Equality and Diversity in Public Services: A Report

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Equality and diversity
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Table of Contents
INTRODUCTION.....................................................................................................................................4
DESCRIBING ORIGINS OF PREJUDICES, UNCONSCIOUS BIAS AND DISCRIMINATION.........................5
EXPLANATION OF THE SIGNIFICANCE OF THE UNDERSTANDING PREJUDICE, UNCONSCIOUS BIAS
AND THE DISCRIMINATORY BEHAVIOUR THAT IS DONE IN PUBLIC SERVICES...................................6
CONCLUSION.........................................................................................................................................7
REFERENCES..........................................................................................................................................8
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INTRODUCTION
In this report, the topic that will be discussed is the equality and diversity in which there will
be deep explanations of the prejudice, unconscious bias and discrimination. After discussing
these their importance will be discussed in the public services and how these behaviours
affect the whole functioning. These definitions and key terms will be discussed in detail and
their impact on public services.
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DESCRIBING ORIGINS OF PREJUDICES, UNCONSCIOUS BIAS AND
DISCRIMINATION
Unconscious bias:
The term unconscious bias can be defined as the term in which people usually make
judgements which are unsupported and that can be in favour or in against of anything, any
person or any other object when that is compared is termed as the unfair for all (Fiarman,
2016). This has been recorded in many types of research that when people make quick
judgements that are based on the past judgements or the past experiences that are called
as the unconscious bias and with this many people get benefit while many others have to
suffer (Fiarman, 2016).
Prejudice:
The term prejudice can be understood as it is the behaviour or the feeling of a person
towards the group or individual that is influenced by that individual or that group of
person’s religions, caste, behaviour, education, beauty etc. In other words, it can also be
said as evaluating a person or group of persons based on their perceived value (Whitley et
al., 2016).
Discrimination:
Discrimination is the term that is very different from prejudice, in this people make consider
other person or group according to their perceived value (Whitley et al., 2016).
Discrimination is something, doing unfair or doing something in a way that is not even
expected to behave in a fair manner.
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EXPLANATION OF THE SIGNIFICANCE OF THE UNDERSTANDING PREJUDICE,
UNCONSCIOUS BIAS AND THE DISCRIMINATORY BEHAVIOUR THAT IS
DONE IN PUBLIC SERVICES
It is very important to understand unconscious bias, prejudice and the discriminatory
behaviour in the public services because it can harm the role of the person at the workplace
(Marvel, 2015) The unconscious bias can leave the negative impact and can also affect the
other persons at large.
The impact of unconscious bias, prejudice and discrimination can be negative or positive but
when it is negative it can affect to large extent. At public services, people are working for
the good cause, and thus this is their duty to take decisions by understanding all the
situations in deep and then deciding what has to be done with the situation (Kinder and
Ryan, 2017).
In these terms that are discussed above, decisions based on these terms are usually not in
favour of the individual or the group of individuals (Reynolds and Klik, 2016).
Thus, it is very important for the welfare of the nation and for the good cause of the society
that these terms must be understood correctly.
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CONCLUSION
Therefore, from the above discussion, this can be concluded that unconscious bias,
discrimination and prejudice are the terms that need to be understood. These terms are
related to the decision making which is influenced by the factors around the person or the
group. In the above report, their definitions and why they are important to understand in
the public services are explained.
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REFERENCES
Fiarman, S.E., 2016. Unconscious bias: When good intentions aren’t enough. Educational
Leadership, 74(3), pp.10-15.
Kinder, D.R. and Ryan, T.J., 2017. Prejudice and politics re-examined the political significance
of implicit racial bias. Political Science Research and Methods, 5(2), pp.241-259.
Marvel, J.D., 2015. Unconscious bias in citizens’ evaluations of public sector performance.
Journal of Public Administration Research and Theory, 26(1), pp.143-158.
Reynolds, K.J. and Klik, K.A., 2016. New developments in prejudice research: from its neural
basis and impact on well-being to prejudice reduction. Current Opinion in Psychology, 11,
pp.115-119.
Whitley Jr, B.E. and Kite, M.E., 2016. Psychology of prejudice and discrimination. Routledge.
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