Female Worker Wins Sex Discrimination Claim Over Pretty Woman Comment

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Photo Credits: Luca Bravo via Unsplash

After being the target of a pretty woman comment, a female worker has emerged victorious in her sex discrimination claim. Come along as we delve into the details and offer some perspective on the employment tribunal’s ruling.

Although she triumphed with this particular claim, her other allegations, such as sexual harassment, did not hold up. So, we’ll also explore what constitutes sexual harassment and offer guidance on how employees can navigate such situations.

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The Pretty Woman Comment Claim: Unveiling Gender Bias at Crouch Recovery

Emma Nunn worked for G & MJ Crouch & Son Limited, commonly referred to as Crouch Recovery, a vehicle recovery company. However, following several incidents that she believed stemmed from her gender, she resigned and lodged sex discrimination and harassment claims.

During the proceedings, one of the focuses concerned a pretty woman comment involving Miss Nunn’s manager, Adam Crouch. The tribunal learned that Mr Crouch had WhatsApp messaged Miss Nunn requesting her presence during a client meeting. The message alluded that it would be beneficial for her to attend the meeting, as the client “likes pretty women”.

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Understandably, Miss Nunn was unhappy with the comment and stated, “I am not coming if just for [a] pretty face”. Yet, Mr Crouch seemed dismissive of her disgruntlement, saying, “Calm down Royder! OK babes”. Royder recalled a prior incident where he had jokingly told a customer that her name was Emma Royd, playing on the word ‘haemorrhoid’.

Adding to the pretty woman comment, Miss Nunn recounted other incidents that she perceived as further evidence of the discrimination she endured. One notable example involved an alleged assurance of a new Ford Ranger company car that ultimately failed to materialise.

Pretty Woman Comment is Sex Discrimination. Judge ruled comment demeaned female worker’s value to the business. They added that men wouldn’t be asked to join a meeting solely based on their looks.

However, most of Miss Nunn’s claims were dismissed once the proceedings concluded. That was barring the sex discrimination claim concerning the pretty woman comment. Here, Judge Rachel Broughton discussed how Mr Crouch’s comment wasn’t flattering and reduced “her value to the business”. Furthermore, the Judge held male employees wouldn’t have been subjected to similar comments or been asked to attend a meeting solely based on their appearance. As such, this claim succeeded, and we await a future hearing for the remedy.

ACAS’s Guide to Empowerment Over Harassment

While Emma Nunn’s sexual harassment claim stemming from the pretty woman comment case was unsuccessful, it raises concerns about the possibility that others may have encountered similar experiences. So, let’s dive into what it is and when individuals are eligible to make a claim.

The Equality Act 2010 provides some clarity about sexual harassment and protects staff, contractors and job applicants from the behaviour. The legislation outlines that it is “unwanted conduct of a sexual nature” that:

  • Violates another’s dignity or
  • creates an intimidating, hostile, degrading, humiliating or offensive environment for them

Moreover, the act obligates employers to take all reasonable measures to safeguard their staff from the unwanted conduct and proactively prevent its occurrence. Yet, should an individual be faced with such conduct, ACAS provides guidance on what to do next.

READ: ET Sides with Upmarket B&B Worker After Male Boss Claims Changing Sheets is a “Woman’s Job” in Sex Discrimination Case

Initially, they outline the process for the affected individual to lodge a complaint with the employer. This might involve an informal approach; nevertheless, if such an option isn’t viable or suitable, the individual can resort to raising a formal grievance. Regardless of the approach taken, once the complaint is raised, the employer must treat it seriously, being fair and impartial.

Hopefully taking the above steps will lead to a resolution. Unfortunately, this isn’t always the outcome, and in such circumstances, individuals may consider initiating employment tribunal proceedings. To pursue a sexual harassment claim, individuals must meet specific eligibility criteria, and it’s typically advisable to seek legal guidance to navigate the legal process effectively.

Take a Stand – Claim with Redmans Solicitors

If, unlike in the pretty woman comment case, you’ve faced workplace sexual harassment and are uncertain about your next steps, reach out to Redmans Solicitors today. As specialists in employment law with years of expertise, they will start by listening to your story.

Once they grasp the full extent of your situation, they can provide guidance on your potential options. If you have a valid claim, they can support you in pursuing it, offering comprehensive assistance throughout the legal process.

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