Module 6: Acting About Discrimination

What should you clarify first when deciding how to address discrimination?

• The number of incidents

• The objectives you want to achieve

• The names of the people involved

• The location of the incidents

What is the benefit of attempting an informal resolution to discrimination?

• It guarantees financial compensation

• It avoids the financial burden and emotional stress of legal proceedings

• It is the fastest way to get a resolution

• It always results in an apology

Which method involves an impartial person helping both parties reach an agreement and is non-binding?

• Court action

• Arbitration

• Mediation

• Lodging a complaint

If you choose to pursue court action, what is a potential drawback?

• It guarantees compensation

• It is quick and inexpensive

• It can be lengthy, stressful, and costly

• It doesn't require evidence

What is the first step in gathering information about a discrimination incident?

• Classifying the discrimination type

• Detailing the incident

• Introducing yourself and the alleged discriminator

• Asking for statistical data

Where should you file a discrimination claim?

• Any local government office

• The County Court

• The Supreme Court

• The police station

What is the general time limit for initiating a discrimination claim?

• 3 months from the date of the incident

• 6 months minus 1 day from the date of the incident

• 12 months from the date of the incident

• No time limit

Who can offer assistance for NHS-related discrimination grievances?

• A solicitor

• The police

• Patient Advice and Liaison Service (PALS)

• The Equal Opportunities Commission

What must be included in the claim form when filing a discrimination lawsuit?

• A detailed narration of the incident

• A list of witnesses

• A copy of the Equality Act

• A letter from a mediator

Which characteristic is NOT protected under the Equality Act?

• Age

• Race

• Employment status

• Disability