About Diversity

Useful Definitions

Positive Action
Refers to a variety of measures designed to counteract the effects of past discrimination and to help eliminate sexual and racial stereotyping.

Positive Discrimination
Employing someone because they come from a disadvantaged group regardless of whether they have the relevant skills and qualification. THIS IS UNLAWFUL.

Direct Discrimination
Occurs when a person is treated less favourably than another person in comparable circumstances.

Indirect Discrimination
When a condition or practice is applied (may on the face of it not appear to have anything to do with race or gender) but adversely affects a considerably larger proportion of one group and cannot be shown to be justified.

Victimisation
Less favourable treatment of a person because they have brought about legal proceedings under the RRA, or are suspected of having done so: or because they have alleged that a person has committed an act which would amount to unlawful discrimination: or because they have given evidence or information in connection with proceedings brought under the RRA: or because they have otherwise done anything under the RRA in relation to any person, or because they have intended or intend to do any of these acts.

Burden of proof
Under the new Regulations (RRA) once a prime facie case has been established, the onus is on the person alleged to have committed the act of discrimination, harassment or victimisation to prove that he/she has not done so. Role of the Equal Opportunities Commission

Reasonable Adjustment
Taking reasonable steps to prevent a person with a disability from being at a substantial disadvantage, because of working arrangements or the physical layout of premises, unless an acceptable justification can be given.

Access to services
Unlawful to discriminate by refusing to provide services to the public of like quality, in like manner and on like terms.

European Union Directives
To comply with two EU Directives on Race and Employment the UK Government has/ is reviewing aspects of existing equality legislation amending it as necessary and has introduced employment legislation to cover : Sexual Orientation, Religion and belief, Disability. Age and further amendments will follow.