Anti Discrimination In Australia

Discrimination is unequal treatment to an individual based on their sex, religion, ethnicity and so on. It generally occurs in social circumstances, predominately in the working environment. There are two-forms of discrimination, direct and in-direct, both equally unlawful. An example of direct discrimination is a pregnant women is interested in a senior role, despite having more experience and qualifications than other applicants, she was passed over because, ‘We need someone who is more dedicated to the position.’ An indirect example is, it is mandatory to participate in work meetings on Sundays, however you are a religious Catholic who attends mass every Sunday, your employer is preventing you from practicing your religion therefore it is considered indirect discrimination. The purpose of anti-discrimination laws is to avoid this and to foster an environment that lawfully gives us the right to be treated equally and fair regardless of our gender, age, race, ethnicity, nationality, disability, sexual orientation, religion and political opinions.

The following anti-discrimination laws have been in operation at federal levels:
Australian Human Rights Commission Act 1986
The basis of anti discrimination laws in the workforce

Age Discrimination Act 2004
Protects both younger and older Australians in the
Sex Discrimination Act 1984
Protects on the basis of sex, relationship status, pregnancy, potential pregnancy, family responsibilities, equal orientation and gender identity in the workforce (commission agents, contract workers, partnerships)

Fair Work Act
Discrimination in the workforce such as dismissing an employee, not giving employees legal entitlements such as pay or leave, not hiring someone based on gender, age, race, ethnicity, nationality, disability, sexual orientation, religion and political