Breastfeeding discrimination The SDA makes it unlawful to discriminate against women who are breastfeeding, including those who need to express milk. It has nothing to do with mutual attraction or friendship. In the s, anti-discrimination law was significantly expanded. The recommendations relating to sexual harassment included: For example, it may be direct discrimination for a company not to employ a married woman because it assumes she will want to start a family.
The Amendment Act adopted the majority of the recommendations on sexual harassment made by the Commission in its submission. Complaints must be made in writing or by email. In general, women who are pregnant should be able to continue to work in the same way and under the same conditions as other employees, unless there are valid medical or safety reasons. Sexual harassment is any unwanted or uninvited sexual behaviour that is offensive, intimidating or humiliating. Direct and indirect discrimination Discrimination can be direct or indirect. There is no cost involved in making a complaint. Direct pregnancy discrimination happens when a woman is treated less favourably than another person because she is pregnant or because she may become pregnant. According to case law and industrial law, a woman who returns to work after maternity leave has the right to return to the same job she had before going on leave, or to a comparable position if her original job has ceased to exist. Imposing a positive obligation on employers to take all reasonable steps to avoid sexual harassment of or by their employees. For example, it could be discrimination if a bank refused to approve a loan because the applicant was unmarried or was divorced. The SDA makes it unlawful to discriminate when advertising jobs, during recruitment and selection processes, when making decisions about training, transfer and promotion opportunities, and in the terms, conditions and termination of employment. In May the Sex and Age Discrimination Legislation Amendment Act was passed expanding the protections against sexual harassment. These amendments provide important protections and are an encouraging step forward to ensuring gender equality in Australia. When she complained to management about these issues, the treatment became worse. Amending the SDA to include a general prohibition against sexual harassment in any area of public life. However, in many cases, employers can also be held responsible — or vicariously liable — for acts of sexual harassment by their employees or agents. It also covers recruitment processes carried out through recruitment, labour hire and employment agencies. Indirect breastfeeding discrimination occurs when there is a policy, requirement or practice that is the same for everyone but disadvantages women who are breastfeeding. The Sex Discrimination Act forbade both direct and indirect discrimination on the basis of sex, and the Race Relations Act expanded the scope of anti-discrimination law on the basis of race and ethnicity. All types of employers and employment relationships are covered under the SDA, including: If the condition or requirement is unreasonable, it could be unlawful discrimination. The complaint was resolved through conciliation, with the company and agency providing financial compensation to the woman. This may disadvantage women who are breastfeeding as they may need to take breaks to express milk. For example, after working for 11 years with an accounting firm, Erin had been promoted to the role of group auditor. It has nothing to do with mutual attraction or friendship. This can include excluding people of a particular sex from participating in certain competitive sports, acts done under statutory authority and reasonable differences in the provision of insurance and superannuation.
Video about gov agency to prevent sex discrimination:
GENDER DISCRIMINATION at WORKPLACE
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