Redress- if an individual feels that they have been unfairly discriminated against, and they wish to complain or deal with the situation this is known as 'redress'.
This can be done in the following ways:
- in an organisation the policies and procedures need to be followed. e.g. equal opportunities policy. (this policy is a requirement)
- Complaints policy
- seek advice for line managers and supervisors
- seek advice from other agencies e.g. Citizens Advice Bureau/ Commisions/ welfare rights commission.
- Seek advice from trade union
- Staff should be made aware of policies and procedures through staff handook/ induction/ training and terms and conditions.
Discrimination- this is to show preference or to choose. This can be in favour of someone as well as against them.
People are ofetn dicriminated aginst due to a prote.cted characteristic . these are:
- gender reassignment status
- religion or belief
- sexual orientation
- marriage and civil partnership statuspregnancy and maternity
2 main types of discrimination:
Direct- this is overt/ obvious discrimination
e.g. refusing a guide dog user access to a restaurant or public service.
Or refusing health care or social care to a lesbian couple.
Indirect discrimination this is covert/ or less obvious discrimination.
e.g. failing to provide a service user with religiously appropriate food when catering.
or having a no hats or
verbal abuse/ devaluaing people/ physically assault/ making assumptions/ excluding people/ negative non-verbal communication/ avoiding people.
Effects of discrimination:
low- self esteem
lack of confidence
isolated and withdrawn
feeling of inferiority
Anti-discriminatory practice is about working and behaving in a way that treats people fairly and not favouring one person or group more than others.
e.g.Policies and procedures that support and protect the rights of individuals.
e.g. Staff training and monitoring