Primary and Secondary Socialisation

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Discrimination and equality

Within this study report I will look at how young people can be discriminated against within the wider society and how I could and would challenge this within my youth work practice.

This study report will also highlight current legislation and give a critical reflection on how the youth service can use the legislation to practice equality and diversity. Within this report I will also analyse and evaluate my own knowledge and understanding of equality and diversity.

There are various types of discrimination that can affect all those in society and the work place.

Direct discrimination happens when a person is treated less favourably than another person would be treated in the same situation. An example of this would be the refusal to give a student a placement because of their age, sex or race. (Learner Voice Equality and Diversity 2008)

Indirect discrimination happens when a requirement is applied equally to all but have the effect of excluding one group of people more than the other group. An example of this would be if your learning provider were to introduce a requirement that all students had to be six foot tall, this would exclude more women than men from training and this would indirectly discriminate against women. (Learner Voice Equality and Diversity 2008)

Institutional discrimination happens when the way an organisation works or its structure leads to unequal access or unfair treatment. All services have a duty to examine the way they work to reduce the likelihood of this happening. An example of this is when an organisation puts on a course and the venue can not be easily reached by public transport this would favour all those with cars and discriminate against those who don’t have their own transport. (Learner Voice Equality and Diversity 2008)

Individual discrimination occurs when a person makes a choice which is based on prejudice against another person because they are from another group. An example of this is someone may decide British Asian applicant for a job will not speak or understand English as well as a white candidate applying for the job. (Learner Voice Equality and Diversity 2008)

Victimisation occurs when an individual is singled out because they have used some sort of complaints procedure or have reported issues to the law for the treatment they have received from others. An example of this may be if some one used the sex discrimination act because the individual feels that they have received unfair treatment because of their gender. (Learner Voice Equality and Diversity 2008)

Knowsley MBC is committed to valuing diversity and promoting and implementing equal opportunities in all its activities. The legislations below are set out in an attempt to avoid and manage any discriminating practice within all its services

Race Equality Policy Statement
The Race Relations Act 1976 as amended by the Race Relations (Amendment) Act 2000 makes it unlawful to discriminate – directly or indirectly – against someone on racial grounds. Under the Act, ‘racial grounds’ means reasons of race, colour, nationality (including citizenship), or ethnic or national origins. Racial groups are defined accordingly. For example, African-Caribbean’s, Gypsies, Indians, Irish, Pakistanis, Bangladeshis, Romany and Irish Travellers, Jews and Sikhs are among the groups recognised as racial groups under the Act.

Disability Equality Policy Statement
The Disability Discrimination Act (DDA) 2005 protects people with disabilities from unfair treatment and discrimination in employment, provision of goods, facilities and services, selling, letting or managing lands and services. It makes it a duty for employers and service providers to make reasonable adjustments to make their services accessible to people with disabilities.

Sexuality Equality Policy Statement
The Employment Equality (Sexual Orientation) Regulations 2003 outlaw discrimination and...
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