Download to read offline
Uploaded byTimothy Holden
Discrimination 2016
This document discusses various types of discrimination in the workplace and strategies to minimize discrimination. It defines key terms around discrimination such as direct, indirect, and harassment. It also outlines actions employers can take such as clear communication of standards, training, and policies to foster diversity and inclusion. Specific types of discrimination covered include those based on gender, gender identity, sexual orientation, religion, race, and mental health.
Businessā¦
More Related Content
Similar to Discrimination 2016
More from Timothy Holden
Discrimination 2016
- 1. Go from goodto greatā¦ by minimising DISCRIMINATION in the workplace London HR and Training 2016
- 2.
- 3. Intro - LondonHR and Training ā¢ London HR and Training is a specialist human resources and training consultancy headed by Timothy Holden ā¢ 10 years in banking ā¢ 20 years in training and human resources ā¢ Business owner since 2007 ā¢ The core services provided by London HR and Training are: - Reducing costs and saving time through bespoke HR initiatives and projects - Training course design and delivery - Services for job seekers Page 3
- 4. Contents 5-6 Definitions 7-8 Typesof discrimination 9-10 The Equality Act 2010 11-12 Words around discrimination 13-15 Actions to focus on in respect of discrimination 16-19 Communication and training around discrimination 20-21 Reasonable adjustments 22-23 A transactional stress and coping framework applied to discrimination 24-28 Mental health discrimination and stigma 29-32 Discrimination based on gender 33-34 Discrimination based on gender identity and gender expression 35-36 Discrimination based on sexual orientation 37-39 Discrimination based on religion 40-46 Discrimination based on race 47-48 Exercise 49-50 To sum upā¦
- 5.
- 6. Definitions ā¢ Discrimination ā¢ Sex,sexual orientation or gender reassignment discrimination Page 6
- 7.
- 8. Types of discrimination ā¢Direct discrimination ā¢ Indirect discrimination ā¢ Associative discrimination ā¢ Perceptive discrimination ā¢ Victimisation ā¢ Harassment ā¢ Genuine occupational requirement Page 8
- 9. The Equality Act2010
- 10. The Equality Act2010 ā¢ Protected characteristics Page 10
- 11.
- 12. Words around discrimination ā¢Diversity ā¢ Inappropriate ā¢ Instigator ā¢ Intimidating ā¢ Intrusion ā¢ Justified ā¢ Overt ā¢ Prejudice ā¢ Stereotype Page 12
- 13. Actions to focuson in respect of discrimination
- 14. Actions to focuson in respect of discrimination 1 of 2 ā¢ Creating a culture of respect and dignity of all employees ā¢ Fostering respect to realise different perspectives matter and that diversity is everyoneās responsibility ā¢ Making the business case for diversity Page 14
- 15. Actions to focuson in respect of discrimination 2 of 2 ā¢ Assigning senior level responsibilities for driving diversity issues and allocating appropriate resources ā¢ Thinking inclusively when designing policies and procedures ā¢ Continually checking that policies and practices are bias free and fair, and actually work Page 15
- 16. Communication and training arounddiscrimination
- 17. Communication and training arounddiscrimination 1 of 3 ā¢ Make it clear what standards of behaviour are required of everyone, what kinds of behaviour will not be tolerated and the consequences of breaking the codes ā¢ Ensure line mangers understand their particular roles in addressing all incidents of discrimination and making sure all employees understand their responsibility to treat colleagues with respect Page 17
- 18. Communication and training arounddiscrimination 2 of 3 ā¢ Seek to monitor the diversity by asking employees for relevant personal information, guaranteeing confidentiality and that it will not be used to disadvantage people unfairly ā¢ Be seen to act proactively and fairly on all incidents of discrimination Page 18
- 19. Communication and training arounddiscrimination 3 of 3 ā¢ Consider employee networking and support groups as a way of making sure employees understand discrimination issues and take them seriously in ways that focus on needs of the organisation ā¢ Make equality, inclusion and diversity policies and statements easily accessible to all Page 19
- 20.
- 21. Reasonable adjustments ā¢ Strategiesto meet physical demands ā¢ Schedule shifts ā¢ Policy modifications Page 21
- 22. A transactional stressand coping framework applied to discrimination
- 23. A transactional stressand coping framework applied to discrimination ā¢ Person factors ā¢ Situational factors ā¢ A discrimination stress scale Page 23
- 24.
- 25. Mental health discrimination andstigma 1 of 4 Types of stigma ā¢ Public stigma ā¢ Self-stigma ā¢ Structural stigma Page 25
- 26. Mental health discrimination andstigma 2 of 4 Common elements of stigma ā¢ Perceptions that a person is weak, rather than sick ā¢ Perceived dangerousness ā¢ Beliefs that a person is responsible and control his or her condition ā¢ Feelings of guilt, shame and embarrassment ā¢ Reluctance to disclose a diagnosis ā¢ A desire for social distance Page 26
- 27. Mental health discrimination andstigma 3 of 4 Principles to use when responding to stigma ā¢ Contact is fundamental ā¢ Contact needs to be targeted ā¢ Local contact tends to work best ā¢ Contact should be credible ā¢ Contact must be continuous Page 27
- 28. Mental health discrimination andstigma 4 of 4 Strategies to reduce stigma ā¢ Educational ā¢ Contact ā¢ Protest Page 28
- 29.
- 30. Discrimination based ongender 1 of 3 ā¢ Definition ā¢ Gender inequalities and gender equality in the workforce ā¢ Forms of gender discrimination and factors involved ā¢ Disparate treatment or impact ā¢ Gender stereotyping ā¢ Negative effects Page 30
- 31. Discrimination based ongender 2 of 3 IT in India ā¢ Monetary incentive ratio ā¢ Promotions ratio ā¢ Project leads ratio Page 31
- 32. Discrimination based ongender 3 of 3 The glass ceiling ā¢ Recent surveys from around the world ā¢ Situation in Spain Page 32
- 33. Discrimination based on genderidentity and gender expression
- 34. Discrimination based ongender identity and gender expression ā¢ Gender identity ā¢ Gender expression ā¢ Types of gender-based harassment ā¢ Definitions Page 34
- 35. Discrimination based on sexualorientation
- 36. Discrimination based onsexual orientation ā¢ Definition of sexual orientation ā¢ Recruitment and selection ā¢ Workplace behaviours and preventing harassment ā¢ Confidentiality ā¢ Monitoring in the workplace Page 36
- 37.
- 38. Discrimination based onreligion 1 of 2 Policies and programmes which may help ā¢ Clear process for handling complaints ā¢ Personal days used for any reason ā¢ Policies on dress and facial hair ā¢ Flexibility for religious observance or prayer ā¢ Materials explaining policies around religious discrimination ā¢ Programmes to learn about religious diversity ā¢ Allow employees to swap holidays Page 38
- 39. Discrimination based onreligion 2 of 2 December issues ā¢ Company parties ā¢ Food and drink ā¢ Office decorations ā¢ Gift exchanges ā¢ Toy drives Page 39
- 40.
- 41. Discrimination based onrace 1 of 6 The protected characteristic on race ā¢ Race ā¢ Colour ā¢ Ethnic origin ā¢ National origin ā¢ Nationality Page 41
- 42. Discrimination based onrace 2 of 6 Areas where race discrimination may occur ā¢ Recruitment ā¢ Pay ā¢ Terms & conditions ā¢ Promotion ā¢ Training ā¢ Dismissal or termination Page 42
- 43. Discrimination based onrace 3 of 6 Formal and informal approaches ā¢ Experiencing discrimination ā¢ Observing discrimination Page 43
- 44. Discrimination based onrace 4 of 6 A recent survey on BAME people ā¢ BAME people are more likely to enjoy their work and have greater ambition than their white colleagues ā¢ Racial discrimination at work is prevalent ā¢ Many employees do not feel valued or inspired ā¢ We are not comfortable taking about race at work ā¢ Getting on the fast track is an unequal business Page 44
- 45. Discrimination based onrace 5 of 6 Steps which employers can take ā¢ Increase access to work experience ā¢ Promote training and awareness of bias ā¢ Communicate the business case ā¢ Set objectives for all managers ā¢ As for leaders, recognise racial discrimination exists and needs to be eliminated Page 45
- 46. Discrimination based onrace 6 of 6 Steps which employers can take(cont.) ā¢ Review succession planning lists ā¢ Encourage and deliver mentoring ā¢ Leaders need to act as sponsors ā¢ Identify diverse role models at work ā¢ Take leadership Page 46
- 47.
- 48.
- 49.
- 50. To sum upā¦ ā¢Conclusion ā¢ Summary ā¢ Videos ā¢ Useful links Page 50