It is important that you know how and when to access information, advice and support.
The Equality Act 2010 states that discrimination is unlawful and people must not be treated unfairly because of who they are.
We have created some scenarios for you to consider…
You overhear a couple talking about your colleague.
One of them receives support from your colleague. They are using words like “coloured” and “wog”.
You are in a residential home in a communal lounge where there are several residents.
You witness a colleague making faces to another colleague whilst supporting an individual. She is doing it so that the resident she is supporting cannot see.
It is not kind.It is not kind.
Your manager has told you that you are unable to take your annual leave next week as it is too short notice.
However, when your colleague makes the same request later the same day, he is granted his annual leave.
It is important not to be fearful about raising any concerns you may have.
Each of these situations can be seen as examples of discrimination and need to be raised with your employer.
If the person involved is your employer, you need to discuss this with a more senior person or you should contact the Local Authority’s Safeguarding Team.
If you do not raise an issue you are concerned about, you may feel anxious and unhappy which can lead to stress. It can also cause a bad atmosphere when situations are not dealt with. This will have a negative impact on the team and on the service provided. Misunderstandings and different perspectives are very common and often a simple discussion and explanation can make a great difference. This demonstrates good communication.
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