Dydy hyn ddim yn rhywbeth gall y tiwtor fethu ei gynnig. One of the students requires prayer time during the day. His tutor is unwilling to adjust times of classes or look at work after class with the student. Mae aelod o staff mewn meithrinfa ddydd yn gofyn i aelod arall o staff i roi adborth i riant ar ddiwedd y dydd oherwydd dydy'r fam ddim yn gallu ei chlywed.
The staff member needs to be given training on how to communicate effectively. The colleague could agree to speak to the mother but she should insist that the staff member is there so that she can observe how to engage with the parent. Mae angen rhoi hyfforddiant i'r aelod staff ar sut i gyfathrebu'n effeithiol. Gallai'r cydweithiwr gytuno i siarad gyda'r fam ond dylai hi fynnu bod yr aelod staff yno er mwyn iddi weld sut i feithrin perthynas gyda'r rhiant. A student admits to being homophobic and refuses to participate in group activities with another student as he is gay.
The college needs to explain to the student that they have zero tolerance towards homophobic attitudes and that he has no choice but to participate in the group.
College campaigns that celebrate difference may help to change homophobic attitudes. This is often know as unconscious bias and is simply about us all having the innate ability to view people and situations through the lens of our own experience. This could be as simple as having completed a degree, therefore unconsciously being biased towards others who have the same educational background, however it can run much deeper than that and stem into racial or political beliefs stemming from our upbringing and never challenged at a conscious level, therefore continuing in our own interactions.
Pay particular attention to bias relating to the 9 protected characteristics e. Before you can truly challenge either your own thinking, or the thinking of your team or culture, you need to understand unconscious bias on a deep level — we have share some interesting resources below:. You only need to look at the alllivesmatter or notallmen responses to illustrate this point.
Responses like this showcase the lack of pain that certain groups feel in diversity or discriminatory issues. We have seen been shown similar challenges in our Women In Leadership Programmes where every female leaders brings a different viewpoint influenced by their own experience and things they have seen first hand. Unfortunately, silence is often the exact problem. In any case, you may need to go on working with that person. However, it may help sort things out to do what your employer suggests, if necessary with some expert help, for example, from your trade union or from another person or organisation, such as a mediator.
If the discrimination was serious or just one of a series of events, your employer may want to take disciplinary action against the person who discriminated against you. You would probably have to explain to a disciplinary hearing what happened. You may be able to get help or support in doing this from your trade union if you have one. If your employer does not tell you what they have decided, even after you have reminded them, then you can either make a formal complaint or make an Employment Tribunal claim.
If you are not satisfied with the result of your informal complaint, then you can make a formal complaint using your employer's set procedures. Your employer can use this too if, for example, they don't have their own procedures. If you are not happy about the outcome of a grievance procedure, then you have a right to appeal. ADR involves finding a way of sorting out the complaint without a formal Tribunal hearing. ADR techniques include mediation and conciliation. The action your employer can take will depend on the specific details of the case and its seriousness.
Your employer should take into consideration any underlying circumstances and the outcome of previous similar cases. Actions your employer could take include:. If your employer hears your grievance and any appeal but decides that you weren't unlawfully discriminated against, they still need to find a way for everyone to continue to work together.
Your employer may be able to do this themselves, or it may be better to bring in help from outside as with alternative dispute resolution which is explained above. If you think you might have been treated unfairly and want further advice, you can contact the Equality Advisory and Support Service.
You can email using the contact form on the EASS website. Also available through the website are BSL interpretation, web chat services and a contact us form. Alternatively, you can visit our advice and guidance page. Home Advice and Guidance 1. Dealing with discrimination in employment How to challenge discrimination at work. Pages in this section D 1.
Dealing with discrimination in employment 2. How to challenge discrimination at work 3. How to monitor your complaint 4. Gathering evidence for your complaint 5. Key points about discrimination cases in a work situation 6. More information about bringing an employment tribunal case. How to challenge discrimination at work. Multipage Guide. What is on this page? There are three things you can do: Was it against equality law? Who is this page for?
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