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
Treating one person worse than another person because of a protected characteristic. For example, a promotion comes up at work. The employer believes that people’s memories get worse as they get older so doesn’t tell one of his older employees about it, because he thinks the employee wouldn’t be able to do the job.
Indirect discrimination
When an organisation puts a rule or a policy or a way of doing things in place which has a disproportionate impact on someone with a protected characteristic than someone without one. For example, a university estates team is planning to redevelop some of its properties. It decides to hold consultation events in the evening. Many of the female residents complain that they cannot attend these meetings because of caring responsibilities.
A failure to meet our duty to make reasonable adjustments is also considered discriminatory under the ‘Act’. (Further detailed information can be found in the University’s Disability and Inclusion Policy)
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.
Talk To a friend or someone you trust, to discuss your experience. You may wish to seek out specialist or legal advice.
Seek support An 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 + Support Students 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 wellbeing services Support and wellbeing | University of London
- Specialist discrimination or equality support services [insert links]
- TalkCampus - TalkCampus is an app-based peer support network that is free for University of London students studying at one of our Recognised Teaching Centres or online, to give and receive mental health support anonymously, or to call the crisis line to speak to a trained clinician anytime 24/7 who offer support in 26 different languages.
- 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 approaches in our Dignity and Respect Guidance: https://www.london.ac.uk/sites/default/files/dignity-and-respect-guidance-2026.pdf .
Consent Collective - for University of London students based at one of our Recognised Teaching Centres or studying online, you can access video resources and bespoke modules to learn about how to intervene as a bystander.
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].
- Inclusive Culture Hub - for University of London students based at one of our Recognised Teaching Centres or studying online, you can access resources and information on allyship on the Resources page.