Legislation Implied by Government of Uk to Implement Fair Practices in Public Services

Equality Act 2010:

The act is enforced by UK government to protect employment right of people where every person has equal access to public and private services regardless of any difference based on age, sex, caste, creed, race, etc. It is considered as Act of parliament which has same goals and objectives which are discussed in Equal treatment directives of European Union (Kirton and Greene, 2017).

Sex discrimination Act 1975:

It another act by parliament of UK which supports fair treatment all individuals. However, the act is enforced to protect rights of women and men who are discriminated by society on the basis of their marital status or gender. The regulation protect the right of people in cases of harassment, employment, education, training, management of premises and condition of products and services.

Employment Equality (Age) regulations 2006:

This act is regulated by government of UK to restrict discrimination employer at workplaces on the basis of their age. It implied to every public and private employment services for ensuring fair treatment to every person regardless of any differences (Chistyakova, Cole and Johnston, 2018). It is identified that every person has own willingness to work and therefore no employer has right to discriminate among people against age.

Human rights Act 1998:

This is another act by parliament of UK which is regulated to incorporate equal and safe practices for the people living in UK. The motive of government is to enable safe living and working environment to all people regardless of any difference (Dahanayake and et.al., 2018). In accordance with this act every person enjoys different rights such, to marry, to do own things, freedom of expression and thought, social, security, safety, equal employment rights and right to democracy and public assembly.

Disability Discrimination Act 1995:

This act was supported and replaced by Equality Act where the person suffering from any physical and mental long term illness has substantial right to live normal day to day activities according to own capabilities. For example, in case any employee is struggling from any disability then it is responsibility of employer to provide reasonable accommodation to helps the person with job.

P4 Importance of understanding unconscious bias, prejudice and discriminatory behaviour in public services

Unconscious bias is considered as social stereotypes of certain group of people in society. However, it plays an important role in supporting equality, diversity and fair treatment in public services because it promotes tendency to categorize people in different situation. It is important to have unconscious bias because it helps the people in seeing society in new own way. Fur ther, it creates the analysis of situation which is completely unique and demonstrate reflection over different type of bias and discriminate behavior in public services.

Managing change is important but before that it is necessary for the people to understand the situation which can be addressed by developing understanding over unconscious bias prejudice and discriminate behavior (UNDERSTANDING UNCONSCIOUS BIAS: STEREOTYPES, PREJUDICE AND DISCRIMINATION, 2018). Some following points which helps the understanding importance of unconscious bias, prejudice and discriminatory behavior in public services are as follows:

Attribution:

This factor helps in understanding individual behavior in different public situation. It is the aspect which helps in analyzing reason of unequal practices like discriminating behavior of people on the basis of case, creed, race, etc. It helps in analyzing different behaviors of public services which needs to addressed therefore unconscious bias plays an important role in managing equality and diversity.

Attention:

The aspect is concerned with prejudice like hat factors in public services are favored which are leading to unfair and discriminating practices in society.

Self fulfilling prophecy:

This denotes the situation which give rise to unequal and unfair practices in public services. Developing understanding over this aspect is crucial because it will help in determining response of people to certain group people. Thus, it can be said that is the prospect which aid in outlining situation and supportive discriminatory behavior of society.

In accordance with this discussion, it can be articulated that unconscious biases is the situation which is triggered in public services regardless of outcomes is considered as unconscious bias or prejudice which impact equality, diversity and fair treatment (Ng and Stamper, 2018). It is the stereotypes which shapes entire culture according to continuous practices and situation supported in public services.

M1 Role of advisory services in equality, diversity and fair treatment in public services

Advisory play a critical role in providing non binding strategic advice to management and organizations. The advisory bodies are effective because it provides advice to the people for increase sale, manufacturing, marketing, production, etc. Advisory, Conciliation and Arbitration Service in UK provide free impartial information with regard to workplaces and employment legislation. In accordance with the services and advice of ACAS the focus of body is on providing fair advice to all. Further, the role of advisory bodies is on making employee understand the need of managing equality and diversity at workplaces.

However, advice by advisory bodies assist in establishing control over compliance over equality law which enables fair treatment practices for public services. In accordance with this it can be outlined that ACAS conciliation enables control and advice by enabling impartial information to employer and employees as well. This helps in protect interest of workers in public services. On the other hand, there is Equality and Human Rights Commission which is non departmental public body which own advisory responsibility to protect right of people against unfair practices. The body is orientated towards equality against gender, age, belief and religion (Pressing for progress: women’s rights and gender equality in 2018, 2018).

D1 Examples denoting impact of unconscious bias, prejudice and discriminatory behaviour in public services

Unconscious bias reflects typical behavior of workplace in employer practices like, recruitment, diversity and retention. For example, if in case employer of firm makes quick judgment for the females working in one team facing challenges in comparison to makes. The situation denotes automatic triggering at workplace which denotes discriminatory behavior and is considered as unconscious bias (Pressing for progress: women’s rights and gender equality in 2018, 2018). Thus, it can be outlined that the facts of situation or public services which are noticed but still triggered implies unconscious bias in work place.

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CONCLUSION

The assessment summarised about equality and diversity practices in public services which are regulated by different legislation where focus of UK parliament is to promote fair practices in public services. It outlined laws like Equality Act, discriminatory Act, etc. Further, the report discussed about importance of unconscious bias and prejudice and discriminatory behaviour which helps in developing critical understanding over stereotype attribute of public services which restrict fair treat and equality.

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