Analysis of Discrimination Experiences in UK Workplaces: A Report

This report investigates experiences of discrimination in UK workplaces, focusing on disability and unfair treatment. The report begins with an introduction to workplace culture and the impact of discrimination, followed by an analysis of two interviews. The first interview explores the challenges faced by individuals with disabilities, including the importance of sensitive interviewing techniques and the need for workplace accommodations. The second interview delves into broader forms of discrimination, such as those based on gender, race, and religion, highlighting the legal restrictions on discriminatory questions during interviews. The conclusion emphasizes the detrimental effects of discrimination on employees, including increased stress and reduced well-being, and recommends implementing policies like The Equality Act to foster a more inclusive and equitable workplace. The report concludes with a list of references including books and journals used for the research.

Experiences of discrimination at the
workplace in the UK

Table of Content.
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1st person.....................................................................................................................................1
2nd person....................................................................................................................................2
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
The culture is generally a character as well as personality within the organization. The
positive culture within the workplace can specifically attracts the talent, can drives the
engagement, influence the happiness as well as satisfaction and can effectively influence the
performance as well. In this, the management, leadership, policies, workplace practices as well
as the employees can significantly influence the culture within workplace. In context with
discrimination at workplace, it can involve exclusion, distinction or the preferences that has the
effect of nullifying or can impairing the equality of the opportunity in occupation (Yasin and
Namoco, 2021). The concept of discrimination can occur at workplace when a person is less
treated favourably than the other people because of their features which are not associated with
the competence of a person and many more. In this report, it will cover the interview of two
people at workplace and identifying their views on experience of discrimination and disability at
workplace.
MAIN BODY
1st person
Interviewing people having disabilities must not be any unique than interviewing a
person who are not disabled. Therefore, the interviewers generally required to be more sensitive
towards the disability restrictions. In this, enable the person having disability to educate the
managers as towards any assistance they may require, but not the medical diagnosis or the
conditions. In addition to this, some of the people having disabilities generally require additional
special arrangements to effectively participate in an interview. While conducting the interview
for people having disabilities, the manager must interview in a manner which can stress the
capabilities, accomplishments as well as a person's qualities as well. During the interview, the
employers or the managers can ask a person with disability that will they require any special
arrangements in their work so as to do their job appropriately. Another questions that the
employers must ask to a person having disability such as do a person can take medications which
may make it unsafe for them to perform their job tasks properly (Mara, Ginieis and Brunet,
2021). Another types of questions which must be asked when interviewing that are a person is
able to perform the necessary functions of the job role. In addition to this, other questions asked
was as a part of the hiring procedure, after the job offer made, a person with disability generally
1

be needed to undergo a clinical exam. The outcomes will specifically be remain confidential as
well as will only be used when an emergency clinical care treatment is essential or to assist in the
identification of a job accommodation, if required. Furthermore, the employers can also ask the
questions such as how will a person with disability can manage the stress and many more. In all,
for a disabled person, a physical surrounding environment which is not accessible or generally
hard to navigate. The workplace can include lack of effective as well as assistive tools or the
technologies to effectively aid the people to be more effective (Bornstein, 2021).
2nd person
The discrimination at workplace is mainly based on various prejudice as well as can
occurs when a worker or employee is generally treated unfavourably only because of sexuality,
gender, religion, race or any other disability. In context with direct discrimination, it can occurs
when a person is treated less favourably as compared with other employee. Such that the worker
generally involves the qualification to do the occupation but other can turn them down only
because they think that they may want to begin a family soon. While interviewing a person that
do not associate directly to the qualification for doing a job are quite inappropriate or generally
illicit if they are restricted by the federal, state as well as local ordinance. As a general rule, an
interviewer must not ask about the informations until a person is prepared as well as is able to
prove that the corresponding information that is sought is generally associated with job as well as
are non-discriminatory (Wainwright, and et. al., 2022). The question which must be arises within
a workplace is what are the restricted bases of discrimination in an occupation. In this, it can be
determined as well as restricted in several international labour standards such as the sexual
discrimination, distinction based on colour and race, the religious discrimination, the natural
extraction, the social origin, discrimination based upon the political perspectives, the sexual
orientation and many more. In context with the sexual discrimination within workplace, it can
involve such distinction which are made on the basis of the biological features as well as the
specific functions which can distinguish the male and female. In addition to this, the physical
distinction can involve any of the job specifications that are not important to carry out the
prescribed specific duties such as need of minimum weight that does not influence the job profile
of a person. While talking about distinction based on colour and race, these both are greatly
rooted within the social as well as an economic components which do not have any of the
2

objective basis. Furthermore, it can commonly include the discrimination against an ethnic group
or the tribal group of population (Mathis, 2021).
CONCLUSION
From the above discussion, it is concluded that the discrimination and disability within
workplace can specifically influence the outcomes of the organization well. While taking
interview of people, it is identified that the discrimination among employee within the workplace
can specifically have a damaging influence on the people. The people can suffer from various
enhanced stress, the anxiety disorders, substance abuse issues, depression, the reduced self-
esteem, the loss of self-control and various other issues along with the suicidal notions and
attempts as well. These both discrimination and disability can be specifically avoided within
workplace by implementing specific policies and piece of legislations such as The Equality Act
and many more. If these such are not implemented well, then the people can feel discriminated as
well as they can become less participated, can involve the reduced health, and ultimately are less
profitable as an outcome.
3

REFERENCES
Books and Journals:
Yasin, R. and Namoco, S.I.O., 2021. Prostitution: a new dynamic of discrimination. Gender in
Management: An International Journal.
Mara, L.C., Ginieis, M. and Brunet-Icart, I., 2021. Strategies for coping with LGBT
discrimination at work: A systematic literature review. Sexuality Research and Social
Policy, 18(2), pp.339-354.
Bornstein, S., 2021. Disclosing Discrimination. BUL Rev., 101, p.287.
Wainwright, E. and et. al., 2022. Pain, work, and the workplace: a topical review. Pain, 163(3),
pp.408-414.
Mathis, W.J., 2021. Working out disability: identification and workplace health
promotions (Doctoral dissertation).
Lewis, D., Deakin, R. and McGregor, F.L., 2021. Workplace bullying, disability and chronic ill
health. Dignity and Inclusion at Work, pp.433-461.
4