13 January 2025
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because the law prevents us from doing so, because some information is
confidential or to protect the safety or well-being of those involved.
7. KEY CONCEPTS, DEFINITIONS AND EXAMPLES
A. The Equality Act 2010 and Discrimination
Every individual and organisation to whom this Policy applies must not act in a way which
is directly or indirectly discriminatory on the basis of a Protected Characteristic.
The Equality Act 2010 makes it unlawful to discriminate directly or indirectly against
individuals or groups with certain "Protected Characteristics". The "Protected
Characteristics" are listed in section 4 of the Act:
• Age
• Disability
• Gender Reassignment
• Marriage and Civil Partnership
• Pregnancy and Maternity
• Race
• Religion or Belief
• Sex
• Sexual Orientation
Direct Discrimination
Direct Discrimination is defined at section 13(1) of the Equality Act 2010: "A person (A)
discriminates against another (B) if, because of a protected characteristic, A treats B less
favourably than A treats or would treat others."
For example, if an action or decision is taken by a club which treats females less favourably
than males, this would be considered direct discrimination on the grounds of sex, which is
a protected characteristic.
Indirect Discrimination
Indirect Discrimination is defined at section 19(1) of the Equality Act 2010: "A person (A)
discriminates against another (B) if A applies to B a provision, criterion or practice which
is discriminatory in relation to a relevant protected characteristic of B's."
Indirect discrimination occurs where less favourable treatment is not the main effect or
objective of an action or decision.
The nature of indirect discrimination is that the discriminatory effect can be an unexpected
or unforeseen effect of a good faith decision. Complaints of indirect discrimination should