Chapter 6 - Diversity and Equality in the Workplace - Carbery and Cross

A person or group that someone making a claim of discrimination will compare themselves to, with the purpose of demonstrating that they have been treated differently/unfairly using that comparator as a standard

Discrimination that is obviously contrary to the terms of equality legislation, such as explicitly excluding people over 50 from applying for a job

Treating a person or group differently and unfairly on the basis of certain traits or characteristics, such as sexuality, gender, race, religion or disability

The diversity management perspective holds that organizations should recognize difference as a positive organizational factor and should foster, value and utilize this difference for the benefit of the organization

The state of being equal, especially in status, rights or opportunities

This occurs when a seemingly neutral provision attached to a job acts to exclude a person or group protected under equality legislation; for example, a requirement for people to be over 2m tall for a job in a shop would effectively exclude more women than men

Those barriers to employment or progression within employment posed by existing structures, systems and rules, which act to exclude certain groups of people, for example a lack of childcare facilities

Measures undertaken with the aim of achieving full and effective equality for members of groups that are socially or economically disadvantaged

Preferential discriminatory treatment of a minority group over a majority group to try and counter disadvantage in the labour market

Those identified by national institutions as relating to areas where discrimination has or is likely to occur, such as race, sex, sexual orientation, religion, age and disability, and which are subsequently covered by equality legislation

A measure of the extent to which a person or groups can participate in aspects of society to the same level as (or relative to) the average population. Key measures of social inclusion are access to work, adequate housing, education levels and access to education, healthcare and so on

The social justice case for equality holds that organizations have a moral and legal obligation, regardless of profit, to recognize diversity and to develop policies and procedures to ensure that people are treated in a fair and equitable manner in all facets of the business

An act that treats someone unfairly