Workplace equality is a culture within the workplace that is built on fairness. This culture ensures that all members of the workplace are treated with the fairness and respect that they deserve.
They are all accorded equal opportunities. Workplace equality does not condone bullying, harassment and discrimination.
Equality brings about a conducive environment in the workplace. Individuals do not face any type of discrimination within such an environment.
Discrimination on the basis of characteristics such as sex, age and disability does not happen.
Workplace equality involves the recognition that both men and women can do the same job for equal pay. It does not promote a gender pay gap between the two. Both men and women are treated equally and given the same respect.
Equality within the workplace also encompasses the prevention of violence toward women. This also includes harassment in a sexual manner. Policies, structures and strategies can help in actualising this.
Follow-up and resolution of equality cases also help in taking steps in the right direction.
Recruitment and promotion within the workplace need to be objective. Everyone has a right to be promoted or recruited. Merit has to be used in these processes to do away with any biases such as gender-specific prejudices.
Staff within the workplace need to feel safe. They need to be freely able to express themselves without feeling threatened.
This is able to challenge gender stereotypes and norms. Staff can talk about potential discrimination and inequalities confidently without fear of adverse consequences.
Support structures within the workplace need to promote equality. They should be able to deal with inequality cases effectively. The culture and response of staff need to be well receptive and warm to individuals who have experienced inequalities such as bullying, violence and sexual harassment before.
Workplace equality also involves giving a chance to people with disabilities. Structures should be put in place to ensure that they can perform their work with ease. They should not be discriminated against when it comes to recruitment and promotions within the workplace.
There is a need for the development of solid organisational support to promote equality. This has to run within the whole business unit from the top executives to the unskilled members of staff.
Priority areas need to be identified and actions implemented to help in the realisation of workplace equality.
Capacity building is needed for workplace equality. Members of staff need to understand what workplace equality is, what it involves and its benefits. Ultimately, workplace equality creates a conducive and harmonious working environment necessary for both the staff and the business.
Disclaimer: The contents of this article are for information purposes only and should not be relied upon as formal legal advice. We cannot accept responsibility for any loss as a result of acts or omissions taken in respect of this article. Specific legal advice should be sort tailored to the individual circumstances in all cases.
David Philip Harris is a recognised employment solicitor with over 10 years of experience in advising employees and employers on employment law matters. He is a frequent contributor to BBC Radio Berkshire and People Management Magazine. David has represented individual and corporate clients in the employment tribunal as well as the High Court and County Court. David is a member of The Law Society and The Employment Lawyers Association (ELA UK). To contact David, visit the Contact Us page. For media enquiries: info@dphlegal.com.