Workplace dispute resolution procedures designed to protect sufferers of religious and sexual orientation-related abuse tend to victimise them even further, and usually result in their dismissal or demotion, research shows.
Surveys undertaken by the Institute for Employment Studies (IES) and ACAS, published last week, show that dispute resolution procedures often aggravate the experience of discrimination rather than resolve it.
The IES research found that a major complaint among claimants was the tendency of employers to respond to their complaint by seeing them as the problem, rather than the victim of unfair treatment.
The research tracked the progress of the employment equality regulations on sexual orientation and religion or belief, which became law in 2003.
Participants in the ACAS study, which covered 470 sexual orientation and 461 religion or belief cases, said employment tribunals were a valuable way for their claims of ill treatment to receive an objective hearing. This was felt to be more important than obtaining compensation.
The research also found that different groups faced different kinds of discrimination, with sexual orientation claims more likely to centre on bullying and harassment, and
