Useful Terms - diversity in the workplace

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• Disability
• Discrimination - Direct discrimination
• Discrimination - Indirect discrimination
• Discrimination by association
• Discrimination by perception
• Diversity
• Diversity in the workplace

Disability

The Equality Act 2010 states that a person is disabled if he/she has a "physical or mental impairment which has a substantial and long-term adverse effect on his [or her] ability to carry out normal day-to-day activities." This reflects the general focus on an individual’s physical or mental condition, often termed the Medical Model of Disability. In more recent years the concept of disability has moved away from focussing on the individual to a more socially inclusive view in which it is social and environmental obstacles that actually disable a person. This is often termed the Social Model of Disability. In reality, both points of view are valid and need to be appreciated in order to understand how to remove or overcome some of the obstacles a disabled person faces. Another definition of disability might well be “the loss or limitation of opportunity to take part in society on an equal level with others due to personal factors and social or environmental obstacles."

Discrimination - Direct discrimination

occurs when a person is treated less favourably than another person because of a protected characteristic. Discrimination - Indirect discrimination occurs where a practice, provision or criterion is applied uniformly, but particularly disadvantages people with a protected characteristic and it cannot be justified as a proportionate means of achieving a legitimate aim. This covers informal practices, as well as formal requirements.

Discrimination - Indirect discrimination

occurs where a practice, provision or criterion is applied uniformly, but particularly disadvantages people with a protected characteristic and it cannot be justified as a proportionate means of achieving a legitimate aim. This covers informal practices, as well as formal requirements.

Discrimination by association

Direct discrimination against someone because he/she associates with another person who possesses a protected characteristic.

The Equality Act has addressed the previous uncertainty and confusion by extending the law on direct discrimination to include discrimination by association and perception to cover not only race, religion and belief and sexual orientation, but also disability, sex, gender reassignment and age in both the employment field and beyond – for example to the provision of goods and services. This will cover the private sector as well as the public sector.

Discrimination by perception

Discrimination by perception is discrimination against someone because he or she is wrongly perceived to have a certain protected characteristic, (other than pregnancy and maternity, marriage or civil partnership). For example, where an employer believes an employee is gay, or is of a particular race, and treats him or her less favourably as a result.

Diversity

is an acceptance of individuality and difference that is based on respect for these unique differences and an acceptance that they can enhance and enrich both people and organisations.

Diversity in the workplace

means creating an inclusive environment: one which recognises and embraces people’s differences; which encourages and provides opportunities for all to achieve their full potential; and which in turn allows the organisation to reach as wide an audience as possible.

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