Unconscious Bias, Prejudice, and Discrimination in Public Service

This presentation addresses the critical issues of unconscious bias, prejudice, and discrimination within the context of public service. It begins by defining unconscious bias, highlighting its origins, and explaining how it can manifest in various forms, including prejudice and discriminatory behavior. The presentation then emphasizes the importance of recognizing and addressing these biases in public service, particularly in recruitment and selection processes, to promote equality and diversity. It stresses the need for organizations to adopt policies and practices that ensure fair treatment and equal opportunities for all individuals. The presentation concludes by summarizing the key points and emphasizing the importance of ongoing efforts to combat bias and discrimination in public service, supported by research and references to academic sources, highlighting the importance of equality and diversity in public service.

Equality, Diversity and Fair Treatment

Table of content
Introduction
Origins of unconscious bias, prejudice and discrimination
Importance of unconscious bias, prejudice and discriminatory behavior in
public service
Conclusion
References

Introduction
Equality, diversity and fair treatment are very essential aspects within the public
services.
Presentation will discuss the origins of unconscious bias, prejudice and
discrimination.
Furthermore, it will explain importance of unconscious bias, prejudice and
discriminatory behavior in public service.

Origins of unconscious bias, prejudice
and discrimination
 Unconscious bias:
 It is also called as explicit bias. These are social creation about definite unit of
people which single person form outside their self-conscious awareness.
 Prejudice:
 It is the reasonableness or wrong behavior towards single person based only on
membership by individual of social group.

CONTD...
 Discrimination:
 It is treatment or consideration or creating various towards, an individual
supported on team, category to that the person is previewed to belong in human
social behavior
 These includes age, color, quality, material status, position, race, sex as well as
sexed position
 It consists of treatment of team based on their real membership in certain group or
social category.

Importance of unconscious bias, prejudice and
discriminatory behavior in public service
 Unconscious bias:
 It is essential to declare that they all have unconscious biases which form their behavior and
continuously improved by their experience and atmosphere.
 It is the necessary to being awake of innocent bias and managing their effects on all recruitment and
selection decision that essential factors towards ensuring that they have different and exclusive
workplaces.
 Prejudice:
 It is the possible to prejudiced and not act upon the behavior.
 It is the prejudgment based on incapable cognition and oftentimes relies representation in the
workplace.

CONTD...
 Discriminatory behaviour:
 It is necessary for all employees to know the rules encompassing these issues
and take optimistic stages to keep correct employment procedures.
 Therefore, equivalence rules on aids to forbid irregular discrimination by
recruiting and employers as well as aid to promote diversity in the workplace.
 It is the essential to promote equality and diversity with public service
company.
 All public service organizations have to have scope of process which they
adopt to ensure they are upholding the biggest standard in relation to equality
and diversity.

Conclusion
 This presentation has summarized that unconscious bias, prejudice and
discrimination is very essential in the public services.
 It can be concluded that origin of unconscious bias, prejudice and discrimination at
each and every places.

References
 Ashe, S. and Nazroo, J., 2017. Equality, diversity and racism in
the workplace: A qualitative analysis of the 2015 race at work
survey. Online: http://hummedia. manchester. ac.
uk/institutes/code/research/raceatwork/Equ...(accessed: 7 April
2017).
 Ashley, L. and Empson, L., 2016. Convenient fictions and
inconvenient truths: Dilemmas of diversity at three leading
accountancy firms. Critical Perspectives on Accounting. 35.
pp.76-87.
 Baysu, G. and et.al., 2016. Minority adolescents in ethnically
diverse schools: Perceptions of equal treatment buffer threat
effects. Child development. 87(5). pp.1352-1366.