dis·crim·i·nate /dis-'kri-mə-ˌnāt/ vi -nat·ed, -nat·ing: to make a difference in treatment or favor on a basis other than individual merit; esp: to make a difference in treatment on a basis prohibited by law (as national origin, race, sex, religion, age, or disability) see also bona fide occupational qualification, equal protection, reverse discrimination, suspect class; civil rights act of 1964 in the important laws section amendment xiv to the constitution in the back matterdis·crim·i·na·tion /dis-ˌkri-mə-'nā-shən/ n
Merriam-Webster’s Dictionary of Law. Merriam-Webster. 1996.
characterize, classify, compare, contrast, designate, determine the essentials, differentiate, diiudicare, discernere, distinguere, divide, draw the line, individualize, internoscere, label, make a choice, make a distinction, make a selection, mark, mark the difference between, note differences, point out, recognize as separate, see the difference, separate, set apart, set off, sift, sort out, tell apart
(treat differently) verb
avoid, be partial, be predisposed, bear a grudge against, bear malice, disapprove of, disfavor, favor, have an affection for, have ill feelings toward, incline toward, lean toward, look down upon, make a distinction, object to, prefer, reject, show an aversion, show bias, show preference, show prejudice, shun, tend toward
associated concepts: age discrimination, discriminate against an employee, discriminate in price, discriminatory tax, equal protection, invidious discrimination, race discrimination, religious discrimination, sex discrimination, unlawful discrimination
call (title), choose, contrast, demarcate, designate, differentiate, discreet, discriminating (distinguishing), distinct (distinguished from others), distinguish, except (exclude), identify, perceive, screen (select), secern, select
Burton's Legal Thesaurus. William C. Burton. 2006
Under various pieces of legislation, the law prohibits discrimination against various sectors of the workforce. Conduct is generally discriminatory where it may be considered to disadvantage a person of a particular sex or race, union members or non-members, ex-offenders, or from late 1996, the disabled. It may occur at recruitment, whilst employed or through termination. It is particularly important because in sex or race discrimination cases, the qualifying period of continuous employment for bringing a claim for dismissal does not apply when based upon discrimination and in such cases the limit on the amount an industrial tribunal may award is inapplicable.
Easyform Glossary of Law Terms. — UK law terms.