Prejudice Sn Lib

Understanding Prejudice Workshop

From Banter to Workplace Exit

Sue NorthEquality and Diversity

Manager

Aim and objectives

Aim: to disseminate learning materials which deal with prejudice in the workplace.

At the end of the session participants will be able to:

1. Acknowledge and describe their own prejudices2. Articulate what prejudice is and what causes it3. Think about what steps they can take in the

workplace to mitigate its impact.

Diversity

Celebrates difference as an asset Valuing individuals and their

uniqueness

Why Diversity?

The University is a multi cultural environment comprising individuals from over 100 national cultures, all world regions, a large number of ethnicities, all sexualities, several socio economic groups, students and staff with disabilities, speakers of many different languages and a wide range of ages…..

Why Equality and Diversity?

People perform better if they can be themselves and feel safe and supported

An inclusive and supportive environment enriches our lives and enables all of us to achieve our potential

Business case for Equality and Diversity

Corporate reputation Aids recruitment and retention Productivity and performance Risk aversion Provides a unique mix of skills and

talents which should be celebrated

What’s your prejudice?

What’s your pet hate? What can’t you stand?

Why does it affect you like that?

Prejudice

“This process of affirming our values and those who share them leads us to the very brink of prejudice.”

“An antipathy based upon a faulty or inflexible generalisation. It may be felt or expressed.” (Stangor, 2000)

In a nutshell prejudice is: To pre-judge Assumptions based on partial information

We are all biased - fact

Gordon Allport “The Nature of Prejudice” 1954

Key theory underpinning implicit associations

Natural response to socialisation

Stereotypes

The way we view others can often be determined by stereotypes that we have gained through our own experience, through hearsay and from the media.

Stereotyping can play on people’s fears and jealousies to spread a negative view of difference.

Word Set 1

RED GREEN BLUE PINKYELLOW

ORANGE BLUE GREEN WHITEBLUE

GREEN YELLOWORANGE WHITEBLUE

BROWN RED BLUE GREENYELLOW

PINK YELLOW GREEN REDBLUE

Word Set 1

Word Set 2

RED GREEN BLUE PINKYELLOW

ORANGE BLUE GREEN WHITEBLUE

GREEN YELLOWORANGE WHITEBLUE

BROWN RED BLUE GREENYELLOW

PINK YELLOW GREEN REDBLUE

We all learn prejudice unconsciously

Experiences Family

Others Media

Allport’s Model of Prejudice

5 Scales of ascending prejudicial behaviours:

1. Antilocution, name calling, banter, jokes2. Avoidance – pushing into out group3. Discrimination – not selected for

promotion, training or assignments4. Physical, verbal or psychological attack5. Extermination or exit from organisation

It all starts with banter?

Nicknames

What nicknames are prevalent in your workplace?

Are they positive or negative?

Does anyone mind?

In Groups and Out Groups

Who is in and who is out in your workplace?

What is team spirit?

Does it matter?

Exercise

Think of examples in the workplace where a member of staff has:

joined in with inappropriate banter and jokes to be accepted as part of a group?

has denied group membership (based on any strand of equality and diversity eg sexual orientation, age, gender, disability, race, religious belief) and other characteristics eg physical attributes ‘ginger’ or social class?

has withdrawn from a group?For each example you identify can you answer the question “why did they do that?” If you were that person’s manager what could you do?”

What can we do?

Accept we are all biased Self awareness of own prejudice Create an inclusive environment Check out and challenge behaviours Live organisational values – say and

do the right things

Recommended Reading

Follow Up….

Please contact Sue North Email: OliveN_195@hotmail.com