Good practice v discrimination
Download
1 / 10

Good Practice v Discrimination - PowerPoint PPT Presentation


  • 68 Views
  • Uploaded on

Good Practice v Discrimination. Protecting and empowering the vulnerable. 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

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

PowerPoint Slideshow about ' Good Practice v Discrimination' - aira


An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
Good practice v discrimination

Good Practice v Discrimination

Protecting and empowering the vulnerable.


On what grounds do people discriminate
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.


Labelling the types of discrimination
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


Direct DiscriminationDirect discriminationDirect 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).


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.


Just say no
Just say No!

Equal Opportunities

Sex Discrimination

Anti-harassment

Disability Discrimination Act

Children Act

Human Rights Act


Disability Discrimination Act 1995It 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.


Area of Social Work we haven’t really considered!Rehabilitation of Offenders Act 1974Where 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.




ad