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.

1. Go from good to great… by
minimising DISCRIMINATION in
the workplace
London HR and Training
2016

2. Introduction
Page 2

3. Intro - London HR and Training
• London HR and Training is a specialist human
resources and training consultancy headed by Timothy
Holden
• 10 years in banking
• 20 years in training and human resources
• Business owner since 2007
• 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 Types of 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 up…

5. Definitions
Page 5

6. Definitions
• Discrimination
• Sex, sexual orientation or gender
reassignment discrimination
Page 6

7. Types of discrimination

8. Types of discrimination
• Direct discrimination
• Indirect discrimination
• Associative discrimination
• Perceptive discrimination
• Victimisation
• Harassment
• Genuine occupational requirement
Page 8

9. The Equality Act 2010

10. The Equality Act 2010
• Protected characteristics
Page 10

11. Words around discrimination

12. Words around discrimination
• Diversity
• Inappropriate
• Instigator
• Intimidating
• Intrusion
• Justified
• Overt
• Prejudice
• Stereotype
Page 12

13. Actions to focus on in
respect of discrimination

14. Actions to focus on in respect
of discrimination 1 of 2
• Creating a culture of respect and
dignity of all employees
• Fostering respect to realise different
perspectives matter and that
diversity is everyone’s responsibility
• Making the business case for
diversity
Page 14

15. Actions to focus on in respect
of discrimination 2 of 2
• Assigning senior level responsibilities
for driving diversity issues and
allocating appropriate resources
• Thinking inclusively when designing
policies and procedures
• Continually checking that policies
and practices are bias free and fair,
and actually work
Page 15

16. Communication and training
around discrimination

17. Communication and training
around discrimination 1 of 3
• 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
• 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
around discrimination 2 of 3
• 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
• Be seen to act proactively and fairly on
all incidents of discrimination
Page 18

19. Communication and training
around discrimination 3 of 3
• 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
• Make equality, inclusion and diversity
policies and statements easily accessible
to all
Page 19

20. Reasonable adjustments

21. Reasonable adjustments
• Strategies to meet physical demands
• Schedule shifts
• Policy modifications
Page 21

22. A transactional stress and
coping framework applied to
discrimination

23. A transactional stress and
coping framework applied to
discrimination
• Person factors
• Situational factors
• A discrimination stress scale
Page 23

24. Mental health discrimination
and stigma

25. Mental health discrimination
and stigma 1 of 4
Types of stigma
• Public stigma
• Self-stigma
• Structural stigma
Page 25

26. Mental health discrimination
and stigma 2 of 4
Common elements of stigma
• Perceptions that a person is weak, rather
than sick
• Perceived dangerousness
• Beliefs that a person is responsible and
control his or her condition
• Feelings of guilt, shame and embarrassment
• Reluctance to disclose a diagnosis
• A desire for social distance
Page 26

27. Mental health discrimination
and stigma 3 of 4
Principles to use when responding to
stigma
• Contact is fundamental
• Contact needs to be targeted
• Local contact tends to work best
• Contact should be credible
• Contact must be continuous
Page 27

28. Mental health discrimination
and stigma 4 of 4
Strategies to reduce stigma
• Educational
• Contact
• Protest
Page 28

29. Discrimination based on
gender

30. Discrimination based on gender
1 of 3
• Definition
• Gender inequalities and gender
equality in the workforce
• Forms of gender discrimination and
factors involved
• Disparate treatment or impact
• Gender stereotyping
• Negative effects
Page 30

31. Discrimination based on gender
2 of 3
IT in India
• Monetary incentive ratio
• Promotions ratio
• Project leads ratio
Page 31

32. Discrimination based on gender
3 of 3
The glass ceiling
• Recent surveys from around the
world
• Situation in Spain
Page 32

33. Discrimination based on
gender identity and
gender expression

34. Discrimination based on gender
identity and gender expression
• Gender identity
• Gender expression
• Types of gender-based harassment
• Definitions
Page 34

35. Discrimination based on
sexual orientation

36. Discrimination based on sexual
orientation
• Definition of sexual orientation
• Recruitment and selection
• Workplace behaviours and
preventing harassment
• Confidentiality
• Monitoring in the workplace
Page 36

37. Discrimination based on
religion

38. Discrimination based on religion
1 of 2
Policies and programmes which may help
• Clear process for handling complaints
• Personal days used for any reason
• Policies on dress and facial hair
• Flexibility for religious observance or prayer
• Materials explaining policies around religious
discrimination
• Programmes to learn about religious
diversity
• Allow employees to swap holidays
Page 38

39. Discrimination based on religion
2 of 2
December issues
• Company parties
• Food and drink
• Office decorations
• Gift exchanges
• Toy drives
Page 39

40. Discrimination based on race

41. Discrimination based on race
1 of 6
The protected characteristic on race
• Race
• Colour
• Ethnic origin
• National origin
• Nationality
Page 41

42. Discrimination based on race
2 of 6
Areas where race discrimination may
occur
• Recruitment
• Pay
• Terms & conditions
• Promotion
• Training
• Dismissal or termination
Page 42

43. Discrimination based on race
3 of 6
Formal and informal approaches
• Experiencing discrimination
• Observing discrimination
Page 43

44. Discrimination based on race
4 of 6
A recent survey on BAME people
• BAME people are more likely to enjoy their
work and have greater ambition than their
white colleagues
• Racial discrimination at work is prevalent
• Many employees do not feel valued or inspired
• We are not comfortable taking about race at
work
• Getting on the fast track is an unequal business
Page 44

45. Discrimination based on race
5 of 6
Steps which employers can take
• Increase access to work experience
• Promote training and awareness of bias
• Communicate the business case
• Set objectives for all managers
• As for leaders, recognise racial
discrimination exists and needs to be
eliminated
Page 45

46. Discrimination based on race
6 of 6
Steps which employers can take(cont.)
• Review succession planning lists
• Encourage and deliver mentoring
• Leaders need to act as sponsors
• Identify diverse role models at work
• Take leadership
Page 46

47. Exercise

48. Exercise
Page 48

49. To sum up…

50. To sum up…
• Conclusion
• Summary
• Videos
• Useful links
Page 50