Equality, Diversity and Fair Treatment: Bias and Discrimination Report

This report examines the concepts of unconscious bias, prejudice, and discrimination within the context of a public service organization, specifically the Crown Prosecution Service (CPS). The report explores the origins of these biases, highlighting how they can manifest in the workplace and affect employee interactions and decision-making. It then discusses the importance of understanding these biases, emphasizing the potential impact on recruitment, workplace diversity, and employee well-being. The report also suggests strategies, such as developing a mindfulness approach, to mitigate the negative effects of unconscious bias, and references relevant literature on the topic. The report highlights the significance of addressing these issues to promote a fair and equitable work environment.

Equality, Diversity and Fair
Treatment
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Contents
TASK...............................................................................................................................................1
P1. Origins of unconscious bias, prejudice and discrimination...................................................1
P2. Importance of understanding unconscious bias, prejudice and discrimination on public
service operations........................................................................................................................1
REFERENCES................................................................................................................................3
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TASK
P1. Origins of unconscious bias, prejudice and discrimination
In every single business organisation, it is being analysed employees mainly do go through
unconscious discrimination, prejudice and biasness whether it belongs to private or public
business sector. If it is talked about a company like Crown Prosecution Services (CPS), then it
can be said that, human conflicts could result into attempt of crime, war, and mass murder. Here,
it is being analysed that both prejudice and discrimination could be considered as the main cause
of human conflict, where an individual may build hate within his or her mind set for another
person.
Alongside this, it can be said that discrimination, prejudice, stereotypes and bias are some of the
terms which are different from each other. This could be understood with a good example where,
Here, stereotype is being considered as something, which over-generalized belief about a
particular category of people is being developed within an individual related to a person
(criminal). Bias can be considered as disproportionate action taken in favour of or against one
individual. On the other side, prejudice within a company like Crown Prosecution Services
(CPS), an individual may develop unfavourable feeling for others within the organisation. Lastly,
the discrimination could be taken as an action considering a person based on the group, class, or
category to which the person is perceived considering a range of factors like age, colour,
criminal record, height and disability (Klarsfeld and et. al., 2014).
Within a public agency of CPS, it can easily be said that new recruitments would require
to focus upon different range of laws, which might help them individuals while facing issues
related to unconscious bias, prejudice and discrimination.
P2. Importance of understanding unconscious bias, prejudice and discrimination on public
service operations.
Basically, it is required for employees within a public organisation like Crown Prosecution
Services (CPS), to understand the importance of unconscious bias, prejudice and discrimination
within the workstation. Through focusing upon all of these elements, it can be said that an
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individual who is performing a task with a team would not go through any sort of risks that are
present within the working environment. On the other hand, it can be said that if all of these
elements would not be covered by new recruiters, then it can be said that new joiners might face
discrimination related acts, even when they do not know about it (Klarsfeld, A., Ng and Tatli,
2012). On the other hand, it has also been analysed that unconscious bias can be reduced through
developing the mindfulness approach, through exercising the conscious mind in specified time
frame. Some of issues which can be seen like recruitments, less diverse workplace, work
allocation and more are said to be the issues which can be faced due to unconscious bias. On the
other hand, halo effect, stereotypes and more are said to be some of other issues as well linked
with personal experiences within Crown Prosecution Services (CPS) which could get affected
due to unconscious biasness. All of these could easily be reduced through exercising the mind.
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REFERENCES
Books and Journals
Klarsfeld, A. and et. al., 2014. 9.78 E+ 12: Country Perspectives on Diversity and Equal Treatment.
Edward Elgar Publishing.
Klarsfeld, A., Ng, E. and Tatli, A., 2012. Social regulation and diversity management: A comparative study
of France, Canada and the UK. European Journal of Industrial Relations. 18(4). pp.309-327.
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