as I said last week, elevates us without inflating us, and humbles us without debasing us.

Christians need to get this right. If we do not, who will? The truth compels us, and the Holy Spirit strengthens us (Galatians 5:16). As we love our neighbors as ourselves, let us do unto them as we would have them to unto us. (Luke 6:31)

If you know someone you think may find this blog valuable, please forward it to them. I am always glad to hear from readers. Write me at max@bravenewdiscipleship.com. I will not be able to answer all emails, but I may address in future blogs the questions/issues you raise. And, please "Like" my Facebook page at http://www.facebook.com/maxanders.author

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INSIGHTS INTO WHY PEOPLE DISCRIMINATE AND HOW TO STOP Why do people discriminate against others? What is the motive? What do they hope to gain? If we understand the answers to those questions, it can help us stop discriminating against others, and enable us to understand and help those who discriminate against us.

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Discrimination causes the persons wellbeing to be hurt by firing someone for a job or discouraging people it can be anything that the person does. That person who was discriminated, would hurt the persons emotions by fairness, from that situation.

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Since the Civil Rights Act of 1964, the United States has used the force of nationwide law to prohibit discriminatory treatment in the job and housing markets, in government and educational institutions, and at stores and facilities serving the general public. Many legally proscribed forms of exclusion and ill treatment are directed against people because of their race, ethnicity, national origin, religion, gender, age, and disability status. To this day, efforts continue to extend protections to additional groups, including gay, lesbian, bisexual, and transgender people. What about the experiences and wellbeing of Americans who are members of more than one disadvantaged group? Since the 1980s, black feminist scholars have argued that research solely looking at blacks, or at women, fails to adequately capture life at the intersection of these two identities that put people at risk for discrimination. Neither the health nor experiences of bias are adequately captured when one such identity group is studied as if it were separate from others.

Core American values of fairness and equality inspire nondiscrimination measures, but there is also an important health rationale. Research has repeatedly confirmed what common sense suggests: when people are subjected to discriminatory acts ranging from subtle putdowns to outright harassment or exclusion from opportunities, their personal wellbeing suffers. Discrimination contributes to health inequalities - and fighting bias can reduce them.

The Harmful Effects of Discrimination

Discrimination typically refers to unfair treatment of people on the basis of social identities defined by race, gender, sexual orientation, ethnicity, or religion. Many Americans report facing discrimination that constrains their livelihood - for example, when they are unfairly fired or denied a job or promotion, when they are denied a bank loan or medical treatment, or when they are discouraged by a teacher from pursing further education. Banned by law, such blatant forms of discrimination also affect victims' health by depriving them of jobs, medical treatments, and other benefits and opportunities that keep them out of poverty and open doors of opportunity.

In addition, discrimination harms health by causing personal distress. Being unfairly fired from a job, for example, hurts a person's sense of fairness and wellbeing as well as his or her economic fortunes. Beyond harm from currently unlawful actions, the wellbeing of those who suffer bias is undermined by everyday ill treatment - for example, when they are called names or insulted, disparaged as not very smart, or treated as if they are threatening or dishonest despite doing nothing wrong. Like other strains and traumas, day-to-day experiences of discrimination can wear victims down, placing them at increased risk for mental and physical illness.

Why is that? Researchers have found that victims of discrimination often have heightened physiological responses, including elevated blood pressure and heart rate. In addition, ongoing struggles to cope with discrimination lead to lower self-esteem or a reduced sense of personal efficacy. Victims may turn to unhealthy means of coping such as drug and alcohol abuse; and they may stop regularly taking medications or keeping medical appointments. Further, because discrimination is not experienced evenly across the population, researchers find that it contributes to the persistence of disparities in mental and physical health along societal fault lines of race, gender, sexual orientation, or even physical statuses such weight or appearance.

Double Discrimination Can Heighten the Health Burdens

In my research, I have asked whether multiply disadvantaged youth and adults face extra discrimination and, as a result, greater risk for poor mental and physical health. The answer turns out to be yes. When characterized by more than one disadvantaged status, young people and adults (age 25 to74) are more likely to face multiple forms of discrimination than people not defined by any disadvantaged status or people with just one disadvantaged status. Because doubly disadvantaged people have extra exposure to bias, they are also more likely to suffer from mental and physical health problems. They simply experience unfair treatment more frequently. For example, black women report racial slights in social situations where women predominate, and they also experience sexist discrimination in their own racial communities.

What Can be Done?

Banning discrimination by law is an important basic step. Anti-discrimination laws must be maintained for currently covered social categories and expanded to protect vulnerable people in statuses still not included - such as sexual orientation, gender identity and expression, and weight. In addition, laws and legal practice should acknowledge the unique experiences of multiply disadvantaged individuals. Their discrimination cases are often not successful in court, perhaps because the complexity of multiple forms of discrimination is not well understood.

Laws are not enough, however, unless widely understood and actively carried through.

People who work at organizations with an equal employment opportunity office and formal training about diversity are more likely to file discrimination claims when necessary. Knowledge and organizational resources empower people to seek remedies.

Diversity training for managers also helps to reduce the number of discrimination claims.

When legal violations are found, remedies are most effective when they move beyond compensation to individual victims to establish reformed organizational practices.

Finally, it is crucial to recognize that the current legal model places the burden of proof on victims, even though it is often very difficult to prove intentional discrimination by an individual, institution, or employer. Moreover, because Americans today tend to view discrimination as a thing of the past, victims often face social skepticism and self-doubt. The extra mental labor involved in replaying personal experiences and deciding what, if anything, to do can exacerbate stress and health problems. All Americans who care about the ongoing fight against social discrimination must work to raise awareness that serious problems persist and must be aggressively countered both in law and daily practice.

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How Discrimination Hurts Health and Personal Wellbeing

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Since the Civil Rights Act of 1964, the United States has used the force of nationwide law to prohibit discriminatory treatment in the job and housing markets, in government and educational institutions, and at stores and facilities serving the general public.

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Harassment is when you make a remark about someones age or how they look. Also if you make an offensive comment about them.

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Age discrimination involves treating an applicant or employee less favorably because of his or her age.

The Age Discrimination in Employment Act (ADEA) forbids age discrimination against people who are age 40 or older. It does not protect workers under the age of 40, although some states have laws that protect younger workers from age discrimination. It is not illegal for an employer or other covered entity to favor an older worker over a younger one, even if both workers are age 40 or older.

Discrimination can occur when the victim and the person who inflicted the discrimination are both over 40.

Age Discrimination & Work Situations

The law prohibits discrimination in any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, benefits, and any other term or condition of employment.

Age Discrimination & Harassment

It is unlawful to harass a person because of his or her age.

Harassment can include, for example, offensive or derogatory remarks about a person's age. Although the law doesn't prohibit simple teasing, offhand comments, or isolated incidents that aren't very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).

The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.

Age Discrimination & Employment Policies/Practices

An employment policy or practice that applies to everyone, regardless of age, can be illegal if it has a negative impact on applicants or employees age 40 or older and is not based on a reasonable factor other than age (RFOA).

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Age discrimination involves treating an applicant or employee less favorably because of his or her age. The Age Discrimination in Employment Act (ADEA) forbids age discrimination against people who are age 40 or older. It does not protect workers under the age of 40, although some states have laws that protect younger workers from age discrimination.

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To keep a sustainable relationship there are personal ways and business ways. One level of interactions is personal which is characteristics, feelings, emotions, and culture. The other one is business is knowledge products, skills, and service.

The Five Stages are:

1. Listen: When you are listening you have a good posture. You are listening with your eyes, mind, and ears. It is also about the tone in how you speak in.

2. Accept: Accepting is when you are allowing everybody's ideas and valuing them their benefits, and their behavior with judgement.

3.Respect: When you are respecting people you allow their feelings and opinions to come through.

4. Care: When you care for others you are caring by offering your support to hep their well being.

5. Trust: When you are providing service you must be reliable, honest, and also demonstrate competence.

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Guest post by Anthony Chiminello

Much of what I am about to share with you is a result of what I have learned over many years in successfully building relationships with government, business and individuals across Australia and Asia. My professional background is in real estate, therefore I often use the analogy that if the foundation of a property is robust, then it will stand the test of time regardless of instabilities.

Relationships can be complex and much research has been dedicated to this topic, therefore I am not advocating one size fits all. However, I have identified five anchors that have assisted me in the past, and which will make your journey in building sustainable business relationships between our cultures a little easier.
The importance of strong personal relationships
When two parties connect with each other, there are basically two levels of interaction at play:

Personal - characteristics, feelings, emotions and culture

Business - skills, knowledge products and services

Many Australian businesses have a tendency to be business focused, which is like putting the cart before the horse. The success of cross-cultural connections is firstly dependent on a strong personal relationship.

Numerous benefits result from building personal relationships:

More meaningful, long term and sustainable connections

Ability to overcome difficulties through trust and open exchange of ideas

Greater efficiency, effective performance and ability to leverage mutually beneficial opportunities

Promotes creativity, fun and a greater competitive advantage

Reliability, support and recommendations to other networks

The Five Keys
I have taken a short practical approach to summarising the five keys (inner qualities) for building a sustainable relationship. Each quality can be viewed independently; however they are interlinked and provide enormous benefits when practiced together.
1. Listen
The art of listening is the ability to pick up verbal and non-verbal messages using all of your senses, including your eyes, ears and mind. It requires the discipline to remain silent and focused on the topic, types of words used, tone of voice and body language. Simple techniques for developing listening include:

Clear the mind of distracting thoughts by writing down all ideas prior to interaction

Be silent, open minded, focused on the topic and receptive to ideas

Show genuine empathy and listen to the gestures and body language with your eyes

Benefits - promotes greater understanding on all levels and facilitates the ability to ask relevant questions. It increases efficiency, productivity and minimises potential conflict or misunderstandings.
2. Accept
The art of acceptance is the ability to recognise and be open to other people's values, beliefs and behaviours without judgment or prejudice. Simple techniques for developing acceptance include:

Be open minded and focus on the opportunity to learn as opposed to seeing differences

Improve your knowledge of the culture, region and ethnic group you are dealing with

Be sensitive to the culture and willing to adopt it in your planning and business

Benefits - promotes flexibility, harmony and the ability to work more effectively.
3. Respect
The art of respect is the ability to acknowledge and show sincere interest in other people's opinions and feelings. It involves valuing other points of view and treating people with dignity. Simple techniques for developing respect include:

Speak clearly and slowly with an attitude of politeness and kindness

Acknowledge and satisfy the needs of others

Compromise and negotiate as opposed to seeing "right or wrong"

Benefits - promotes dignity and the feeling that everyone has equal importance and value.
4. Care
The art of caring is the ability to show genuine support in the wellbeing of others, as opposed to an obligation. Simple techniques for developing care include:

Connect emotionally and show genuine support to solve their problems

Be willing to assist on a personal as well as a business level where possible

Treat them as a friend and give them more than they expect

Benefits - promotes a deeper engagement, which creates loyalty.
5. Trust
The art of trust is the willingness to demonstrate honesty, reliability and competence in the services you provide. Simple techniques for developing trust include:

Be accomplished in your skills and abilities, and be reliable

Build a common bond by understanding the culture, language and values

Adopt the qualities of empathic listening, accepting, respecting and caring

Benefits - promotes long-term success through the open exchange of ideas, issues and motives.
Self-management strategy
I believe each of the above qualities can only be effective if they are a natural part of our character, as opposed to adopting them as a temporary strategy when the need arises. I suggest that you take the time to study the meaning of each quality and reflect on how you can incorporate these into your daily life so that they become an integral part of your work ethic.

The success in building cross-cultural relationships must start with the self by aligning our character to the qualities that we preach.
Anthony Chiminello is the Director of Bridgeworld Intentional Pty Ltd, an international property consultancy. He has more than 25 years' experience in building relationships between Australia and Asia and is also the Founder of Cultural Harmony Now, an organization that creates and supports cross-cultural projects and partnerships for social and economic benefit. Anthony is also the coordinator of Insight Management Forums, a Melbourne-based initiative featuring leading-edge speakers from diverse cultures who share their personal stories and life changing experiences. You can email Anthony at anthony@bwi.com.au

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The Five Keys to Building Sustainable Relationships - Australian Institute of Management Blog

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Guest post by Anthony Chiminello Much of what I am about to share with you is a result of what I have learned over many years in successfully building relationships with government, business and individuals across Australia and Asia.

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About how to make a sustainable relationship

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Guest post by Anthony Chiminello

Much of what I am about to share with you is a result of what I have learned over many years in successfully building relationships with government, business and individuals across Australia and Asia. My professional background is in real estate, therefore I often use the analogy that if the foundation of a property is robust, then it will stand the test of time regardless of instabilities.

Relationships can be complex and much research has been dedicated to this topic, therefore I am not advocating one size fits all. However, I have identified five anchors that have assisted me in the past, and which will make your journey in building sustainable business relationships between our cultures a little easier.
The importance of strong personal relationships
When two parties connect with each other, there are basically two levels of interaction at play:

Personal - characteristics, feelings, emotions and culture

Business - skills, knowledge products and services

Many Australian businesses have a tendency to be business focused, which is like putting the cart before the horse. The success of cross-cultural connections is firstly dependent on a strong personal relationship.

Numerous benefits result from building personal relationships:

More meaningful, long term and sustainable connections

Ability to overcome difficulties through trust and open exchange of ideas

Greater efficiency, effective performance and ability to leverage mutually beneficial opportunities

Promotes creativity, fun and a greater competitive advantage

Reliability, support and recommendations to other networks

The Five Keys
I have taken a short practical approach to summarising the five keys (inner qualities) for building a sustainable relationship. Each quality can be viewed independently; however they are interlinked and provide enormous benefits when practiced together.
1. Listen
The art of listening is the ability to pick up verbal and non-verbal messages using all of your senses, including your eyes, ears and mind. It requires the discipline to remain silent and focused on the topic, types of words used, tone of voice and body language. Simple techniques for developing listening include:

Clear the mind of distracting thoughts by writing down all ideas prior to interaction

Be silent, open minded, focused on the topic and receptive to ideas

Show genuine empathy and listen to the gestures and body language with your eyes

Benefits - promotes greater understanding on all levels and facilitates the ability to ask relevant questions. It increases efficiency, productivity and minimises potential conflict or misunderstandings.
2. Accept
The art of acceptance is the ability to recognise and be open to other people's values, beliefs and behaviours without judgment or prejudice. Simple techniques for developing acceptance include:

Be open minded and focus on the opportunity to learn as opposed to seeing differences

Improve your knowledge of the culture, region and ethnic group you are dealing with

Be sensitive to the culture and willing to adopt it in your planning and business

Benefits - promotes flexibility, harmony and the ability to work more effectively.
3. Respect
The art of respect is the ability to acknowledge and show sincere interest in other people's opinions and feelings. It involves valuing other points of view and treating people with dignity. Simple techniques for developing respect include:

Speak clearly and slowly with an attitude of politeness and kindness

Acknowledge and satisfy the needs of others

Compromise and negotiate as opposed to seeing "right or wrong"

Benefits - promotes dignity and the feeling that everyone has equal importance and value.
4. Care
The art of caring is the ability to show genuine support in the wellbeing of others, as opposed to an obligation. Simple techniques for developing care include:

Connect emotionally and show genuine support to solve their problems

Be willing to assist on a personal as well as a business level where possible

Treat them as a friend and give them more than they expect

Benefits - promotes a deeper engagement, which creates loyalty.
5. Trust
The art of trust is the willingness to demonstrate honesty, reliability and competence in the services you provide. Simple techniques for developing trust include:

Be accomplished in your skills and abilities, and be reliable

Build a common bond by understanding the culture, language and values

Adopt the qualities of empathic listening, accepting, respecting and caring

Benefits - promotes long-term success through the open exchange of ideas, issues and motives.
Self-management strategy
I believe each of the above qualities can only be effective if they are a natural part of our character, as opposed to adopting them as a temporary strategy when the need arises. I suggest that you take the time to study the meaning of each quality and reflect on how you can incorporate these into your daily life so that they become an integral part of your work ethic.

The success in building cross-cultural relationships must start with the self by aligning our character to the qualities that we preach.
Anthony Chiminello is the Director of Bridgeworld Intentional Pty Ltd, an international property consultancy. He has more than 25 years' experience in building relationships between Australia and Asia and is also the Founder of Cultural Harmony Now, an organization that creates and supports cross-cultural projects and partnerships for social and economic benefit. Anthony is also the coordinator of Insight Management Forums, a Melbourne-based initiative featuring leading-edge speakers from diverse cultures who share their personal stories and life changing experiences. You can email Anthony at anthony@bwi.com.au

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The Five Keys to Building Sustainable Relationships - Australian Institute of Management Blog

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Guest post by Anthony Chiminello Much of what I am about to share with you is a result of what I have learned over many years in successfully building relationships with government, business and individuals across Australia and Asia.

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Teaching about discrimination. It is a video

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Discrimination: Crash Course Philosophy #41

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People say that discrimination is bad but they do it without even realising otherwise their emotions take over. There are some times that people are not really discriminated because they are blind and if they have to fly a plane for example then things would not work out and that would be for the safety of other people and that person. People can also be discriminated because they might feel uncomfortable.

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Discrimination: Crash Course Philosophy #41

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Participating in a complaint process is protected from retaliation under all circumstances. Other acts to oppose discrimination are protected as long as the employee was acting on a reasonable belief that something in the workplace may violate EEO laws, even if he or she did not use legal terminology to describe it.

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People judge each other based on their sex which means that they are also being bias so the other person feels bad and not welcomed which is which they should feel.

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Sex discrimination involves treating someone (an applicant or employee) unfavorably because of that person's sex, including the person's sexual orientation, gender identity, or pregnancy.

Discrimination against an individual because of gender identity, including transgender status, or because of sexual orientation is discrimination because of sex in violation of Title VII. For more information about LGBTQ+-related sex discrimination claims, see Sexual Orientation and Gender Identity Discrimination.

Sex Discrimination & Work Situations

The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment.

Sex Discrimination Harassment

It is unlawful to harass a person because of that person's sex, including the person's sexual orientation, gender identity, or pregnancy. Harassment can include "sexual harassment" such as unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person's sex, including the person's sexual orientation, gender identity, or pregnancy. For example, it is illegal to harass a woman by making offensive comments about women in general.

Both the victim and the harasser may be any sex, and the victim and harasser may be the same sex or a different sex.

Although the law doesn't prohibit minor teasing, offhand comments, or isolated incidents that are not frequent or serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).

The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, a subordinate, or someone who is not an employee of the employer, such as a client or customer.

Sex Discrimination & Employment Policies/Practices

An employment policy or practice that applies to everyone, regardless of sex, can be illegal if it has a negative impact on the employment of people of a certain sex and is not job-related or necessary to the operation of the business.

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Sex discrimination involves treating someone (an applicant or employee) unfavorably because of that person's sex, including the person's sexual orientation, gender identity, or pregnancy. Discrimination against an individual because of gender identity, including transgender status, or because of sexual orientation is discrimination because of sex in violation of Title VII.

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Religion discrimination is about what someone beliefs and how this is 1 way that you can be discriminated. This is also a pretty sensitive thing which might mean we look into it from a wellbeing perspective.

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Religious discrimination involves treating a person (an applicant or employee) unfavorably because of his or her religious beliefs. The law protects not only people who belong to traditional, organized religions, such as Buddhism, Christianity, Hinduism, Islam, and Judaism, but also others who have sincerely held religious, ethical or moral beliefs.

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This is about how people are discriminated by race discrimination. This is because people judge them based on what their race is. Color discrimination is when you are discriminated by your skin color.

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approved
this website is on how it can impact someones wellbeing

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Since the Civil Rights Act of 1964, the United States has used the force of nationwide law to prohibit discriminatory treatment in the job and housing markets, in government and educational institutions, and at stores and facilities serving the general public. Many legally proscribed forms of exclusion and ill treatment are directed against people because of their race, ethnicity, national origin, religion, gender, age, and disability status. To this day, efforts continue to extend protections to additional groups, including gay, lesbian, bisexual, and transgender people. What about the experiences and wellbeing of Americans who are members of more than one disadvantaged group? Since the 1980s, black feminist scholars have argued that research solely looking at blacks, or at women, fails to adequately capture life at the intersection of these two identities that put people at risk for discrimination. Neither the health nor experiences of bias are adequately captured when one such identity group is studied as if it were separate from others.

Core American values of fairness and equality inspire nondiscrimination measures, but there is also an important health rationale. Research has repeatedly confirmed what common sense suggests: when people are subjected to discriminatory acts ranging from subtle putdowns to outright harassment or exclusion from opportunities, their personal wellbeing suffers. Discrimination contributes to health inequalities - and fighting bias can reduce them.

The Harmful Effects of Discrimination

Discrimination typically refers to unfair treatment of people on the basis of social identities defined by race, gender, sexual orientation, ethnicity, or religion. Many Americans report facing discrimination that constrains their livelihood - for example, when they are unfairly fired or denied a job or promotion, when they are denied a bank loan or medical treatment, or when they are discouraged by a teacher from pursing further education. Banned by law, such blatant forms of discrimination also affect victims' health by depriving them of jobs, medical treatments, and other benefits and opportunities that keep them out of poverty and open doors of opportunity.

In addition, discrimination harms health by causing personal distress. Being unfairly fired from a job, for example, hurts a person's sense of fairness and wellbeing as well as his or her economic fortunes. Beyond harm from currently unlawful actions, the wellbeing of those who suffer bias is undermined by everyday ill treatment - for example, when they are called names or insulted, disparaged as not very smart, or treated as if they are threatening or dishonest despite doing nothing wrong. Like other strains and traumas, day-to-day experiences of discrimination can wear victims down, placing them at increased risk for mental and physical illness.

Why is that? Researchers have found that victims of discrimination often have heightened physiological responses, including elevated blood pressure and heart rate. In addition, ongoing struggles to cope with discrimination lead to lower self-esteem or a reduced sense of personal efficacy. Victims may turn to unhealthy means of coping such as drug and alcohol abuse; and they may stop regularly taking medications or keeping medical appointments. Further, because discrimination is not experienced evenly across the population, researchers find that it contributes to the persistence of disparities in mental and physical health along societal fault lines of race, gender, sexual orientation, or even physical statuses such weight or appearance.

Double Discrimination Can Heighten the Health Burdens

In my research, I have asked whether multiply disadvantaged youth and adults face extra discrimination and, as a result, greater risk for poor mental and physical health. The answer turns out to be yes. When characterized by more than one disadvantaged status, young people and adults (age 25 to74) are more likely to face multiple forms of discrimination than people not defined by any disadvantaged status or people with just one disadvantaged status. Because doubly disadvantaged people have extra exposure to bias, they are also more likely to suffer from mental and physical health problems. They simply experience unfair treatment more frequently. For example, black women report racial slights in social situations where women predominate, and they also experience sexist discrimination in their own racial communities.

What Can be Done?

Banning discrimination by law is an important basic step. Anti-discrimination laws must be maintained for currently covered social categories and expanded to protect vulnerable people in statuses still not included - such as sexual orientation, gender identity and expression, and weight. In addition, laws and legal practice should acknowledge the unique experiences of multiply disadvantaged individuals. Their discrimination cases are often not successful in court, perhaps because the complexity of multiple forms of discrimination is not well understood.

Laws are not enough, however, unless widely understood and actively carried through.

People who work at organizations with an equal employment opportunity office and formal training about diversity are more likely to file discrimination claims when necessary. Knowledge and organizational resources empower people to seek remedies.

Diversity training for managers also helps to reduce the number of discrimination claims.

When legal violations are found, remedies are most effective when they move beyond compensation to individual victims to establish reformed organizational practices.

Finally, it is crucial to recognize that the current legal model places the burden of proof on victims, even though it is often very difficult to prove intentional discrimination by an individual, institution, or employer. Moreover, because Americans today tend to view discrimination as a thing of the past, victims often face social skepticism and self-doubt. The extra mental labor involved in replaying personal experiences and deciding what, if anything, to do can exacerbate stress and health problems. All Americans who care about the ongoing fight against social discrimination must work to raise awareness that serious problems persist and must be aggressively countered both in law and daily practice.

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How Discrimination Hurts Health and Personal Wellbeing

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Since the Civil Rights Act of 1964, the United States has used the force of nationwide law to prohibit discriminatory treatment in the job and housing markets, in government and educational institutions, and at stores and facilities serving the general public.

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gender discrimination, is when someone says something isn't suitable for you, or a stereotypical comment about you.

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schoolbeat.org - The All-Wales School Liaison Programme

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Some people are discriminated in schools due to the persons ability levels. People should be encouraging the ones with the disabilities rather that making fun of them and teasing them.

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Educational discrimination is illegal in the UK under a number of different Acts that put the emphasis on schools as well as other governing bodies and authorities.

Disability discrimination in education

The Disability Discrimination Act of 1995, which was amended by the Educational Needs and Disability Act in 2001 states that an educational establishment is being discriminatory if it treats a child less favourably because of their disability and cannot show that this treatment was ever justified. Under the Act Schools must make plans to show how they will extend accessibility to education for disabled students and that they must change their facilities to guarantee these students are not put at a disadvantage. In 2006, as a direct result of the 2005 Disability Discrimination Act, the Disability Equality Duty emerged. This duty places the responsibility of publication of Disability Equality Schemes on Public Authorities. Schools must now show they understand the importance of promoting equality of opportunity, encouraging positive attitudes towards disability, encouraging disabled people to participate and to ensure that the right steps are taken to meet the pupil's needs.

Gender discrimination in education

Educational discrimination on the basis of gender is illegal with regards to section twenty two of the Sexual Discrimination Act which was amended in 2005. This Act means it is now unlawful if schools discriminate, refuse an application, deny access to services and facilities or unfairly exclude a pupil on the basis of their gender. There is an exception to this made in section twenty six with regards to single sex educational establishments, which are allowed to discriminate with regards to their admissions policies. The Equality Act of 2006 introduced the Gender Equality Duty, which came into effect in 2007, and this places a legal duty on public authorities such as schools and higher education establishments to help get rid of any unlawful gender discrimination. As part of this, these public bodies must create and enact a Gender Equality Scheme to accomplish this legal duty. These schemes must also be open to assessment and monitoring, as well as annual progress reports.

Racial discrimination in education

Section seventeen of the Race relations Act makes it unlawful for an educational institution to discriminate against any pupil on the basis of their race. The Act identifies that discrimination in the areas of the application process, provision of facilities and services and exclusion are generally considered unlawful. However it is not unlawful to provide members of certain racial groups with facilities and services that meet the special needs of that group. The act was amended in 2001 to give public authorities a statutory duty to develop racial equality by encouraging equality of opportunity and good relations between races as well as discouraging any unlawful discrimination on the grounds of race. This duty ensures that both schools and higher education institutions must monitor and assess the effect of their policies on staff, parents and pupils and relations between various racial groups. Schools are only required to take reasonable steps to publish annual reports while higher education establishments must provide a written statement of their equality policies. Educational institutions also have a statutory duty to record any incident of racism that takes place in their establishments, in writing. They must then report this incident to their Local Authority or, if it is serious enough, to the police.

If a parent thinks that their child has been discriminated against on the basis of their race, gender or disabilities they must lodge a claim with either the Special Educational Needs and Disability (SEND) First Tier tribunal or the County Court. Claims to the County Court could end with damages while a claim to SEND will result in actions such as apologies, recognition of discrimination and further training to combat future discrimination.

Other legal topics that may interest you

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Disability, Gender, Racial Discrimination in Schools

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Educational discrimination is illegal in the UK under a number of different Acts that put the emphasis on schools as well as other governing bodies and authorities. The Disability Discrimination Act of 1995, which was amended by the Educational Needs and Disability Act in 2001 states that an educational establishment is being discriminatory if it treats a child less favourably because of their disability and cannot show that this treatment was ever justified.

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Some people are discriminated because of this because of what has happened to them in the past in which they could not do and another person discriminates them. They also get discriminated by the other people in their family. They could get discriminated by physical or even mental disability

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U.S. Equal Employment Opportunity Commission

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You are not allowed to be harassed because of your age, and an example is making a remark about someones age. You can not employ, hire, fir, pay, job assignments, promote, layoff, training, and any benefits on dependence of age. Age discrimination is about how people are discriminated about their or someone else's age.

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Age discrimination involves treating an applicant or employee less favorably because of his or her age.

The Age Discrimination in Employment Act (ADEA) forbids age discrimination against people who are age 40 or older. It does not protect workers under the age of 40, although some states have laws that protect younger workers from age discrimination. It is not illegal for an employer or other covered entity to favor an older worker over a younger one, even if both workers are age 40 or older.

Discrimination can occur when the victim and the person who inflicted the discrimination are both over 40.

Age Discrimination & Work Situations

The law prohibits discrimination in any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, benefits, and any other term or condition of employment.

Age Discrimination & Harassment

It is unlawful to harass a person because of his or her age.

Harassment can include, for example, offensive or derogatory remarks about a person's age. Although the law doesn't prohibit simple teasing, offhand comments, or isolated incidents that aren't very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).

The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.

Age Discrimination & Employment Policies/Practices

An employment policy or practice that applies to everyone, regardless of age, can be illegal if it has a negative impact on applicants or employees age 40 or older and is not based on a reasonable factor other than age (RFOA).

# data[].attributes.attachment_link.description
Age discrimination involves treating an applicant or employee less favorably because of his or her age. The Age Discrimination in Employment Act (ADEA) forbids age discrimination against people who are age 40 or older. It does not protect workers under the age of 40, although some states have laws that protect younger workers from age discrimination.