Attitudes, Discrimination and Prejudices

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Attitudes, Discrimination and Prejudices
Our attitudes towards ourselves and others have developed over many
years and are a consequence of both the primary and secondary
socialisation processes. Attitudes and values are not fixed and will
constantly change and evolve. The way we think and feel will influence the
way we behave. Prejudices and stereotypical views can lead to
discrimination so it is important to recognise our own prejudices in order
that we reduce the likelihood of discrimination.
Prejudice ­ A preconceived opinion not based on reason or experience.
Making a decision about a person without knowing anything about them,
this tends to be based on mostly stereotypical views. E.g. seeing a person
who is covered in tattoos and piecing and assuming that they are rough or
a `thug'.
Discrimination - The unjust or prejudicial treatment of different
categories of people or things, especially on the grounds of a protected
*Bases of Discrimination are those that are the protected characteristics
­ E.g. Age, Gender, Race, Sexual Orientation, Disabilities and Religion.
Direct Discrimination - when a person of a protected characteristic is
treated less favourably than another individual or group. This can be by
their perceived or stereotypical view or can also be to do with them being
associated with a person with a protected characteristic.
Indirect discrimination - where a person or organisation lays down
conditions that mean individuals or groups are disadvantaged in some way
and do not have equality of opportunity.
Language Discrimination ­ using offensive or derogatory terms such as
`moron', or using terms such as `mentally handicapped' rather than `a
person with learning difficulties', as it defines them as a person rather
than their problem.

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Non-verbal Discrimination ­ this could include not making eye contact
with someone, showing distaste through facial expression or body
language or showing that they are visibly embarrassed.
Harassment ­ Unwanted conduct relating to a protected characteristic
which violates dignity or creates an intimidating, hostile, offensive,
degrading or humiliating environment for that person. Employees can now
complain of behaviour they find offensive even if it is not directed at
them.…read more

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Non-discriminatory advert ­ can't say something such as `We are
looking for a man...', though it can be used in a much more subtle
way ­ `We are looking for a handsome employee'.
Advertise in a wide variety of places which are accessible to
different genders, ages and races. Such as different newspapers,
community centre, library, corner shop etc.
Use an equal; ops logo/guidelines. This raises the awareness that
the organisation is sensitive to the equality opportunities.…read more

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Arrange interviews at an accessible location and time. This means
that those with disabilities are able to get to the interview room, as
well as for people with family commitments are able to attend the
interview with a time that doesn't clash.
Have a mixed interview panel. This allows people with a range a
backgrounds and a range of prejudices to be part of the recruitment
process. By having a mixed panel, it means that they are minising the
effects of this.…read more

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Helps prevent future discrimination - This is important because it
ensures that the organisation will not tolerate and discriminatory
behaviour. And is challenged so you always get equality of
Gives guidance on how to behave - This is good because it reflects
well on the company if the staff is well behaved, it also tells the staff
what is acceptable and what is not so then everybody knows what is
crossing the line in the sense of behaviour.…read more

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It will ensure no discrimination in the workplace.
Update staff regularly (don't wait for next training day) - so
then it will allow them to identify situation so then you can give a
rapid response to any problems which may arise
Have regular meetings to explain changes or things that need to
be done now - so staff know what is expected of them and ways of
working can be updated and opens up the staffs minds to new ways
of working.…read more

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Ensuring even
new staff can maintain a high quality of care and then there is a
named person they can go to in order to ask for help.
Monitor/ observe staff performance - this will mean that the
organisation knows when their staff are doing the correct things
and they will also be able to see where they may be going wrong
and then they can change it. Any slip in the organisation can be
identifies and rectified in a quick and effective way.…read more


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