This document defines key terms related to equal opportunities and diversity. It defines diversity as various backgrounds and perspectives that enrich groups. Equal opportunities means equal treatment and rights. Equality protects minority groups from discrimination based on attributes like sex, race, disability, etc. It also defines harassment, sexual harassment, homophobia, bullying, victimization, gender reassignment, flexi-times, glass ceiling, direct discrimination, indirect discrimination, institutional racism, and positive action.
2. There are many definitions and terms within the arena of equal opportunities and diversity, the following definitions are commonly used explanations. DEFINITIONS for equal opportunities
3. Diversity - Diversity is the mosaic of people who bring a variety of backgrounds, styles, perspectives, values, and beliefs as assets to the group and organizations with which they interact. Equal opportunities - the same in importance and (of people) deserving the same treatment, equal rights. Equality - A revised term for 'Equal Opportunities'. It is based on the legal obligation to comply with anti-discrimination legislation. Equality protects people from minority groups from being discriminated against on the grounds of group membership, i.e. sex, race, disability, sexual orientation, religion or belief or age.
4. Harassment - Harassment involves a range of behaviour which is unacceptable to the recipient and which creates an intimidating, hostile or offensive environment for employment, study or social life. Sexual harassment - is unwanted or offensive sexual attention, suggestions, or talk, esp. from an employer or other person in a higher position. Homophobia - Fear of homosexuality (and possibly associated avoidance of exposure to homosexuals or related materials and situations) / Prejudice against homosexuals or Lesbian, Gay or Bisexual people in general. Bullying - Any unsolicited or unwelcome act, which humiliates, intimidates or undermines the individual involved and which is aimed at making that person feel worthless. It is for each individual to determine what is acceptable to him or her and what he or she regards as offensive.
5. Victimisation - Treating people less favourably because they have made a complaint or intend to make a complaint about discrimination or harassment or have given evidence or intend to give evidence relating to a complaint about discrimination or harassment. Gender Reassignment - Medical treatment to enable transgender people to alter their bodies to match their gender identity - the process is known medically as "gender reassignment". Flexi-times - adaptable working arrangements and benefit packages which employers use in their workplace to suit the individuals and the company. Glass ceiling - refers to the artificial and invisible barrier, which prevents women and minorities from gaining higher or more powerful positions in the workplace. These barriers to progression are based on attitudinal or organisation bias.
6. Direct discrimination Occurs where 'one person is treated less favourably than another is, has been or would be treated in a comparable situation'. It means a difference of treatment simply because of a person's race, sexual orientation, religion or belief, disability, or age, rather than (for example) a person's competence to do a particular job. Indirect discrimination Occurs where an apparently neutral 'provision, criterion or practice' would put persons of a given group at a particular disadvantage compared with other persons, unless it can be objectively justified by a legitimate aim and the means of achieving that aim are appropriate and necessary.
7. Institutional racism Taken from the Macpherson Report - 'The collective failure of an organisation to provide an appropriate and professional service to people because of their colour, culture or ethnic origin. It can be seen or detected in processes, attitudes and behaviour which amount to discrimination through unwitting prejudice, ignorance, thoughtlessness and racist stereotyping which disadvantage ethnic minority people'. Positive action Employers may not discriminate in the actual selection for a post on the grounds of sex or race but the legislation does allow measures to be taken to encourage members of under-represented groups to take advantage of opportunities. However, positive action which is lawful should not be confused with positive discrimination which is unlawful.
