individuals are not discriminated on any of the 9 grounds of discrimination:
: A man, a woman or a transsexual person
: Single, married, separated, divorced or widowed;
: A parent of a person under 18 years or the resident primary carer or a parent of a person with a disability.
: Gay, lesbian, bisexual or heterosexual.
: Different religious belief, background, outlook or none.
This applies to all ages above the maximum age at which a person isstatutorily obliged to attend school.
: This is broadly defined including people with physical, intellectual,learning, cognitive or emotional disabilities and a range of medical conditions.
The race ground
: A particular race, skin colour, nationality or ethnic origin;
Member of the Traveller community
: People who are commonly calledTravellers, who are identified both by Travellers and others as people with ashared history, culture and traditions, identified historically as a nomadic way of life on the island of Ireland.These grounds ensure that everyone can have equal access to employment andeducational opportunities and the different services that organisations provide. The law plays an important part in ensuring that the ‘rules of the game’ are fair.Diversity initiatives go further: they aim to take people’s diverse characteristics fully intoaccount to gain maximum benefit from their uniqueness as individuals. Consequently, itmakes sense that treating everyone the same is not necessarily going to work. Different people will have different aspirations, expectations, opportunities, responsibilities andneeds. Therefore, treating people fairly means recognising their differences, respectingthem and acting accordingly. In short, diversity is about valuing difference and respectfor people.
Direct discrimination –
this means treating someone less favourably than another purelyon the grounds of their age, disability, race, sex etc and without justification. For example, not employing a woman because of concerns that she might want to start afamily. Another example would be not considering a disabled person without looking atwhether they meet the selection criteria and whether any reasonable adjustments can bemade.
Indirect discrimination –
this means operating a practice, criteria or provision thatapplies to everyone but indirectly, whether intentionally or not, puts some groups or individuals at a disadvantage compared to others without justification on other grounds.For example, using word of mouth and informal networks as the primary source for senior academic appointments is likely to disadvantage groups who are currently under-represented at this level, e.g. black and minority ethnic (BME) candidates. Another example of indirect discrimination might be including a specific academic qualificationin the selection criteria which excludes those who have achieved an equivalent standardof knowledge and skill through another, equivalent route.
Best practice regarding Equality and diversity in early childcare settings: