Other aspects of diversity

Obesity

UK dietary habits have changed and obesity is more common. There is no law yet in relation to discrimination against obese people but some elements of English law do protect overweight job applicants and/or employees.

Obesity can fall within the definition of a disability found in the Equality Act 2010 if, for example, the person’s obesity is a result of depression. Employers need to be sensitive to the complicated issues that contribute to obesity; it is not always a matter of diet and exercise.

Things to consider:

• is available equipment designed to accommodate larger people?
• is the job you are advertising suitable for larger people?
• obesity may be associated with other resulting medical issues such as back problems
• to avoid discrimination against obese candidates, are you able to make alternative arrangements within the workplace so that work spaces can accommodate larger people?

Many of these issues may fall into the same category as for people with disabilities.

Helpful signposts

Health and Safety Executive website

Government guidelines on Disability and the Equality Act 2010

Useful organisations section of this guide

Physical disfigurements

Research by Changing Faces revealed that 90 per cent of people were prejudiced towards those with facial disfigurements. According to the charity, one in 111 people (approx. 540,000 people in the UK) have a significant disfigurement to their face. Discriminating against those with disfigurements not only contravenes the Equality Act 2010 and is therefore illegal, but means that potential talented employees can be overlooked.

Barclays is leading the way in this area as the first company to sign up to the Changing Faces 'Face Equality at Work Campaign.'

Ex-offenders

Home Office reports show that prisoners released from prison without employment are twice as likely to commit another crime as ones with employment. However, the stigma attached to a criminal conviction makes securing employment for ex-offenders difficult. Yet many of these employees have been able to educate themselves (some to degree standard) whilst in prison and have developed many important transferable employment skills (eg attention to detail).

Employers should consider the potential benefits of employing this cohort since they represent an important source of untapped talent. Employing ex-offenders can promote the organisation as socially responsible where everyone belongs, has human rights, is respected and given a second chance.

For more information see: The Ministry of Justice

Socio-economic status

Academic studies show that many potential candidates face discrimination due to their socio-economic status. This can mean living in an area with a poor credit rating and post code listing, having working-class parents or previously being employed in manual/non-manual work. Some employers may also feel that candidates can also be over-qualified or the employment is below their socio-economic status.

However, this can mean that these candidates, many with good levels of education (including degrees) are overlooked by employers. Employers can fail to appreciate the greater sacrifices and diligence needed by those candidates from lower socio-economic backgrounds just to achieve their educational attainments. Therefore, although not yet illegal, discriminating against socio-economic backgrounds is unfair and employers can overlook a potentially valuable source of talented employees.

For more information see: The Department for Communities and Local Government

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