Analysis of Equality, Diversity and Fair Treatment in Public Services

This report provides a comprehensive overview of equality, diversity, and fair treatment within public services. It begins by outlining the relevant legislation, including the Equality Act 2010, Sex Discrimination Act 1975, Employment Equality (Age) Regulations 2006, Human Rights Act 1998, and Disability Discrimination Act 1995, emphasizing their roles in ensuring fair practices. The report then delves into the importance of understanding unconscious bias, prejudice, and discriminatory behavior, discussing how these factors impact equality. It highlights the roles of attribution, attention, and self-fulfilling prophecy in perpetuating unfair practices. Furthermore, the report examines the role of advisory services, such as ACAS and the Equality and Human Rights Commission, in promoting fair treatment. Finally, it provides examples of how unconscious bias, prejudice, and discriminatory behavior manifest in the workplace. The report concludes by summarizing the key findings and reinforcing the importance of these concepts in public service settings.

EQUALITY, DIVERSITY AND FAIR
TREATMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 2............................................................................................................................................1
P3 Legislation which are implied to manage equality, diversity and fair treatment in public
services........................................................................................................................................1
P4 Importance of understanding unconscious bias, prejudice and discriminatory behaviour in
public services.............................................................................................................................2
M1 Role of advisory services in equality, diversity and fair treatment in public services.........3
D1 Examples denoting impact of unconscious bias, prejudice and discriminatory behaviour in
public services.............................................................................................................................3
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Equality and diversity is range of practices which enables equal access to live and grab
opportunities which reflects fair treatment. It is becoming important for the government of UK to
mage diversity at workplace with equal and fair treatment to all people. The assessment will
outline legislation which are implied by government of UK to implement fair practices in public
services.
TASK 2
P3 Legislation which are implied to manage equality, diversity and fair treatment in public
services
Equality and diversity promotes integration and interaction of people from different
cultures, values and background with each other regardless of unfair treatment. This denotes
value of human rights which enables equal chance to every citizen of country to enjoy freedom
of speech, expression and live. Implication of legislation is essential to establish control over
equality and diversity practices in UK. The government has enforced various regulation for
public services in order to protect interest of citizens against unfair treatment like discrimination.
Some regulations for equality, diversity and fair treatment are discussed below:
Equality Act 2010: The act is enforced by UK government to protect employment right
of people where every person has equal access to public and private services regardless of any
difference based on age, sex, caste, creed, race, etc. It is considered as Act of parliament which
has same goals and objectives which are discussed in Equal treatment directives of European
Union (Kirton and Greene, 2017).
Sex discrimination Act 1975: It another act by parliament of UK which supports fair
treatment all individuals. However, the act is enforced to protect rights of women and men who
are discriminated by society on the basis of their marital status or gender. The regulation protect
the right of people in cases of harassment, employment, education, training, management of
premises and condition of products and services.
Employment Equality (Age) regulations 2006: This act is regulated by government of
UK to restrict discrimination employer at workplaces on the basis of their age. It implied to
every public and private employment services for ensuring fair treatment to every person
regardless of any differences (Chistyakova, Cole and Johnston, 2018). It is identified that every
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person has own willingness to work and therefore no employer has right to discriminate among
people against age.
Human rights Act 1998: This is another act by parliament of UK which is regulated to
incorporate equal and safe practices for the people living in UK. The motive of government is to
enable safe living and working environment to all people regardless of any difference
(Dahanayake and et.al., 2018). In accordance with this act every person enjoys different rights
such, to marry, to do own things, freedom of expression and thought, social, security, safety,
equal employment rights and right to democracy and public assembly.
Disability Discrimination Act 1995: This act was supported and replaced by Equality
Act where the person suffering from any physical and mental long term illness has substantial
right to live normal day to day activities according to own capabilities. For example, in case any
employee is struggling from any disability then it is responsibility of employer to provide
reasonable accommodation to helps the person with job.
P4 Importance of understanding unconscious bias, prejudice and discriminatory behaviour in
public services
Unconscious bias is considered as social stereotypes of certain group of people in society.
However, it plays an important role in supporting equality, diversity and fair treatment in public
services because it promotes tendency to categorize people in different situation. It is important
to have unconscious bias because it helps the people in seeing society in new own way. Fur ther,
it creates the analysis of situation which is completely unique and demonstrate reflection over
different type of bias and discriminate behavior in public services.
Managing change is important but before that it is necessary for the people to understand
the situation which can be addressed by developing understanding over unconscious bias
prejudice and discriminate behavior (UNDERSTANDING UNCONSCIOUS BIAS:
STEREOTYPES, PREJUDICE AND DISCRIMINATION, 2018). Some following points which
helps the understanding importance of unconscious bias, prejudice and discriminatory behavior
in public services are as follows:
Attribution: This factor helps in understanding individual behavior in different public
situation. It is the aspect which helps in analyzing reason of unequal practices like discriminating
behavior of people on the basis of case, creed, race, etc. It helps in analyzing different behaviors
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of public services which needs to addressed therefore unconscious bias plays an important role in
managing equality and diversity.
Attention: The aspect is concerned with prejudice like hat factors in public services are
favored which are leading to unfair and discriminating practices in society.
Self fulfilling prophecy: This denotes the situation which give rise to unequal and unfair
practices in public services. Developing understanding over this aspect is crucial because it will
help in determining response of people to certain group people. Thus, it can be said that is the
prospect which aid in outlining situation and supportive discriminatory behavior of society.
In accordance with this discussion, it can be articulated that unconscious biases is the
situation which is triggered in public services regardless of outcomes is considered as
unconscious bias or prejudice which impact equality, diversity and fair treatment (Ng and
Stamper, 2018). It is the stereotypes which shapes entire culture according to continuous
practices and situation supported in public services.
M1 Role of advisory services in equality, diversity and fair treatment in public services
Advisory play a critical role in providing non binding strategic advice to management
and organizations. The advisory bodies are effective because it provides advice to the people for
increase sale, manufacturing, marketing, production, etc. Advisory, Conciliation and Arbitration
Service in UK provide free impartial information with regard to workplaces and employment
legislation. In accordance with the services and advice of ACAS the focus of body is on
providing fair advice to all. Further, the role of advisory bodies is on making employee
understand the need of managing equality and diversity at workplaces.
However, advice by advisory bodies assist in establishing control over compliance over
equality law which enables fair treatment practices for public services. In accordance with this it
can be outlined that ACAS conciliation enables control and advice by enabling impartial
information to employer and employees as well. This helps in protect interest of workers in
public services. On the other hand, there is Equality and Human Rights Commission which is
non departmental public body which own advisory responsibility to protect right of people
against unfair practices. The body is orientated towards equality against gender, age, belief and
religion (Pressing for progress: women’s rights and gender equality in 2018, 2018).
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D1 Examples denoting impact of unconscious bias, prejudice and discriminatory behaviour in
public services
Unconscious bias reflects typical behavior of workplace in employer practices like,
recruitment, diversity and retention. For example, if in case employer of firm makes quick
judgment for the females working in one team facing challenges in comparison to makes. The
situation denotes automatic triggering at workplace which denotes discriminatory behavior and is
considered as unconscious bias (Pressing for progress: women’s rights and gender equality in
2018, 2018). Thus, it can be outlined that the facts of situation or public services which are
noticed but still triggered implies unconscious bias in work place.
CONCLUSION
The assessment summarised about equality and diversity practices in public services
which are regulated by different legislation where focus of UK parliament is to promote fair
practices in public services. It outlined laws like Equality Act, discriminatory Act, etc. Further,
the report discussed about importance of unconscious bias and prejudice and discriminatory
behaviour which helps in developing critical understanding over stereotype attribute of public
services which restrict fair treat and equality.
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REFERENCES
Books and Journals
Chistyakova, Y., Cole, B. and Johnston, J., 2018. Diversity and vulnerability in Prisons in the
context of the Equality Act 2010: the experiences of Black, Asian, Minority Ethnic
(BAME) and Foreign National Prisoners (FNPs) in a Northern Jail. Prison Service
Journal. (235). pp.10-16.
Dahanayake, P. and et.al., 2018. Justice and fairness in the workplace: a trajectory for managing
diversity. Equality, Diversity and Inclusion: An International Journal. 37(5). pp.470-
490.
Kirton, G. and Greene, A.M., 2017. Understanding Diversity Management in the UK.
In Corporate Social Responsibility and Diversity Management (pp. 59-73). Springer,
Cham.
Ng, E.S. and Stamper, C.L., 2018. A Trump presidency and the prospect for equality and
diversity. Equality, Diversity and Inclusion: An International Journal. 37(1). pp.2-13.
Online
Pressing for progress: women’s rights and gender equality in 2018. 2018. [Online]. Available
through: <https://www.equalityhumanrights.com/en/publication-download/pressing-
progress-women%E2%80%99s-rights-and-gender-equality-2018>.
UNDERSTANDING UNCONSCIOUS BIAS: STEREOTYPES, PREJUDICE AND
DISCRIMINATION. 2018. [Online]. Available through:
<https://cultureplusconsulting.com/2015/05/24/unconscious-bias-stereotypes-prejudice-
discrimination/>.
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