Discriminatory Behaviour in Public Services

The report emphasizes the importance of understanding and managing unconscious bias and discriminatory behaviour in public services. It highlights the negative effects of such actions on individuals and society, and advocates for promoting equality laws and regulations to create a positive environment. The report also touches on the importance of education and awareness programs to prevent discrimination.

Equality, Diversity
and fair treatment

INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
P1 Origin of Unconscious bias, prejudice and discrimination....................................................1
P2 Significance of understanding unconscious bias, prejudice and discriminatory behaviour in
public services.............................................................................................................................3
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................4

INTRODUCTION
Equality is a state of being equal in various terms and provides similar opportunities to
every individual within a group member. On the other hand, diversity is a term which means
persons who belongs from distinct background but working in a same group. Whereas,
stereotype is a term which shows an idea or image on certain category of people such as; Asian
people are better in schooling. Therefore, this assignment is going to highlight the meaning of
Equality, diversity, prejudice and stereotype. Basically, project will outline the actual meaning of
these terms in order to understand it in more detail manner. However, main objective of this
project is to explain the origins of unconscious bias, prejudice and discrimination.
MAIN BODY
P1 Origin of Unconscious bias, prejudice and discrimination
Unconscious bias is also consider as implicit bias which might incurred due to feelings,
background, attitudes, stereotype and beliefs. Basically, this action is considered as involuntary
process which comes out due to deep seated thoughts. This will happen because of an individual
brain makes quick judgements and assessments of any person as well as situations without
getting realised this. Although, action of biasness just incurred due to various factors such as;
background, cultural surrounding and personal experiences too (Klarsfeld and et. Al., 2014).
However, there is a major difference between bias, prejudice, stereotyping and discrimination
which is discussed as follows-
Bias- This term shows the disproportionate weight in favour or against anything, person
or group as compared with another. Basically, it’s a unfair treatment towards an individual while
comparing between two. Although, this term is falls under negative factors because create
problems for whole society in various manner. However, bias get increased at higher extent in
every job activities as without this element no one can even walk a single
Prejudice- This is also known as Bigotry which is an affective feeling towards certain
person or group member. However, this term is used whenever there is a feeling of unfavourable
or negative towards a person due to various reason such as; sex, gender, beliefs, values, social
class, age, disability, religion, sexuality, language and many more. Gordon Allport states that
prejudice is all about feeling favourable or unfavourable towards an individual or anything. On
the other hand, Auestad, 2015 denoted prejudice as characterised by symbolic transfer. This
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word is unjustified or incorrect belief or might consider as negative attitude towards certain
individual fully rely on exclusively his/her affiliation with a social group. However, prejudice
have all types of discrimination which really plays in a real life. From the past history, prejudice
has spawned few of humankind’s worst atrocities against other such as; wars, genocide, torture,
starvation, murder, human rights, violation and despotism.
For instance- Nazi’s major prejudice against Jewish society in second world war affects
them to enforce Jews to wearing Star of David. Another example of ethnic discrimination covers
Apartheid movement in South Africa which enforced blatant racial discrimination between
blacks and whites. In broad terms, there are seven types of prejudices which is based on
dominant factors that includes religion, race, gender, age, socio-economic status, nationality and
sexual orientation (Thompson, 2016).
Discrimination- This means, unfair treatment of a person within a group as compared
with others on the basis of certain factor such as; age, sex, gender, colour , caste, religion and so
on.
Impact of unconscious bias on society and workplace- Humans does not exist without
few of the tendencies which resultant into bias. This factor also plays a major role in talent
acquisition which shows the steps from how an association will defies a job vacancy. It means,
Unconscious bias is a also a part of hiring manager because it affects the evaluation and selection
procedure of candidates such as; sometime qualified candidate may find themselves being
ignored and rejected at interview as well as during screening stage. Hence, bias designed a
culture for an organization which is not inclusive for several types of workers. Therefore, at the
same time employees encountered unintentional social and physical barriers which act as biases.
As a result, bias behaviour cause major loss for an association which means bias puts undue
pressure to the companies while supplying talent. Hence, it has been understood that bias
behaviour or environment have a major impact on entire society and sometime disturbs the
peaceful surroundings of society. Along with this, created a discriminatory community that
affects the persons in various manner such as; discourage them, disturb from the corrective path
which act as major obstacle in attaining set objectives or goals in a defined tie frame (Cooke,
Fang Lee and Debi , 2010). Moreover, created a very distress environment which demotivate
other employees from their path. Sometime, while recruiting process employees faces these
problems because HR manager become partial while selecting eligible candidate for their vacant
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position. In fact, give first priority to their known person during job hiring which shows the case
of unconscious bias.
P2 Significance of understanding unconscious bias, prejudice and discriminatory behaviour in
public services
According to legal bodies, public is encountered by all these issues which affects the
entire environment and affect sometime in negative manner. However, number of cases are
identified which shows that it is essential for clear the understanding about bias, prejudice and
discriminatory behaviour in order to reduce the possibilities of inequality. Although, legitimate
bodies wanted to reduce the unconscious bias and discriminatory acts from entire nation for
establishing a positive environment at societal place. Therefore, they have enacted few major
norms, legal laws, acts, norms, rules and regulations associated with unconscious bias and
discriminatory behaviour for controlling the negative influence of it from public. However, for
controlling this problem, it is essential for managing unconscious bias situations by taking
necessary initiatives such as; be aware from this term, raise awareness amongst staff members,
design inclusive meeting practices, make supportive dialogue and take action (Barak, 2016).
On the other hand, Equality Act, 2010 promotes equality and fair treatment across the
workplace and public place by promoting awareness between various individuals. Their main
objective is to reduce discriminatory behaviour of a person towards others due to certain factors
such as; age, gender, religion, sex, colour, status and so on. Basically, main reason behind
implementing this equality acts at public place is to control actions which created at marketplace,
workplace and societal place due to discriminatory behaviour of person. However, in previous
world, discrimination was at higher extent because people follow this due to the lack of
knowledge and even don’t know the meaning of it. Apart from this, legal bodies have conducted
number of programmes or sessions for updating whole society about discriminatory behaviour.
Actually, governing bodies is also expecting that discrimination might get removed from the
whole public by promoting equality with the help of several things. For example; promote
studies for teaching illiterate people about the need of equality laws at marketplace as it helps in
developing nations at global platform (Caruana and Ploner, 2010).
Consequently, it has been understood that various factors of unconscious bias is really
affecting whole society from wrongful conducts and create negative environment across the
market which may not good for success of entire country. Therefore, it is essential to minimize
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the influence of negative factors by enacting number of legal norms, beliefs, provisions, rules
and regulations for controlling issues which might incurred at large extent.
CONCLUSION
From the above report, it has been summarized that equality, diversity and discrimination
are playing a major role at societal place because it affects the success of society. However, main
objective of this project is to highlight the impact of unconscious bias which is created by most
of the individuals without knowing its negative and positive influence. Throughout the analysis,
it has been understood that an unconscious bias have a major impact on corporate world, societal
place or whole public. Additionally, one thing is also get cleared that implementation of equality
is really indispensable at workplace as well as community place because it helps in smooth
functioning of an organization by understanding views or opinions of every individual. Apart
from this, legal norm related with discriminatory behaviour is also expressed in the project for
reducing it from public places.
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REFERENCES
Books and Journals
Klarsfeld, A and et. Al., 2014. 9.78 E+ 12: Country Perspectives on Diversity and Equal
Treatment. Edward Elgar Publishing.
Thompson, N., 2016. Anti-discriminatory practice: Equality, diversity and social justice.
Macmillan International Higher Education.
Cooke, Fang Lee, and Debi S. Saini. "Diversity management in India: A study of organizations
in different ownership forms and industrial sectors." Human Resource Management:
Published in Cooperation with the School of Business Administration, The University of
Michigan and in alliance with the Society of Human Resources Management 49, no. 3
(2010): 477-500.
Caruana, V. and Ploner, J., 2010. Internationalisation and equality and diversity in higher
education: Merging identities.
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
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