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"Effective facilitator for style – consistent with the key messages. Really good balance of practical v theory. This will form part of the 2009 E&D Agenda for the trust."Time to Deal With Discrimination at Work
(Colour of Health Magazine, Issue 7, Autumn 2008)
‘Discrimination broadly means that a person is treated differently from other people in a similar situation, and that the different treatment ‘has no objective and reasonable justification’. Equality and Human Rights Commission. Understanding the different types of discrimination and how it occurs can be the first step to actively challenging and overcoming it.
Discrimination can have a profound effect on individuals at work and in their personal lives. It can manifest itself in different ways; it may not be blatant as it can be systemic in an organisation by being built
into its systems and processes. Individuals can openly discriminate against people and it can also be an inherent part of workplace culture.
Under the Health and Safety at Work Act 1974 employers must do everything reasonably practicable to provide a safe and healthy workplace. It is also illegal to discriminate against people on grounds of sex, race, disability, sexual orientation, religion or belief and age. In a competitive market place it is in an employer’s best interest to treat their employees fairly and ensure that people work together harmoniously so that they can recruit and retain the best staff.
Employers
The Equality and Human Rights Commission and Advisory Conciliation and Arbitration Service produce free guidance on how to tackle discrimination and promote equality.
Public Authorities need to conduct impact assessments to ensure that services, functions and policies do not have an adverse impact on staff and service users. All staff should receive training on equality and diversity issues so that they are aware of their rights and responsibilities.
Employees:
If you experience discrimination:
- Document what has happened.
- Approach the person and tell them how you feel, what you want to happen and what will happen if it does not stop.
- If you cannot approach them go to your line manager or person above
- If what has happened is very serious then lodge a grievance with your line manager, or person above.
- Obtain support from your union, human resources, counselling service, Advisory Conciliation and Arbitration Service, Citizens Advice Bureau or the Equality and Human Rights Commission.
- Do not ignore it as it is likely to still have a detrimental effect on you.
- Once a grievance has been lodged the employer will need to follow procedure according to the Grievance and Disciplinary Policy and any Equality and Diversity Policies.
- If the outcome is not positive or you feel that the procedure was not followed then seek legal advice as you could take the case to an Employment Tribunal.
Virginia Golding, Equality and Diversity Training
Consultant for Golding Diversity Training
