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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
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