Analysing Equality, Diversity & Inclusion in Society & Organisations

This essay examines the critical importance of equality, diversity, and inclusion within both society and organizations, particularly in the United Kingdom, where businesses are legally required to uphold these principles. It highlights that while diversity of thought and effort are essential for achieving positive outcomes and enhancing work efficiency, inherent biases can hinder progress. The essay addresses the problem of gender discrimination in the workplace, including direct and indirect discrimination, harassment, and victimization, all of which are prohibited under the Equality Act of 2010. It emphasizes that employees should not face discrimination based on sex, perceived sex, or association with someone of a specific sex and concludes by advocating for gender equality as a top priority in human resources, governance, and management to improve employment and education processes and enhance system consequences, such as medical insurance. The essay references several academic sources to support its arguments and provide a comprehensive overview of the topic.

Assessment 2
Equality, Diversity &
Inclusion in Society, and
Organisations

Table Of Content
Introduction
Equity and diversity problem
Types of Sex discrimination
Conclusion
References

Introduction
 Businesses in the United Kingdom are constitutionally obligated
to follow specific policies to guarantee that discrimination is
avoided and that employment standards of equality have always
been maintained.
 Irrespective of race, age, religion, sexuality, handicap, religion,
or everything that could be prejudiced upon, all employees must
be considered equal and provided the very same range of
chances.

Continue…
Even though it is commonly acknowledged that diversity of
imagination and effort are critical for achieving bottom-line
outcomes and increasing work efficiency, our innate biases for
individuals who are similar to us significantly limits our abilities
to enhance such circumstances.
Biases may be found in every interaction we have, from the
wording used in job descriptions and hiring and promotion choices
to supervisors ignoring bad effectiveness they recognize or like.

Equity & Diversity
Problem
 Gender discrimination in the workplace can take on many forms,
but now it typically refers to an employee or applicant being
viewed unequally or less favorably since of their gender, gender
identification, or sexual preference.
 Despite the fact that the terms "sex" and "gender" have multiple
interpretations, they are frequently confused in workplace
discrimination regulations.

Continue…
 Employees may face discrimination based on their gender as well as
other factors like as color or culture. A woman of color, for instance,
may face prejudice in the work in a unique manner than a white female
employee.
 Due to the obvious mixture of her
gender and ethnicity, she may be
mistreated, compensated less, judged
more severely, or pushed over for
advancement.

Types of Sex Discrimination
 Direct discrimination: This occurs when someone treats you
differently because of your sex and someone of the opposite
gender who is in a similar predicament. For instance, a bar may
admit women for free, while males must pay to enter.
 Indirect discrimination: Indirect discrimination occurs when a
company has a strategy or manner of operating that directly
relates to both sexes yet disadvantages women because of their
gender.

Continue…
 Harassment: For all safeguarded traits, the first category of
harassment will be the same. It occurs whenever anyone
humiliates, offends, or degrades. Sexual assault is the second
category of harassment. This is if someone treats you sexually and
helps to feel embarrassed, outraged, or humiliated.
 Victimization: Whenever file a complaint of sex-related unlawful
under the Equality Act, they are handled severely. This can happen
when they are defending someone who has filed a sex
discrimination case.

Continue…
 To really be deemed illegal, employment gender discrimination must
entail behavior that has a detrimental impact on your "aspects or terms of
employment." But then all of job's obligations, restrictions, and perks are
referred to as the terms or terms of work.
 They are typically established by an organization or discussed by a
contractor and the employer when they are hired. They are discussed and
agreed upon in trade unions as parts of the "union representation"
processes. Job duties, work hours, attire, leave and sick days, beginning
wage, and achievement assessment methods are all examples of “terms
and conditions.”

Sex Discrimination Act
 According to the Equality Act of 2010, you cannot be
discriminated against because:
 You are (or are not) of a certain sex. Someone believes you are
of the other gender (this is known as discrimination by
perception)
 You're linked to someone of a specific sex.
 In the Equality Act, sex can refer to a single person, such as a
man or a boy, or a group of individuals, such as women or girls.

Conclusion
At a higher level, the discussion suggests
that gender equality should be a top
priority for HRH studies, governance, and
management, with the goal of improving
pre-service and ongoing professional
employment and education processes to
enhance system consequences, such as
medical insurance.

References
 Dutta, N. and et.al, 2021. Promoting cultural diversity and
inclusion in undergraduate primary care education. Education for
Primary Care, pp.1-6.
 Calinaud, V., Kokkranikal, J. and Gebbels, M., 2021. Career
advancement for women in the British hospitality industry: The
enabling factors. Work, Employment and Society. 35(4). pp.677-
695.
 Blanck, P., Hyseni, F. and Wise, F. A., 2021. Diversity and
Inclusion in the American Legal Profession: Discrimination and
Bias Reported by Lawyers with Disabilities and Lawyers Who
Identify as LGBTQ+. American Journal of Law &
Medicine. 47(1). pp.9-61.