Discrimination in Real Estate Exists
There is no doubt that access to property remains uneven. Real estate discrimination refers to discriminatory tendencies that impact a person’s ability to rent or purchase property. This unequal treatment of a person in the housing market might be related to social characteristics or the location of a person’s residence.
It could be as simple as working in a cash-focused job and not being able to get credit, or as complex as being refused rights due to sexual orientation or colour of your skin. There are stories of LGBT couples not being allowed to rent or purchase properties or allowed to live in certain areas.
One example of real estate prejudice is when one of the UK’s largest buy-to-let landlords orders his salespeople not to lease his apartments to “colored people” because the odour of curry sticks to the carpet. Fergus Wilson’s Kent property empire is claimed to include 1,000 residences in the Ashford and Maidstone locations. The 70-year-old has a reputation for issuing “offensive directives” about who may lease his properties. Another instance of discrimination was when a black business owner, Selma Nicholls, who has been leasing a “live/work” flat in north London from Sanctuary Housing Association has been paying twice much more rent than her white neighbour who resides in the same premises.
Discrimination on the basis of race is illegal in the United Kingdom. It is also illegal to discriminate based on gender, disability, sexual orientation, religion or belief, or transgender status. The majority of landlords and agents are aware that it is illegal to actively discriminate against persons who have ‘protected characteristics’ under the Equality Act 2010. This implies that landlords and agents cannot discriminate against someone just because of the aforementioned factors.
If you suspect you have indeed been discriminated against, it is critical that you get as much information as possible about what occurred and act swiftly.
- Demand that any decisions be made in record.
- Obtain the identities and work titles of those involved.
- Make a thorough record of what occurred, including what was said, from whom, and the dates and times.
- Consider how you were discriminated against on what grounds; for instance, was another individual of a different nationality treated more favourably and why that might have been.
