Equality

Equality is about making sure people aren’t disadvantaged, discriminated against or excluded from full and fair participation.

Treating everyone in exactly the same way is not the same as equality. Some people might need more help to get the same chances. For example, if there were no provisions for wheelchair access, wheelchair users would be excluded.

Protected characteristics

There are nine protected characteristics:

• age
• disability (physical and mental)
• gender reassignment
• marriage and civil partnership (civil status)
• pregnancy and maternity
• race (including colour, nationality, ethnic or national origin)
• religion or belief (including no philosophical belief or religion)
• sex
• sexual orientation

protected characteristics mindmap

Discrimination

You’ are protected from discrimination:

• at work
• in education
• as a consumer
• when using public services
• when buying or renting property
• as a member or guest of a private club or association.

Forms of discrimination

Direct discrimination
Treating someone with a protected characteristic less favourably than others.

Indirect discrimination
Putting rules or arrangements in place that apply to everyone, but that put someone with a protected characteristic at an unfair disadvantage.

You are also protected from discrimination:

  • by association – you’re associated with someone who has a protected characteristic, for example a family member or friend
  • if you’ve complained about discrimination or supported someone else’s claim.

Harassment and victimisation

Harassment
Unwanted behaviour linked to a protected characteristic that violates someone’s dignity or creates an offensive environment for them.

Victimisation
Treating someone unfairly because they’ve complained about discrimination or harassment.

Diversity

Diversity includes all of us, and all the ways we’re different.

Some of these can be visual differences, others can’t be seen. For example, a person’s cultural or social background.

Often visible Sometimes visible Generally hidden
Gender Nationality Values
Race Physical ability Political views
Age Ethnicity Education
Language Wealth Heritage
Social status Family status
Religion Life experience

Some reasons people feel diversity is important in the workplace

  • Balanced mixture of skills, experiences, and ways of looking at things.
  • Diversity gives a competitive advantage.
  • Fair and equal selection and promotion practices leads to diversity throughout an organisation.
  • Diverse workforce is more representative of customers.

Inclusion

In order for a diverse group of people to work together successfully, the work environment needs to be one where everyone is able to contribute to their full potential, and where no one is defined by, or held back – because of their differences.

Some things organisations are doing to make their work environment more inclusive

  • Removing barriers that restrict disabled people. For example, making computer access more accessible through different pointing devices, screen readers and also making web pages and documents accessible to the screen readers.
  • Physical changes. For example, ramps, wide corridors, lifts, braille on lift control panel.
  • Encouraging a range of diverse ideas.
  • Flexible working hours.
  • Social activities which are inclusive. For example, they don’t exclude people who can’t stay after work, or who don’t drink alcohol.
  • Removing images which may be offensive and also using language which doesn’t exclude or offend.

Attitudes are changing

Smoking in public buildings and offices used to be commonplace. Now it’s illegal. It’s hard to imagine many people wanting to return to those days.

What was once seen as normal, is now sometimes frowned upon or considered unacceptable. These changes are harder for some people to accept than others.

Unconscious bias

What we process consciously is only a very small part of the information we receive.

About 11,000,000 pieces of information a second, is handled by our unconscious mind.

We use patterns and shortcuts to help us process so much information so quickly.

From a basic human survival standpoint, our unconscious judgements or biases are necessary and essential. They helped alert us to danger and react quickly.

When there is no danger, these shortcuts can lead to poor decisions based on unfair biases.

When related to people, they’re often based on the way a person appears.
For example, age, appearance, gender or race, accent and the way they speak

Sometimes stereotyping people on their appearance can lead to decisions about them which are unfounded. For example, someone with tattoos is anti-establishment.

Studies have shown that people have been selected, or offered interviews because their name seems to fit in with they ‘type of person’ they are looking for, or their name doesn’t fit with the type of person they are looking for.

Sometimes this could be down to direct prejudice or discrimination. However, importantly, sometimes these choices are influenced by unconscious biases.

Unconscious biases are very hard to prove as people aren’t aware of the unconscious influences. However, a computer simulation can show how much influence a small percentage of bias can have when that bias is repeated over a period of time.

Some things organisations are doing to reduce or eliminate unconscious bias

  • Reducing gender coding i.e. avoids subtlety biased messages which would suggest one gender was preferred for a job or task over another.
  • Using standardised application forms or anonymising CVs.
  • Using set criteria to select applicants for interview, or for job selection and promotion.
  • Where possible, avoiding hasty, rushed decisions.
  • Creating an environment where it is acceptable, and desirable, to ‘call out’ unconscious biases if they appear.

Being aware of an unconscious biases and adjusting for their possibility can lead to better decision making.

Vulnerable customers

The term vulnerable customer is used to describe someone who due to their personal circumstances, is especially susceptible to detriment, particularly when an organisation is not acting with appropriate levels of care.

Vulnerable customers may not see themselves as being vulnerable.

Personal circumstances fall broadly into three categories:

  • A person’s health, mental and physical, as well as any disabilities.
  • A person’s level of literacy, numeracy and language skills.
  • Going through a significant life changing event such as a job loss, a divorce, or a bereavement.

Often there are a number of factors together which make a person vulnerable.

What some organisations are doing to support customers who find themselves in a vulnerable position

  • Identifying vulnerable customers and responding appropriately.
  • Treating customers in a way which is flexible enough to meet the needs of the individual. For example, suggesting to a customer that they go to a quiet area to talk about a sensitive issue, or reassuring someone that there’s no rush.
  • Staff being able to exercise discretion and knowing where to go for internal help and expertise, and also when to refer a customer to an external organisation.

Reporting bullying and harassment

Bullying and harassment can appear in many forms. For example being:

  • treated unfairly in an appraisal
  • mocked
  • excluded
  • victimised
  • …

Sometimes honest and innocent misunderstandings do occur.

How can you stop it?

One way is to speak to the person who is bullying or harassing directly, but there are many reasons why this isn’t always possible or desirable.

Before reporting, gather as much information as possible.

reporting bullying and harassment mindmap

Who can you report bullying and harassment to?

Depending on your situation, one of the following might be the best option.

  • Line manager
  • A trusted person in authority within your organisation
  • Human Resources department
  • Union Representative
  • Confidential whistleblowing hotline

External organisations

Search ‘report harassment at work’

Charitable organisations often have confidential phone lines, online chats, and email addresses you can use.

Everyone has the right to be treated with dignity and respect at work.

If you’re being affected by bullying or harassment:

  • you’re not alone
  • there are people who can help
  • you can help them by giving them as much detailed information as possible.