The Equality Authority has welcomed the recent decision to award €30,000 in compensation for discrimination. The award was made by the Equality Tribunal to Ms. Boyle in relation to her conditions of employment. It was awarded to her on grounds of gender, gender harassment and dismissal. Ms Boyle, who worked as a Housing Manager, was represented at the recent Tribunal hearing by the Equality Authority. She was given the substantial award as compensation for the distress (inclusive of loss of earnings) suffered by her as a consequence of her discrimination.

Ms Boyle, who managed student accommodation in Donegal, was subject to foul and abusive language from her line manager, who asserted that as a woman she could not control the students, ‘what they needed was a man to sort them out’. She was also the subject matter of graffiti in the student accommodation. Ms Boyle was subsequently instructed to arrange job interviews without being made aware that she was to be replaced through the interview process. Witness stated that her replacement ‘had been recruited to replace her. Her replacement had been instructed to fire her on his arrival and to ensure she was off the premises immediately’.

‘No grievance or disciplinary procedure existed and she was never formally informed that there was any issue with her performance during her employment with the respondent’. (DEC-E2009-013, Equality Tribunal)

The respondent, Ely Property Group Ltd, was ordered to introduce a Code of Practice on Harassment, to arrange training on the operation of the Code for all employees with staff management functions, and to issue the respondent with her P45 without any further delay. These measures were in addition to the financial compensation awarded to Ms. Boyle.

“The Boyle case is a timely reminder that employers need to be vigilant in tackling all forms of discrimination and harassment in the workplace. The circumstances of Ms Boyle’s case were particularly severe in that she was deemed unsuitable for a particular job, not because of her performance but because of her gender” said a spokesperson for the Equality Authority.

The case also highlighted the high cost of failing to implement proper procedures to protect employees from discrimination and harassment in the workplace. “The ordering of the implementation of a Code of Practice on Harassment and of management training is particularly welcome and is best practice for any employment to be productive and fair”, the spokesperson added.

“Employees are entitled under the Employment Equality Acts to protection from harassment in the workplace from management, colleagues and customers and to conduct their business in an atmosphere of dignity and respect for all”, the spokesperson concluded.

ENDS