{"id":1920,"date":"2020-05-28T15:45:23","date_gmt":"2020-05-28T14:45:23","guid":{"rendered":"https:\/\/hrteam.ie\/?p=1920"},"modified":"2023-02-17T15:31:34","modified_gmt":"2023-02-17T15:31:34","slug":"pride-month-reminder-to-employers-on-protected-characteristics","status":"publish","type":"post","link":"https:\/\/hrteamservices.com\/en\/pride-month-reminder-to-employers-on-protected-characteristics\/","title":{"rendered":"Pride month reminder to employers on protected characteristics"},"content":{"rendered":"

June is designated as \u2018Pride Month\u2019 and seems as good a time as any for employers to be reminded of their general obligations regarding protected characteristics and discrimination in the workplace.<\/p>\n

Pride Month is dedicated to raising awareness of the concerns facing the LGBTQ+ Community as well as encouraging inclusiveness and celebrating LGBTQ+ culture.<\/p>\n

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This is the 20th anniversary of \u2018Pride Month\u2019 since the initiative was set in place by US President Bill Clinton in 1999. It is a month intended for celebration, as well as the promotion of tolerance regardless of one\u2019s orientation.<\/p>\n

This global event highlights the importance of employers ensuring they remain mindful of their employees\u2019 protected characteristics as set out by equality legislation \u2013 such examples of these would include race, disability and, of course, sexuality and gender.<\/p>\n

For example, an employee must not be made redundant – or overlooked for a potential promotion – solely based on their protected characteristics. Additionally, employers must bear in mind employees\u2019 protected characteristics while pondering potential changes to the business in order to avoid both direct and indirect discrimination.<\/p>\n

Discrimination in the workplace<\/h3>\n

While direct discrimination is relatively simply identified, indirect can be more difficult to account for. Examples of indirect discrimination include installing rules or policies that have bigger impacts on someone with a protected characteristic than it does on someone without one \u2013 such as a job requiring male employees to be clean-shaven.<\/p>\n

While the employer\u2019s intention is to ensure employees are tidy in their presentation, this indirectly discriminates against certain people such as Sikh men who are prohibited from shaving on the basis of religious beliefs. Indirect discrimination isn\u2019t always unlawful. However, it is vital that an employer is capable of demonstrating that they have \u2018objective justification\u2019 for such a policy.<\/p>\n

Protected Characteristics in Ireland<\/h4>\n