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Good Practice v Discrimination Protecting and empowering the vulnerable.

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Presentation on theme: "Good Practice v Discrimination Protecting and empowering the vulnerable."— Presentation transcript:

1 Good Practice v Discrimination Protecting and empowering the vulnerable.

2 On what grounds do people discriminate Think in these areas to really understand Visual-stereotyping Perception of an AEN-assumption of knowing what needs that person will have Prejudice-based on a previous experience we have already decided how ‘it’ will go next time we communicate or deal with that same person.

3 Labelling the types of discrimination Who? Nationality Old people Young people Women or men Physically or mentally impaired Size Race Sexual orientation Life choices Appearance Religion Gender reassignment

4 Direct Discrimination Direct discrimination Direct discrimination happens when an employer treats an employee less favourably because of, for example, their gender or race. (So it would be direct discrimination if a driving job was only open to male applicants).

5 Indirect discrimination is when a condition that disadvantages one group of people more than another is applied to a job. For example, saying that applicants for a job must be clean shaven put members of some religious groups at a disadvantage. However the law does allow employers to discriminate indirectly if they can show a good reason for having the condition. For example, the condition that applicants must be clean shaven might be justified if the job involved handling food and it could be shown that having a beard or moustache was a genuine hygiene risk.

6 Just say No! Equal Opportunities Sex Discrimination Anti-harassment Disability Discrimination Act Children Act Human Rights Act

7 Disability Discrimination Act 1995 It is unlawful for an employer to treat people with disabilities less favourably than someone else because of their disabilities and this applies to recruitment, training promotion and dismissal. Employers have a duty to make reasonable adjustments to working conditions to accommodate a disability. The act was updated in 2005 to extend the definition of disability to include cancer, HIV infection, multiple sclerosis and some mental heath problems such as depression, dementia, obsessive compulsive disorder, schizophrenia and learning disabilities.

8 Area of Social Work we haven’t really considered! Rehabilitation of Offenders Act 1974 Where a person who has been convicted of an offence and has served a custodial sentence, after a period of between 5 and 10 years, he/she must be treated as if the offence had never been committed. The candidate is not obliged to reveal any such sentence to a prospective employer with the exception of certain professions including accountant, lawyers, teachers, medical professionals and those who work with persons under 18 who can be asked to disclose previous offences. Custodial sentences of over two and a half years are never considered spent.

9 Ideas for good planning?

10 Ideas for good practice?


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