Home | Your Council | Equality and diversity | Frequently asked questions about Equality & Diversity

Frequently asked questions about Equality & Diversity

A list of frequently asked question with regards to Equalities and Diversity.

What are Equal Opportunities?
Equal Opportunities are associated with ensuring that we give people equal chances to access employment. Traditionally this has been seen as the responsibility of Personnel departments. It is generally understood to relate to recruitment and employment practices.

What are Equalities?
Equalities are intended to be a broader approach. This is more recent terminology. It is based on a theory that inequality exists. The basis is that every person has equal Human Rights and therefore employment and services should be accessible to all. This approach acknowledges that everyone has individual needs and the right to have those needs respected.

What is anti-discrimination?
This is an approach that works to actively acknowledge that prejudice and stereotyping are part of everything that we do and say. By recognising personal views you can prevent discrimination happening both personally and through challenging others.

What role does equalities play in employment?
To deliver the appropriate and professional service that is essential for quality service, you must have well trained, managed and motivated staff at all levels of the organisation. A workforce which is representative of the population you serve will help, as you can draw on their experience when planning services. An informed workforce will ensure that services are provided fairly and efficiently.

What exactly is discrimination?
In law, illegal discrimination takes three forms:

Direct Discrimination - treating a person less favourably than another, for example by not offering them a job because of their sex, marital status, race, colour, nationality or ethnic origin or disability.
Indirect discrimination - application of a requirement or condition, which adversely affects one group more than another and cannot be justified. Examples may include; applying for a height requirement which may disproportionately affect women and some ethnic groups, or rigidly insisting on certain educational qualifications which may not be essential to the performance of the job.
Victimisation - treating a person less favourably because the person has made a complaint or acted as a witness in cases of discrimination under any of these acts.

More information is available from the Employers Organisation for Local Government.