FAQs

What is Racial Harassment?

Racial Harassment may take the form of verbal abuse/threats, physical violence and damage to roperty, suffered by people because of their skin colour, race, religion, nationality, ethic or national origin.

What to do if there is a racial incident?

Always report incidents of racial harassment to the Police as soon as possible, informing them that you think you have been a victim of a racial attack.  Write down the time, the number and the officer you spoke to.

What about evidence?

Leave any evidence untouched, e.g. Broken glass, Weapons, Graffiti, Clothes etc

What is Equal Opportunity?

Equal Opportunity aims to ensure that discrimination is prohibited in employment and education. It is an ongoing process and it is about ensuring that there are fair policies and procedures that are keeping with best practice guidelines.

What is Diversity?

Diversity refers to human qualities that are different from our own (and those of the groups with which we associate) that are manifested in other individuals and groups. Dimensions of Diversity include, but are not limited to: age, ethnicity, gender, physical abilities/qualities, race, sexual orientation, class, educational background, income, marital status, parental status, religious beliefs, work experience, and job classification.

Valuing diversity means creating a place of work and study that respects and includes differences. In recognising the unique contributions that people with many types of differences can make.  

What is Direct Discrimination?

Direct discrimination occurs when someone receives less favourable treatment on the basis of characteristics or stereotyped assumptions which are not work or study related.

What is Indirect Discrimination?

Indirect discrimination occurs when policies and practices which appear neutral or fair because they are applied to everyone, have a different and disadvantageous impact on groups of people, covered by equal opportunity legislation, at work or in study. For example, if a selection or promotion criteria would put a certain racial or ethnic or national group at a disadvantage. To justify indirect discrimination, the employer must establish that the aims of the measures were not achievable by another method.

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