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| Sex Discrimination

Summary of the law on SEX DISCRIMINATION
The Sex Discrimination Act 1975 (SDA) outlaws discrimination on the grounds of sex and marital status in employment, education, transport and the provision of goods and services.
En el Reino Unido, existe una ley llamada SDA Sex Discrimination Act 1975 (Discriminacion por genero) sobre discriminación por genero y estado civil delas personas en materias de empleo, eduacion, transporte y la prestación de bienes y servicios.

This booklet is solely concerned with the employment aspects of the SDA.
DIRECT DISCRIMINATION
INDIRECT DISCRIMINATION
VICTIMISATION
HARASSMENT
TRIBUNAL CLAIMS
REMEDIES
Who does the Sex Discrimination Act 1975 (SDA) apply to and when?
Cuando y a quienes se aplica esta ley?
The SexDiscrimination Act 1975 (SDA) applies to all discrimination in the workplace, such as, selection for a job, training, promotion, work practices, dismissal or any other disadvantage such as sexual harassment. If a worker is discriminated against in their contractual terms of employment, then the Equal Pay Act applies. Whist this booklet refers to women in the majority of examples, it should be noted that thelaw applies equally to both men and women.
Esta ley se aplica a toda clase de discriminacion en el lugar de trabajo, tal como en la selección de personal, inducción y entrenamiento, ascensos, practicas laborales, despidos o cualquier acción que vaya en desmedro del trabajador, asi también el acoso sexual. Si un trabajador es discriminado en las condiciones contractuales de su trabajo esta leytambién es aplicable. Esta ley proteje a los trabajadores hombres o mujeres por igual.

Who is liable? Quien es responsable?
Responsibility for sex discrimination usually lies with the employer, but if another employee or worker is found to have discriminated, then the employer will be “vicariously” liable for them as well. This covers not only incidents of discrimination occurring in theactual work place, but may also extend to out of work activities such as Christmas parties and drinks in the pub after work. If the alleged discrimination is about the conduct of another employee, then it’s a good idea to name them on the Tribunal application as well as the employer.
La responsabilidad por la discriminacion sexual generalmente recae en el empleador, pero si otro empleado o trabajadorha igualmente discriminado, entonces el empleador sera solidariamente responsable por ello tambien. Esto cubre no solo los incidentes discriminatorios que ocurran en el lugar de trabajo, sino también se extiende fuera de los horarios normales de trabajo, como las celebraciones de Navidad de la empresa, cocteles o happy hour después del trabajo, Si la discriminación denunciada es sobre laconducta de otro empleado entonces es necesario individualizarlo en el tribunal, al igual que al empleador.

What is direct sex discrimination? Que es la discriminacion sexual?
Direct sex discrimination is when an employer treats a woman less favourably than a man, because of her sex or marital status. It is also direct discrimination to treat a woman less favourably because she is pregnant or hastaken maternity leave. This includes a pregnancy-related illness. The employee bringing the claim has to make a comparison between how she was treated and how a man (either actual or hypothetical) would have been treated, except for cases of alleged pregnancy and maternity discrimination when a comparator is not required. It is irrelevant whether or not the employer intended to discriminate againstthem. Once the person has shown that the employer did discriminate against them directly, employers cannot offer a defence as there is none for these claims.
La discriminacion sexual ocurre cuando un empleador trata a una mujer de manera menos favorable que a un hombre, por el solo hecho de su genero o su estado civil. Es también discriminación tratar a una mujer en forma desfavorable porque...