Indirect discrimination can often go unnoticed, but its impact can be just as damaging as overt, intentional bias.
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A recent UK employment tribunal ruling has reignited debate about the role of “team fit” in hiring decisions. The case involved Maia Kalina, a Russian applicant who claimed she was rejected from a marketing agency job because she was not outgoing and did not enjoy socialising at the pub—activities she argued were culturally “British.” The tribunal dismissed her claim, stating it was lawful for employers to refuse a candidate if they believed the individual might disrupt office harmony.
Recent research indicates that employee engagement has not recovered to pre-pandemic levels, despite more staff returning to the office. The practice known as “clock-botching” — where employees are physically present but mentally disengaged — became more widespread during the shift to working from home and has remained a challenge for organisations.
A recent UK employment tribunal case has highlighted how intergenerational tension can arise at work. The case involved an employee in her 60s who complained that her employer failed to address what she described as “noisy and boisterous” behaviour from younger colleagues in their 20s and 30s. She argued that this amounted to a breach of equality laws and contributed to her unfair dismissal.
Working from home may have opened doors to level the playing field and create an accessible environment, but is it truly helping people?
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