There are laws that govern against discrimination based on gender, civil partnership or marriage, gender reassignment, Maternity leave and pregnancy, sexual orientation etc. In the UK, it is an offence to discriminate any individual. However, discrimination is still prominent at the workplace.
Gender segregation in the work place according to functionalist’s theory, explains that it occurs due to increased responsibility of women. Women are seen to have less commitment, training and expertise in the job market. Most employers end up paying them less salary as compared to their male colleagues at the same level (Klein, 1985, p.80). Gender ideologies always prevent gender equality in the labour market. The block diagram bellow explains the cycle of the inequality perspective leading to negative perception on women by the employers.
There are more ways by which discrimination is experienced in the work place in the UK. Direct inequality happens when employer for instance offer driving job to only male applicants while indirect discrimination cases occur where given work condition only favour one group of people. Women are forced to work until late and even overtime irrespective of any domestic responsibility that they have.
Harassment of any kind is a way of reflecting inequality at the work place. This mainly takes place in the offices or dinners held by the company for the employees. Most of which are sexual harassment. In addition, victimization at work place is rampant. The employer usually may favour one person of the opposite sex based on personal interest. Treating a person unfairly also amounts to discrimination at work (Klein, 1985, p.67). This mainly happen the employees who are ignorant of their rights. With this, inequality based on gender or race is felt in Some UK companies.
Britain had formed a commission referred to as