Impact of Unconscious Bias on Individuals

This assignment delves into the effects of unconscious bias, prejudice, and discriminatory behavior on individuals. It highlights how these issues can lead to depression, loss of self-esteem, and confidence. The assignment also touches upon the rights of women under the European Convention on Human Rights and mentions relevant laws and regulations in the UK, such as the Equality Act 2010 and the Employment Equality (Age) Regulations 2006.

Legislation in support of Equality and
Diversity

Table of Contents
TASK 1............................................................................................................................................1
P.3 Identification of legislation which have been designer to implement equity, diversity and
fair treatment in public Services.............................................................................................1
P.4 Explaining the importance of certain terms in the public services.................................3
TASK 2............................................................................................................................................5
M1. Role of advisory services................................................................................................5
D1 Impact of Unconscious bias Prejudice and Discriminatory Behaviour on individuals....5
REFERENCES................................................................................................................................6

TASK 1
P.3 Identification of legislation which have been designer to implement equity, diversity and fair
treatment in public Services
Public services: these are the services which are provided by government and other authorities
to public, this included public sector organisation, education and other social service institution
providing services to public. Public service provider includes sectors:- educational, healthcare,
council services, social housing, emergency and social services and public transportation
Equality Act 2010:
This act provides rules and regulation for public sector duty regarding socio- economic
inequities. This act protects people from discrimination at workplace as well in the society. This
act is applicable to each and every person and business irrespective of its size, scope and status.
The organisation in the public sector owes an equity duty for each and every employee with in its
organization.
This is a duty implied to every public body carrying out any public function to ensure that needs
of all individuals are considered who are involved informing policies, delivering services and
includes their own employees (Equality Act 2010, 2018). Inclusion in equity duty are protected
characteristics such as age, disability, gender reassignment, pregnancy and maternity, race,
religion, sex and sexual orientation. No person shall be discriminated on any of the protected
characteristics, in case someone is involved in this than person committing such action is
considered as an offender in the law and legal proceedings can be initiated on that person.
The Employment Equality (Age) Regulations 2006:
This act is considered as secondary legislation in UK. This act prohibits an employer to
discriminate an employee unreasonably on the ground of age of that worker. This act is
applicable on present and prospective employees and trainees as well in public sector
organization or other institutions which are involved in providing public services. Facts specified
in the law as it is unlawful to discriminate, harass or victimize job applicants, employees or other
trainees on the ground of their age which can be defined as young or old.
All the employers in public sectors organisation and government as well to treat
employees equally withing being biased or have a protective behavior for a person on the base of
his/her age. With implementation if this act one thing was being ensured that present and
prospective employees along with trainees in the business gets a fair treatment and in case they
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feel of being treated distinguished other or that the employer have a protected behavior towered
them (The Employment Equality (Age) Regulations 2006, 2018) . A law sit can be filed against
the employer, there are regulations in the act to initiate legal proceedings on a person who is an
offender under this act. The act has been prepacked by Equality act, 2010.
The Employment Equality (Sex Discrimination) Regulations 2005:
This act has been enacted to stop a form of discrimination on the basis pf the gender/sex
of an employee giving services in public sectors and organization. There ares strict policies made
under this act and a person involved in such discrimination is considered as criminal offender
under the law. This includes direct and discrimination on the basis of maternity and pregnancy
basis, harassment and sexual harassment at workplace (The Employment Equality (Sex
Discrimination) Regulations 2005, 2018). This is need not be done by employer, this act is
applicable to every person at office and outside office who is involved in such act.
Any person who is engaged in proving public services and involved in sexual
discrimination, the act applies to that person as well. The act layers down the provision on the
basis of which level and intensity of such discrimination and harassment is determined and on
the basis of that only he/she is convicted under the law.
Race Relations (Amendment) Act 2000:
This act lays down the fact that race discrimination is unaccountable and is outlawed in
all public authorities and those functions of public authorities run by private sector. Public bodies
are assigned with a general duty to promote race equality. No discrimination power is given to
them to decide whether the promotion of race equality is an appropriate activity or not. They
must promote equity of opportunity and good relation between people of distinctive racial
groups.
The propitiation in public services covered under this act most monitors their workforce
and take measures to make sure that employee and workers from minority and indigenous
community are treated fairly (Race Relations (Amendment) Act 2000, 2018). It must be
assessed that how policies and programs can effect people from minorities and premedical
actions must be taken where any potential or adverse impact on such people are identified. It
must be monitored that the implementation of policies and programs are done to ensure that they
meet the needs of minorities.
The Employment Equality (Religion or Belief) Regulations 2003:
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This law is applicable to all vocational training and all aspect of employment, including
recruitment, terms and conditions, promotions, transfers, dismissals and training (The
Employment Equality (Religion or Belief) Regulations 2003, 2018). They make it unlawful on
the grounds of religion or belief to:- directly or indirectly discriminate against anyone, subject
some to harassment which can be mental, physical and sexual. No person taking services from
any public service institution or working there shall discriminated of harassed by anyway, strict
action plans are made under the law to deal with those who involve themselves in such heinous
acts.
Human Rights Act 1998:
The acts provide certain rights and freedom to every person in UK, this are defined as the
right to life; the prohibition of torture and inhuman and degrading treatment; the prohibition of
slavery and forced labor the right to liberty and security; the right to a fair trial; the prohibition of
retrospective criminal penalties; the right to private and family life; the freedom of thought,
conscience and religion; the freedom of expression; the freedom of assembly and association; the
right to marry; the right to free enjoyment of property ; the right to education ; the right to free
and fair elections ; and the prohibition of discrimination in the protection of the other rights
(Human Rights Act 1998, 2018). Every person in public sectors organisation and institutions
must not be deprived from any of the right or freedom empowered to them under this act.
P.4 Explaining the importance of certain terms in the public services
Unconscious bias: This can be explained as a situation when the brain of a person makes
incredible quick judgement and assessments of about other people and prevailing circumstance
without actually realising the fact of making decision unconsciously (Sherwin, 2017). The bias
of a person are influences by his/her background, culture, environment and personal experiences.
People may not even be aware about theses opinions and views without knowing the impact and
implementation of their decisions or judgements.
Importance: in public services this is considered as an important factors and this might
influence recruitment and selection decisions. Another term being called for unconscious bias is
being judgemental which can be explained as forming an opinion about a person on personal
perception without knowing facts. The perception is the one which gave rise to this bias.
In genera in employment it can be seen at time recruitment as rating male candidate more
qualified than female members, offering male candidates higher salary and providing more
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investment for development of male candidates over female candidates. To avoid this proper
trainings are provided.
Prejudice: in the terms of law this can be defined as the manner in which a court case is
dismissed. It can be dismissed permanently or not (Vickers, 2016) ). To determine the fact that
whether law suit is decided for once and for all prejudices attached to it must be seen. A case can
be dismissed with or without prejudice.
With prejudice: in legal terms a case dismissed with prejudice mead it is dismissed
permanently the court and it is over and done with the case once and for all and the case can not
be taken to court again.
Without prejudice: this means case is not dismissed forever and the person whose case
it is can try the case again. The parties to the case can communicate with each other over the
case and they do not loose the rights, privileges on there case, it can be again tried.
Sometimes cases are dismissed by the party who filed the case voluntarily as well.
Importance: in legal context this is important and to with dismissing a case with
prejudice means that parties to case lost their all rights in the case and also right to appeal or
right to go to court again for the same case which can be in from of trial or appeal. Sometimes
opposing party to case file a motion of dismissal of the case and judge passes involuntary
dismissals against the wants of parson who have files the case, this generally happens when
judges is of the view that case can not be taken forward due to legal grounds.
Discriminatory Behaviour: this can be defined as treatment of an individual
distinctive from other on the basis of protected characteristics of the person of employee. In
other terms it can be explained as unjust or prejudice treatment different categories of people on
the ground of their age, sex, race etc. As per the law it is against the law to discriminate any
person on basis of protected characteristic, which includes – age, sex, race, sexual orientation,
religion, being married or in a civil partnership, dis ability, national origin and being pregnant
or on maternity leaver. Discrimination can be at work, in education, as a consumer, when using
public services, when buying or renting a property or as a member or guest of a private club or
association. Law protects every person from discrimination at every place mentioned above.
Importance: with formulation and implementation of various law to eradicate
discrimination at every place. The law and provision the rights of a person being a citizen of UK
to be treated fairly and equally at every place of access, this ensures that no one is deprived from
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their basis and legal rights of freedom and speech, in its ensures that in case person is involved
in any type of discrimination is not speared by law and is convicted by the court for such an act.
TASK 2
M 1. Role of advisory services
Conciliation and Arbitration Service (ACAS):
This advisory council provides free and impartial information and advice to employers
and employees on all aspects of workplace relations and employment law (Conciliation and
Arbitration Service (ACAS), 2018). This back ups the ides of good and effective relationships
between employers and employees which sustain organizational success. When things go wrong
people from this council help by providing conciliation to resolve workplace problems.
Equality and Human Rights Commission (EHRC) Rights of Women:
The European Convention on Human Rights (ECHR) is an international treaty under the
auspices of the Council of Europe (Equality and Human Rights Commission (EHRC) Rights of
women, 2018). The Equality and Human Rights Commission enforces equality legislation on
age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity,
race, religion or belief, sex and sexual orientation. It encourages compliance with the Human
Rights Act 1998.
D1 Impact of Unconscious bias Prejudice and Discriminatory Behaviour on individuals
Prejudice: a case when dismissed with prejudice the party to case lost all their rights
towards the case as try the case in court against. Similarly, if a lawsuit dismissed without
prejudice means both the parties have a right to try the case further and can find another solution
to the case.
Unconscious bias: this have a major impact on the thinking and perception of an
individual, a person sometimes do certain acts which are not right under influence of
unconscious bias.
Discriminatory Behaviour: with experiencing discrimination a person loses his/her
self esteem and confidence, some quite jobs, some take actions but mostly it seen that no one
accepts their claims and are deprived from their basic right of freedom, this in fact drag them to
depression.
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REFERENCES
Books and Journals
Sherwin, R. K., 2017. Law frames: Historical truth and narrative necessity in a criminal case.
In Trials. (pp. 143-187). Routledge.
Vickers, L., 2016. Religious freedom, religious discrimination and the workplace. Bloomsbury
Publishing.
Online
Equality Act 2010. 2018. [Online]. Available through
:<https://www.legislation.gov.uk/ukpga/2010/15/contents>.
The Employment Equality (Age) Regulations 2006. 2018. [Pdf]. Available through
:<http://www.legislation.gov.uk/uksi/2006/1031/pdfs/uksi_20061031_en.pdf>.
The Employment Equality (Sex Discrimination) Regulations 2005. 2018. [Online]. Available
through :<http://www.legislation.gov.uk/uksi/2005/2467/contents/made>.
Race Relations (Amendment) Act 2000. 2018. [Online]. Available through
:<http://www.legislation.gov.uk/ukpga/2000/34/contents>.
The Employment Equality (Religion or Belief) Regulations 2003. 2018. [Online]. Available
through :<>.
Human Rights Act 1998. 2018. [Online]. Available through
:<https://www.legislation.gov.uk/ukpga/1998/42/contents>.
Equality and Human Rights Commission (EHRC) Rights of women. 2018. [Online]. Available
through :<http://www.equineteurope.org/Great-Britain-Equality-and-Human>.
Conciliation and Arbitration Service (ACAS). 2018. [Online]. Available through
:<http://www.acas.org.uk/index.aspx?articleid=1342>.
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