Diversity Equality and Inclusion Flashcards
Give the characteristics protected by the Equality Act 2010
- Sexual orientation
- Age
- Disability
- Gender reassignment
- Marriage and civil partnerships
- Maternity and paternity
- Race
- Religion
- Sex
What is the Public Sector Duty Created under the Equality Act 2011
Integrate equality and good relations.
The race equality duty- shift the focus from individuals to organisations, placing for the first time an obligation on public authorities to positively promote equality, not merely to avoid discrimination.
3 Key Aims
1. eliminateunlawful discrimination
2. advance equality of opportunitybetween people who share a protected characteristic and those who don’t
3. foster orencourage good relationsbetween people who share a protected characteristic and those who don’t
Give some challenges of having a diverse workforce
Costs of training and education plus time
Potential for increase in conflict between employees
Claims of reverse discrimination
Give some benefits of having a diverse work force
Positive effect on financial performance (Opstrup & Villadsen 2015)
Generates innovation and new problem solving techniques
Reflects customer/client base
Opportunities improved for all employees (Equal Opps targeting disadvantaged groups mainly through targets)
What is the social justice approach
A approach concerned with doing the right thing
Focuses on workplace activity & the wellbeing of employees
An organisation should promote practices that that allow everyone to benefit from equal opportunity – immoral and unethical if don’t
What does the diversity management perspective state?
The aim of diversity management is to improve organisational effectiveness and competitiveness
By recognising and valuing peoples differences people may fulfil their potential
This perspective is presented positively in contrast with the concept of Equal Opportunities
Torrington and Hall say that there are 4 employer attitudes to diversity. What are these?
- Avoidance- These employers pay as little attention as they can to the equality & diversity agenda, running the risk of legal action but hoping they will be lucky and avoid it.
- Compliance-Employers in this category do what they have to do to comply with legislation but little more. They written policies and procedures and undertake some training but there is no high profile adoption of diversity principles
- Valuing Diversity-These organisations appreciate the business case for managing diversity and take active steps to implement the principles. They go beyond mere legal compliance by tackling cultural barriers and infusing their activities with diversity initiatives.
- Sharing the value of diversity-These employers make managing diversity a priority and actively seek to lead in this area and influence. Their efforts are well publicised and they act as best practice exemplars for other organisations to follow.
Give some criticisms of encouraging equal opportunities
- Focuses on equality of opportunity not equality of outcomes
2.Equal Opportunities frequently not clearly linked to business objectives
3.Emphasis been on recruitment – lack of evidence supporting retention and career development (Woodhams and Corby 2007)
Give some criticisms of including diversity in the workplace
- Equal Opportunities seeking to minimise differences but diversity does the opposite
- Diversity based on economic reasoning not social justice
3.Business case been criticised as where skills are easily available less pressure on organisations to promote and encourage development of minority groups/individuals
What should HR do to support equality and diversity
-Strategy should support fairness and be legally compliant – embedded genuinely into Organisational Culture
-Line Managers trained, coached, and supported
-Effective communication in all forms
What is positive action?
Under represented groups targeted at recruitment stage but individuals appointed on merit
What is positive discrimination
Employing an individual with a protected characteristic
What are the different forms of discriminatioin?
Direct Discrimination-Where someone is treated less favourably for a reason directly to do with their gender, age, race, disability etc
Indirect Discrimination-Instances where a practice, policy or rule applies to everyone but is less fair to those with a particular protected characteristic
Combined Discrimination-Where a person is discriminated against because of a particular combination of two or more protected characteristics.
Harassment-Unwanted behaviour related to a protected characteristic which has the purpose or effect of violating someone’s dignity or which creates a hostile, degrading, humiliating or offensive environment
Victimisation-Treating someone unfavourably because they have taken some form of action in relation to the Equality Act 2010. Such as someone making a complaint under the act or supporting somebody who is doing so, such as appearing as a witness
What is direct discrimination by perception?
Someone is treated less favourably than someone else because you incorrectly think they have a protected characteristic
What is direct discrimination by Association?
Treating someone less favourably than another person because they are associated with a person who has a protected characteristic
