Acknowledge that discrimination exists in wider society, and that it can lead to discriminatory bullying in schools. Challenge discriminatory behaviour, language, negative labels, attitudes and stereotypes. Regularly reflect as a staff team on differing aspects of your practice. Consult parents and other user groups on their experiences at your setting.
Include all groups in developing your practice. LO3: Understand person-centred practice. The equality legislation helps employers understand how to recruit and treat their staff fairly and promotes diversity in the workplace. Having a diverse workforce means better staff retention, therefore reducing your recruitment costs. When looking at how to challenge discrimination in a way that encourages change you need to speak up, but you do still need to be thoughtful in your words.
This is the most common reason we see for leaders saying nothing, and it is often bigger than just being worried about not phrasing something correctly — there are often wider litigious issues to consider. This is where again asking questions is a useful place to start rather that issuing a statement that could cause more problems. But what you can do is make sure wherever you go, people know where you stand. You become a beacon of light that way. You become someone who makes other people want to be anti-racist too.
It may help to practise what you want to say. Your manager or employer may need time to think about what has happened and what to do about it. They may need to talk to other people to find out if they saw or heard anything. Tell your manager or employer if you agree to them doing this.
If you do not agree, this may make it harder for them to find out what happened. Your manager or employer should tell you what they are going to do and inform you of the outcome. If they don't explain why they decided this, you can request this information. They do not have to comply, but if they do it may help you to decide what to do next for example, if it is worth taking things further.
If your employer or manager agrees with you that what happened was unlawful discrimination, then they will want to make sure it does not happen again. You may not need to do anything other than carry on with your job as usual. Or your employer may want you to do something such as meeting the person who discriminated against you.
In any case, you may need to go on working with that person. However, it may help sort things out to do what your employer suggests, if necessary with some expert help, for example, from your trade union or from another person or organisation, such as a mediator. If the discrimination was serious or just one of a series of events, your employer may want to take disciplinary action against the person who discriminated against you. You would probably have to explain to a disciplinary hearing what happened.
You may be able to get help or support in doing this from your trade union if you have one. If your employer does not tell you what they have decided, even after you have reminded them, then you can either make a formal complaint or make an Employment Tribunal claim.
If you are not satisfied with the result of your informal complaint, then you can make a formal complaint using your employer's set procedures.
Your employer can use this too if, for example, they don't have their own procedures. If you are not happy about the outcome of a grievance procedure, then you have a right to appeal. ADR involves finding a way of sorting out the complaint without a formal Tribunal hearing. ADR techniques include mediation and conciliation. The action your employer can take will depend on the specific details of the case and its seriousness.
Your employer should take into consideration any underlying circumstances and the outcome of previous similar cases. Actions your employer could take include:. If your employer hears your grievance and any appeal but decides that you weren't unlawfully discriminated against, they still need to find a way for everyone to continue to work together.
It is important that anti-discriminatory practice is always recognised and challenged. Ignoring comments or behaviour that are discriminatory can be seen as condoning or excusing discrimination. It is not always easy to challenge discrimination particularly if it has previously been accepted in a workplace or the individual behaving in a discriminatory way is a colleague or friend.
Mae'n bwysig bod arfer gwrthwahaniaethol yn cael ei gydnabod a'i herio bob amser. Gall anwybyddu sylwadau neu ymddygiad sy'n wahaniaethol awgrymu bod gwahaniaethu yn cael ei gymeradwyo neu esgusodi.
Nid yw bob amser yn hawdd herio gwahaniaethu, yn enwedig os oedd yn dderbyniol yn y gweithle o'r blaen, neu os yw'r unigolyn sy'n ymddwyn mewn ffordd wahaniaethol yn gydweithiwr neu'n ffrind. Sometimes discrimination is a result of ignorance or having a poor role model and it is important to challenge discriminatory behaviour in a way that changes practice.
Knowledge of the policies, procedures and practice in a work or educational setting will support challenge of behaviour.
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