What equality law means - Birmingham Disability Resource Centre

association, by
auxiliary aid
auxiliary service
barriers
Bill
burden of proof
charity
Code of Practice
comparator
As in ‘discrimination by association’. See associated
with.
Usually a special piece of equipment to improve
accessibility.
A service to improve access to something often
involving the provision of a helper/assistant.
In this guide, this term refers to obstacles which get in
the way of equality for disabled workers and other
workers put at a disadvantage because of their
protected characteristics. Unless explicitly stated,
‘barriers’ does not exclusively mean physical barriers.
For more on barriers in relation to disabled workers, see
duty to make reasonable adjustments.
A draft Act, not passed by Parliament.
This refers to whether, in an Employment Tribunal, it is
for the worker to prove that discrimination occurred or it
is for the employer to disprove it. Broadly speaking, a
worker must prove facts which, if unexplained, indicate
discrimination. The burden of proof then shifts to the
employer to prove there was no discrimination. If the
employer cannot then prove that no discrimination was
involved, the worker will win their case.
A body (whether corporate or not) which is for a
statutory charitable purpose that provides a benefit to
the public.
A statutory guidance document which must be taken
into account by courts and tribunals when applying the
law and which may assist people to understand and
comply with the law.
Direct discrimination occurs when an employer treats a
job applicant or worker less favourably than they treat
or would treat another worker in similar circumstances
because of a protected characteristic. The worker with
whom the job applicant or worker compares their
treatment is called a ‘comparator’. Sometimes there is
no actual comparator, but the worker can still claim that
another worker without their protected characteristic
88