What is Equality and Diversity?

Definitions

The language around equality and diversity is sometimes complex, and words have different meanings for different people. This section gives a broad overview of the key definitions, with a view to encouraging the consistent use of terminology at the University:

Equality (equal opportunities) is defined by The Scotland Act 1998 as: "The prevention, elimination or regulation of discrimination between persons on grounds of sex or marital status, on racial grounds, or on grounds of disability, age, sexual orientation, language or social origin, or of other personal attributes including beliefs or opinions such as religious belief or political opinions". It ensures that disadvantaged groups have access to opportunities. However, it is not a minority issue; it is everyone's responsibility and right.

Diversity focuses on maximising the potential of all staff and students through valuing the different ethnic, religious and social backgrounds, genders, sexual orientations, ages, skills, and experiences of individuals, and seeks to utilise these differences for the benefit of the organisation. It recognises that 'one size does not always fit all'. Diversity should not be used interchangeably with equality; they both have distinct meanings. At the University, equality is the primary focus, and diversity may be one of the outcomes of successful equality work.

Discrimination, in general terms, is recognised in four ways under law:

• Direct discrimination occurs when someone is treated less favourably than someone else on grounds of a personal factor such as age, disability, ethnic origin, religion or belief, sex, or sexual orientation e.g. Refusing to offer a woman a job because she is pregnant.
• Indirect discrimination occurs when a requirement causes disproportionate disadvantage to one or more groups of people based on their age, disability, ethnic origin, religion or belief, sex, or sexual orientation. e.g. a company which has a dress code could be indirectly discriminating against particular religious groups.
• Victimisation occurs when someone receives less favourable treatment because he or she has complained about discrimination or supported someone who has.
• Harassment is unwanted conduct that violates the person’s dignity, or creates an intimidating, hostile, degrading, humiliating or offensive environment for the person.

Institutional racism is defined by the McPherson report on the inquiry into the death of Stephen Lawrence as "the collective failure of an organisation to provide an appropriate and professional service to people because of their colour, culture or ethnic origin. It can be seen or detected in processes, attitudes and behaviours which amount to discrimination through unwitting prejudice, ignorance, thoughtlessness and racist stereotyping which disadvantage minority ethnic people".

Positive action through training and encouragement for under-represented groups can be lawful. For example, if over the previous twelve months no women, or people from a particular racial group, have been doing a certain type of work then it is lawful to offer training only for women or the racial group. Another example of positive action is advertising to encourage candidates from a particular group to compete for jobs.

Positive discrimination, or affirmative action, is not lawful in the UK. It occurs if a person from an under-represented or disadvantaged group was given additional assistance or favourable treatment, or given a job specifically because that person is from a particular group, regardless of whether the person has the relevant skills and qualifications.

Last updated: 25 July, 2011
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