Organisations must be proactive in preventing any form of discrimination influencing a disciplinary process. This extends not just to obvious discriminatory action but to more inconspicuous measures.
The case studies in this pack should serve as warning to organisations, to take a step back and assess whether sufficient safeguards are in place to maintain the fairness of employment procedures, relations, investigations, working practices and prevent unconscious bias influencing decisions.
Contents
- Case Study 1: Warner v Foreign Commonwealth and Development Office
- Case Study 2: Annette Plaut v Exeter University
- Case Study 3: Unconscious prejudice relating to the Claimant’s race
- Case Study 4: When an employee is unreasonable
- Case Study 5 Lack of self-awareness
- Case Study 6: A lack of objectivity
- Case Study 7: Just messing around
- Case Study 8: An overly aggressive approach
- Case Study 9: Discrimination by Perception
- Case Study 10: When a manager knows best
- Case Study 11: Not seeing eye to eye
- Case Study 12: Could the tribunal process be bias?
Price: £20
