Equality & Diversity

What is Equality & Diversity?

Equality of opportunity is about ensuring everybody has an equal chance to take up opportunities on offer and to fulfil their potential. Diversity is about celebrating and valuing how different we all are. This is strongly linked with promoting human rights and freedoms, based on principles such as dignity and respect. Diversity is about recognising, valuing and taking account of people's different backgrounds, knowledge, skills and experiences, as well as encouraging and using those differences to create a productive and effective workforce.

The Equality Act 2010

The Equality Act 2010 legally protects people from discrimination in the workplace and wider society. It replaced 116 separate anti-discrimination laws with one single Act comprising of nine protected characteristics, which set out the different ways in which it is unlawful to treat someone; promoting a more fair and equal society.

What are the 9 Protected Characteristics?

The nine protected characteristics are age, disability, gender reassignment, marriage & civil partnership, pregnancy & maternity, race, religion or belief, sex and sexual orientation.

What are the types of discrimination?

Direct discrimination

This occurs when an individual is treated differently, or worse, than somebody else for certain reasons that relate to one, or more, of the nine protected characteristics, above.

Discrimination by association

This is a result of individuals being treated differently due to having a connection or association with somebody who has a disability. For example, this could be a parent, child, partner, or friend of a disabled person.

Discrimination by perception

This happens when a person or organisation believes an individual has a disability but they do not.

Discrimination arising from disability

When an individual is treated unfairly because of something connected to their disability, rather than the disability itself, the Equality Act states they are being treated unfavourably. Some examples include: Needing regular rest breaks, needing regular toilet breaks, needing regular hospital appointments, needing to work in a quiet environment, needing to use specialist computer equipment, behavioural issues and speech or movement issues.

Indirect discrimination

This occurs when there is a practice, policy, or rule which applies to everyone in the same way, but has a worse effect on some people than others. For example, two policies which could disadvantage people on the grounds of religion are: Asking all members of staff to work on a Saturday, not realising that a Jewish person needs to observe the Sabbath. Asking all members of staff to work on a Sunday, not realising that this is a day of worship for Christians.

Harassment

This is where individuals receive unwanted behaviour from others which either violates their dignity; creates an environment that is intimidating, degrading, offensive, or humility, and/or relates to a disability.

Victimisation

Victimisation is where an employer or organisation puts an individual at a disadvantage because they have either made an allegation about discrimination, or they have supported somebody else who has made an allegation of discrimination.

Duty to make reasonable adjustments for disabled people

Some people or organisations may need to make it easier for individuals to access or do something. In some instances this will involve changing physical features such as: Providing ramps and stairway lifts, making doorways wider, installing automatic doors and providing more lighting and clearer signs In other instances. This may mean providing additional aids, equipment, or services such as: A portable induction loop for people with hearing aids, BSL interpreters, providing information in alternative formats including Braille.