The legislation would make it clear that when a victim shows discrimination was a "motivating factor" behind a decision, the burden is on the employer to show it complied with the law.
In the absence of physical injury or actionable discrimination, law makers should steer clear of legislation that attempts to manage that which can only be managed up close and personal.
The Employment Equality (Sex Discrimination) Regulations of 2005 provided clear protection for any woman subjected to "unwanted conduct that has the purpose or effect of violating her dignity or of creating an intimidating, hostile, degrading, humiliating or offensive environment for her".