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Under the Equality Act 2010, it is unlawful to subject someone to mistreatment because of their: This is the type of discrimination most people will face.If a person is intentionally treated less favourably purely based on the fact that they possess one or more of their protected characteristics, then it is direct discrimination.If someone is directly discriminated against because they associate with someone who has a protected characteristic – whether it be a parent, child, partner, or friend – it is considered associative discrimination.

Likewise, being supportive and amiable towards colleagues in your healthcare environment will infuse them with feelings of positivity and the motivation to also treat others well.It’s important to keep yours in check so to prevent indirect discrimination.Remember: a person from another religion’s view of life will differ greatly from your own, and you must be accepting of their ideologies.And yet discrimination in the healthcare industry is widespread – targeted at both service users and fellow caregivers – ranging from gender inequality, through ageism and racism, to the mistreatment of transgender people.Anyone could be a victim of unlawful mistreatment because everyone can identify with at least one of the protected characteristics.If someone is mistreated or denied equal opportunity because of a protected characteristic that the person discriminating thinks they have, it is considered perceptive discrimination.It is discrimination regardless of whether or not the person actually possesses the characteristic.The definition of harassment is simple: unwanted conduct related to a protected characteristic, which violates an individual’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment for that individual.Even if the harasser is ‘just having fun’ or ‘wasn’t being serious’, it is still harassment nonetheless.Any instance of discrimination can and should be reported.Employers have a legal duty to take action and investigate the matter as soon as it comes to their knowledge that discrimination or harassment is taking place in their organisation – whether it be from an employee or a third party.