Discrimination

If you’ve been subjected to discrimination, it can leave you feeling overwhelmed, anxious, or isolated. There’s no right or wrong way to feel, and you can do something about it. 

Discrimination is unacceptable, against university policies and prohibited under the Equality Act 2010.

This article explains what discrimination is, your options, and where to find support.

What is discrimination?

Discrimination occurs when an individual or a group of people are treated less favourably than others because of a protected characteristic, which are defined by the Equality Act 2010 as:

  • Age
  • Disability
  • Gender reassignment
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Race
  • Religion or belief (including lack of belief)
  • Sex
  • Sexual orientation

Examples of discrimination

Direct discrimination

Direct discrimination is when someone is treated less favourably than another person because of a protected characteristic.

Some examples:

  • A college rejects a male applicant for a childcare course because they think childcare is only suitable for women — this is unlawful direct discrimination based on sex.
  • A university gives a student with dyslexia extra time for an exam, but refuses a non-disabled student extra time for missing a question — this is not unlawful direct discrimination.

Direct discrimination also includes discrimination based on:

Association – treating someone less favourably because of their connection with a person who has a protected characteristic (for example, a sibling, parent, carer, or friend).

Perception – treating someone less favourably because you mistakenly think they have a protected characteristic.

Indirect discrimination

Indirect discrimination happens when a rule, policy, or practice is applied to all students or staff but has the effect of putting certain people at a disadvantage because of a protected characteristic.

  • This can happen even if the rule was not intended to disadvantage anyone.
  • Examples include denial of opportunities, exclusion, or requirements that unfairly affect certain groups.

Indirect discrimination applies to all protected characteristics except pregnancy and maternity, although actions that disadvantage pregnant students or staff or those who have recently given birth may be treated as indirect sex discrimination.

Proportionate means of achieving a legitimate aim

A rule or policy that disadvantages some students or staff may still be lawful if it is a proportionate means of achieving a legitimate aim.

  • The aim must be legal, non-discriminatory, and real (e.g., maintaining academic standards, ensuring health and safety).
  • The means of achieving it must be appropriate and necessary, though not necessarily the only option.
  • The more serious the disadvantage caused, the stronger the justification must be.

Example:

  • A student with MS is asked not to participate in a chemistry experiment involving volatile chemicals due to justified health and safety risks. This is likely not unlawful indirect discrimination.

I have been subjected to discrimination

Unlawful discrimination is never acceptable.

Your safety and wellbeing

Think It might be useful to think about what constitutes unlawful discrimination.

TalkTo a friend or someone you trust, to discuss your experience. You may wish to seek out specialist or legal advice. 

Seek supportAn advisor can talk through University procedures, complaints, and available support in confidence.

Document what happened

  • Write down details, including dates, times, locations, and any witnesses.
  • Keep any relevant evidence (emails, messages, documents).

Documenting helps whether or not you decide to report the incident.

Consider reporting and seeking a resolution

Report + SupportStudents and staff can report incidents using the University’s Report and Support system. You can submit reports anonymously or request support from an advisor.[Insert link to Report + Support]

University procedure 

If you choose to make a formal complaint, University procedures set out the steps and possible resolutions.  [Insert link to procedures]

Take your time

You don’t need to make decisions immediately; however, there are usually time limits to submitting a discrimination complaint, in employment it’s 3 months - 1 day and for goods and services it’s 6 months minus 1 day. 

Take time to understand your options and speak with an advisor if you need guidance.

Where to get support

  • University counselling and wellbeing services [insert link]
  • Specialist discrimination or equality support services [insert links]
  • ACAS helpline 0300 123 1100. You do not have to give any personal details. 

They can talk through:

  • any work-related problem or question you have
  • what the law says and how it relates to you
  • good practice at work
  • your options, including any risks and benefits
  • External helplines and support organisations [insert link]

Someone I know has been subjected to discrimination

Unlawful discrimination is never okay.

Listen without judgement or interruption

  • Let them lead the conversation and say what they want to share.
  • Avoid “why” questions that could sound blaming.
  • Supportive phrases include:
    • “Thank you for telling me.”
    • “That shouldn’t have happened to you.”
    • “I’m here for you.”

Believe them

Believing their experience is one of the most important ways to support someone.Do not minimise or excuse discriminatory behaviour.

Understand the context

Discrimination may happen as part of a wider pattern of unfair treatment or marginalisation.Acknowledge that their experience is real and valid, even if you cannot fully understand it.

Offer practical help and options

Ask what they want from you:

  • “Would you like help reporting this?”
  • “Do you want me to come with you to speak to someone?”
  • “Would you like me to sit with you while you decide?”

Help them explore options, but do not pressure them to take any particular action.

Respect their decisions

Whether they choose to report or not is their choice.Respect their timing and feelings if they are not ready to report.

Look after yourself too

Supporting someone affected by discrimination can be emotionally challenging. Seek support if you need it and set boundaries for what you can realistically offer.

Challenge discrimination when safe

If you witness discrimination and it is safe to do so, speak up or intervene. Learn more about bystander approaches [insert link].

Educate yourself

Take responsibility to learn about forms of discrimination, equality law, and protected characteristics.This reduces the burden on the person affected and demonstrates allyship. Read more about allyship on our dedicated pages [insert link].

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There are two ways you can tell us what happened

Share anonymously or Share with contact details