Equality, diversity and human rights

New and updated

• Date:

  1 May 1995

  Type:

  Employment law cases

  Sex discrimination: Mobility clause indirectly discriminatory against women

  In Meade-Hill and another v The British Council, the Court of Appeal holds that the inclusion of a mobility clause in a married woman's contract of employment constituted indirect discrimination against her as a woman under the Sex Discrimination Act 1975.

• Date:

  1 March 1995

  Type:

  Employment law cases

  Sacked for objecting to racist video

  A bar worker dismissed for complaining about the playing of a video recording which included racist jokes was unlawfully discriminated against, rules a Manchester industrial tribunal (Chair: J M Q Hepworth) in Ampadu v Mullane.

• Date:

  1 March 1995

  Type:

  Employment law cases

  Refusal to use non-Muslim interpreters for Bosnian Muslims lawful

  The failure to offer a non-Muslim Bosnian a work experience placement with Bosnian Muslim refugees was discrimination on grounds of religion and thus not unlawful, rules a Reading industrial tribunal (Chair: J G Hollow) in Kesar v (1) British Red Cross (2) Refugee Council.

• Date:

  1 March 1995

  Type:

  Employment law cases

  Identified for redundancy because of IVF absence

  A woman whose absence resulting from IVF treatment was treated as part of her sickness record for redundancy purposes was unlawfully discriminated against on the grounds of sex, rules an Ashford industrial tribunal (Chair: G W Davies) in Robinson v London Borough of Greenwich.

• Date:

  1 March 1995

  Type:

  Employment law cases

  Pakistani doctor discriminated against

  A Pakistani doctor who was not shortlisted for a medical post because he could not meet the job requirements was unlawfully indirectly discriminated against, rules an Edinburgh industrial tribunal (Chair: S Krietman) in Mian v Common Services Agency and Brotherston.

• Date:

  1 March 1995

  Type:

  Employment law cases

  Victimised for accusing MD of being a racist

  A black employee was unlawfully victimised when he was barred from his company's bonus scheme after he accused his managing director of being a racist, rules a London (North) industrial tribunal (Chair: P R K Menon) in Leacock v Zeller & Sons plc.

• Date:

  1 March 1995

  Type:

  Employment law cases

  GOQ applied to 'ladies' lingerie' vacancy

  Being a woman was a genuine occupational qualification for the post of regional manager with "a specialist ladies' lingerie retailer", rules a Reading industrial tribunal (Chair: M C Craft) in Rowson v Contessa (Ladieswear) Ltd.

• Date:

  1 March 1995

  Type:

  Employment law cases

  Office banter no more offensive to women than men

  A woman who was called a "dumb bastard" by her managing director was not less favourably treated than a man would be treated, and general office banter which was no more offensive to women than to men could not be regarded as sexual harassment, says a Manchester industrial tribunal (Chair: P J Russell) in Smith v Bowater Labels Ltd.

• Date:

  1 March 1995

  Type:

  Employment law cases

  Young children led to rejection

  In Cooke v University of Nottingham and Iacovitti a Nottingham industrial tribunal (Chair: D R Sneath) rules that a woman whose job application was rejected because she had two young children was unlawfully discriminated against on grounds of sex.

• Date:

  1 March 1995

  Type:

  Employment law cases

  Asian wouldn't 'fit in'

  A Sri Lankan-born candidate was discriminated against when his application for the post of director of community services was turned down, a Bury St Edmunds industrial tribunal (Chair: D R Crome) has ruled in Abraham v Fenland District Council.