Equality and Diversity
What are they?
What is the difference?
What does the law say?
Equality Definitions (Dictionary)
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The state or quality of being equal
The quality of being alike
The quality of being interchangeable
Equal in value
Social and political equality – levelling of
society
Equal treatment for different groups
Equality Quotations
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“We hold these truths to be self-evident, that all men are
created equal, that they are endowed by their Creator with
certain unalienable rights, that among these are life, liberty, and
the pursuit of happiness.” Thomas Jefferson.
“Liberté Egalité Fraternité. “ French Revolution & National
Motto of France
I have a dream that my four little children will one day live in a
nation where they will not be judged by the colour of their skin,
but by the content of their character.” Martin Luther King Jr.
“Alle Menschen werden Brüder wo dein sanfte Flügel weilt” “All
people shall be brothers where your gentle wings tarry.”
Friedrich Schiller –Ode to Joy. Set to music by Ludwig van
Beethoven (Symphony no 9) – EU Anthem – sung at fall of
Berlin Wall.
Equality Quotations (continued)
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“The defect of equality is that we only desire it with our superiors.”
Henry Becque
“All animals are equal, but some animals are more equal than others.”
George Orwell
“Even the president of the United States must sometimes have to
stand naked.” Bob Dylan
“Called to the throne by the voice of the people, my maxim has always
been: A career open to talent without distinction of birth. It is this
system of equality for which the European oligarchy detests me.”
Napoleon Bonaparte
“I believe in equality for everyone except reporters and
photographers.” Mahatma Gandhi
“With these preachers of equality will I not be mixed up and
confounded?” Friedrich Nietzsche
Diversity Definitions (Dictionary)
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The quality of being different
The quality of being varied
A point or respect in which people differ
The relation between two entities when and
only when they are not identical, the property
of being distinct.
The condition or result of being changeable
Diversity Quotations
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“It takes all sorts to make a world.” Proverb.
“We all live with the objective of being happy; our lives are all different and yet
the same.” Anne Frank.
“The notion of a universality of human experience is a confidence trick, and the
notion of a universality of female experience is a clever confidence trick.”
Angela Carter
“There is nowhere you can go and only be with people like you. Give it up!”
Bernice Johnson Reagon
“Everyone is entitled to their own opinion, but not their own facts.” Daniel
Patrick Moynihan
“Human salvation lies in the hands of the creatively maladjusted.” Dr. Martin
Luther King Jr.
“We must learn to live together as brothers, or perish together as fools.” Dr.
Martin Luther King Jr.
Diversity Quotations (continued)
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“I am large. I contain multitudes.” Walt Whitman
“I am what I am, and what I am needs no excuses.” Jerry
Herman
“People may be said to resemble not the bricks of which a
house is built, but the pieces of a picture puzzle, each differing
in shape, but matching the rest, and thus bringing out the
picture.” Felix Adler
“We have become, not a melting pot, but a beautiful mosaic.
Different people, different beliefs, different yearnings, different
hopes, different dreams.” Jimmy Carter
“I know the human being and fish can co-exist peacefully.”
George W. Bush
E&D Definitions from RAISE
Diversity is the acknowledgement and
respect of differences within and between
groups of people.
 Equality is the framework that enables
opportunity, access, participation and
contribution that is fair and inclusive.
(Regional Action and Involvement South East:
RAISE)
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E&D Definitions from Taunton Deane
Borough Council (TDBC)
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Diversity is the concept of valuing difference with a
focus on the individual. It is proactive and respects
the unique perspectives and experience that
individual people from different backgrounds
contribute.
Equal Opportunities – this is mainly driven by
legislation, so tends to be reactive and primarily
concerned with “groups” who are under-represented
… due to discrimination.
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Discrimination Stereotyping and
Prejudice Definitions from TDBC
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Discrimination happens when stereotyping and prejudice leads
people to distinguish unfairly against or in favour of certain
sections of society or individuals. This can be on the grounds
of age, colour, disability, ethnicity/race, nationality,
faith/religion/belief/disbelief, gender, sexual orientation or social
background.
Stereotyping is an oversimplified, false or generalised
assumption about a particular group or person and believing
the assumption to be true.
Prejudice is an inflexible mental attitude towards a specific
group of people or individual based on a lack of knowledge or
false stereotyping.
Bullying and Harassment
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Harassment occurs where, “on the grounds of sex, gender
reassignment, race, religion or belief, sexual orientation,
disability or age, one person engages in unwanted conduct that
violates another person’s dignity or creates an intimidating,
hostile, degrading, humiliating or offensive environment for that
person. “ (Statutory definition – NB the legislation was
subsequently extended specifically to include harassment of a
sexual nature.)
Bullying is “offensive, intimidating, malicious or insulting
behaviour, an abuse or misuse of power through means
intended to undermine, humiliate, denigrate or injure the
recipient.” (ACAS definition – no statutory definition as yet.)
Victimisation
Victimisation occurs when an individual is treated detrimentally because:
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They have made or intend to make a complaint about being discriminated
against/harassed
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They have acted or intend to act as a witness or give evidence in support of
others relating to a complaint about discrimination or harassment.
Detrimental treatment may be e.g. refusal of requests for time off, denial of
promotion or training, being ignored by manager or colleagues, criticised
continually, “messed around” with regarding work/shift allocations etc.
If this happens and the organisation does not take reasonable steps to prevent
it, the organisation will be liable to pay compensation.
Individuals who victimise may also be liable to pay compensation.
Positive Action v Positive
Discrimination
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Positive Action is allowed under UK and European
discrimination legislation
Positive Action is good practice. Examples might
include:
Advertising in different publications which reach
particular minority groups
Adapting working practices to enable certain
individuals/groups to carry out jobs – flexible working
Extra training to support people to be more effective
Support networks for certain groups within the
organisation
Positive Discrimination
Positive Discrimination is illegal in UK and European
discrimination legislation. Examples include:
 Appointing someone to a post because of their minority status
(e.g. race, gender) even though they are less suitable than
another candidate
 Preferential treatment to someone because they belong to a
minority group with regard to training, promotion etc.
NB The new Equality Bill proposes that it will be legal, if two
people are absolutely equally qualified and experienced etc for
a post, to appoint the person from a minority group which is
under-represented in the workforce. THIS IS NOT LEGAL YET!
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UK E&D Legislation 1970-2006
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Civil Partnerships Act 2004
Disability Discrimination Act 1995
Disability Discrimination Amendment Act 2005
Employment Equality (Age) Regulations 2006
Employment Equality (Religion or Belief) Regulations 2003
Employment Equality (Sex Discrimination) Regulations 2005
Employment Equality (Sexual Orientation) Regulations 2003
Equal Pay Act 1970 (Amended)
Equality Act 2006
Gender Recognition Act 2004
Human Rights Act 1998
Protection from Harassment Act 1997
Race Relations Act 1976
Race Relations Amendment Act 2000 and further amendment 2003
Racial and Religious Hatred Act 2006
Sex Discrimination Act 2005
Sex Discrimination (Gender Reassignment) Regulations 1999
Equality Bill – Key Provisions
This bill, in the Government’s own words, aims to strengthen equality law by:
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1. Introducing a new public sector duty to consider reducing socioeconomic
inequalities;
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2. Putting a new Equality Duty on public bodies;
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3. Using public procurement to improve equality;
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4. Banning age discrimination outside the workplace;
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5. Introducing gender pay and equality reports;
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6. Extending the scope to use positive action;
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7. Strengthening the powers of employment tribunals;
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8. Protecting carers from discrimination;
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9. Protecting breastfeeding mothers;
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10. Banning discrimination in private members’ clubs; and
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11. Strengthening protection from discrimination for disabled people.
Equality Checklist
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Are you sure you are not breaking the law?
Are you committed to fairness?
Are you satisfied that you are recruiting the best
person for the job?
Have you made a written commitment to being a
fair employer?
Do your employees and customers know about
this?
Do all your employees treat each other with
dignity and respect?
Being an Equitable Employer
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Stage 1: Putting together an Equal Opportunities and
Diversity Policy
Stage 2: Putting together a Bullying and Harassment
Policy
Stage 3: Putting together a Discipline and Grievance
Procedure
Stage 4:Review your Recruitment and Selection Policy to
take account of Equality and Diversity
Stage 5: Review your Training and Development Policy to
take account of Equality and Diversity
Stage 6: Action Plan to make sure you continue to
improve, and that your policies and procedures are
working.
Equality Process
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reviewing existing policies and procedures and/or writing new
ones (as previous slide)
providing training and guidance for managers and supervisory
staff
allocating responsibility for the implementation of the Policy to
one or more individuals or to a department
communicating the Policy to all employees, job applicants and
contractors
Equality Impact Assessment – This is a process that involves
assessing and anticipating the consequences of policies and
strategies on different groups and making sure that, as far as
possible, any negative consequences are eliminated or
minimised and that we maximise opportunities to promote
equalities
Other Considerations
Becoming accredited to Quality
Marks such as Investors in People
(for personnel) and Customer First
(for service users)
 Using publicity materials to
communicate your equality and
diversity vision – printed materials,
website, etc.
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Other Benefits
Ability to become accredited public sector provider or sub
contractor
Reduction of possibility of be taken to court and being fined from
Employment tribunals
Increased marketing and promotional reach to additional target
markets
Increased understanding of market and competition and
development of USPs using staff diversity
Increased ability to use all staff in policy and strategic development
More diverse staff means more diverse ideas
Customers from more minority backgrounds will be more attracted
to your company