Report on Equality, Diversity, and Fair Treatment in Public Service

This report delves into the critical concepts of equality, diversity, and fair treatment within public services. It examines the origins and impact of unconscious bias, prejudice, and discriminatory behaviors, highlighting their influence on recruitment, selection, and overall organizational culture. The report differentiates between bias, prejudice, and stereotyping, and emphasizes the importance of understanding these terms for effective public service delivery. It concludes by summarizing the significance of these concepts in promoting fairness and well-being within the population. The report references various sources to support its arguments and provides a comprehensive overview of the subject matter.

Equality, Diversity and
Fair Treatment

TABLE OF CONTENT
 INTRODUCTION
 Origins of unconscious bias, prejudice and discrimination
 Difference between bias, prejudice, stereotyping, discrimination
 Impact of unconscious bias, prejudice and discriminating behaviour
 Importance of understanding of the terms
 CONCLUSION
 REFERENCES

Introduction
 Public service organisations provide treatment to
the public and they are responsible to provide fair
treatment to the people who living within its
jurisdiction.
 The study will analyse the origins of unconscious
bias, prejudice and discrimination and its
importance in the public service sector.

Origins of unconscious bias, prejudice and discrimination
 Unconscious bias: This is often defines as
unsupported or prejudice judgement in favour of or
against one person, group or any thing as compare
to another
 Prejudice: it can be define to the feeling towards a
person based on their affiliation within a group.
 Discriminatory behaviour: Discrimination
defined as treating an individual unfairly because of
who they are or they possess certain characteristics.

Difference between bias, prejudice, stereotyping,
discrimination
Bias Bias Stereotyping Discrimination
It is a human tendency
to make error in
judgement
systematically or when
making decision that
based upon thought.
It is a negative attitude
or affective response
towards an individual
or specific group. It is
prejudgement and
assumption.
It is cognitive
component of attitude,
beliefs about the
attributes that are
thought to be
characteristics of a
group.
It is the behavioural
component or action
that taken towards
specific social group.

Impact of unconscious bias, prejudice and
discrimination behaviour
 Unconscious bias in recruitment and selection: At workplace, unconscious bias can situation
diversity, recruiting and retention efforts and unknowingly shape the culture of an organisation.
 On the other hand prejudice also have affect on the public services and on individuals. Public
service industry work for the well being of the society and it affected by Prejudice lead
discrimination in between serving the public.
 Discriminatory affect general well-being, social relation. For example; police have to have
discrimination behaviour towards the perpetrators so victim can get justice.

Importance of understanding of unconscious bias,
prejudice and discrimination behaviour in the public
services
 The term are essential for the public services to
understand that help in their work and
providing services to the public.
 For example; police is a kind of public
services, in their field they are require to be
prejudice in some cases and to make
assumption in order to find the culprit.
 Along with it, they are responsible for aware
public that discrimination is illegal.

Conclusion
 From the present evaluation it has been summarised that the three term are also have essential
part carried out by public services. Public services are responsible to work for well being of
the population and it is essential for them to have an understanding of discriminate behaviour,
unconscious bias and prejudice

REFERENCES
 Fiske, S. T., 2016. Prejudice, discrimination, and stereotyping. NOBA Project.
 Lueke, A. and Gibson, B., 2015. Mindfulness meditation reduces implicit age and race bias:
The role of reduced automaticity of responding. Social Psychological and Personality
Science. 6(3). pp.284-291.
 Sposato, M., Feeke, S., Anderson-Walsh, P. and Spencer, L., 2015. Diversity, inclusion and the
workplace-equality index: the ingredients for organizational success. Human Resource
Management International Digest. 23(5). pp.16-17.
 Thompson, N., 2016. Anti-discriminatory practice: Equality, diversity and social justice.
Macmillan International Higher Education

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