What Is Unfair Treatment at Work?
Unfair treatment at work refers to behaviours or actions that make an employee feel targeted, undervalued, bullied or harassed. It occurs when an employee is treated in a way that is different from their peers for reasons that aren’t related to their job performance or in a way that violates their rights under UK employment law. It frequently stems from discrimination, bullying or an abuse of power and can be shown in many different ways and can quickly create a toxic work environment. Whether intentional or not, it has serious implications for the individual affected but also for the organisation’s culture and legal standing.
Employment Law in The UK and Unfair Treatment at Work
The Equality Act 2010 offers robust protection in law against unfair treatment at work and discrimination, harassment and victimisation based on nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. The act means that employers must proactively ensure that all employees are treated fairly and in the same manner, as failing to do this can result in legal claims, employment tribunals and damage to the company’s reputation. Every employer also has a duty of care to create a safe, inclusive working environment for all employees and protect against any unfair treatment at work.
Signs of Unfair Treatment at Work
Unfair treatment at work can be shown in a broad range of behaviours, from subtle favoritism to outright discrimination and bullying. Unfair treatment can often be subtle or dismissed as workplace ‘banter’, but derogatory comments or jokes targeting a colleague’s race, sexual orientation, disability or other protected characteristic should never be ignored. Some other examples of unfair treatment at work would be refusing to make reasonable adjustments to work policies or conditions to enable an employee with a disability to perform their job or firing older employees without clear justification and replacing them with younger, less experienced staff who cost less to hire. These are examples of age discrimination and against those with disabilities. Other signs include excluding employees from meetings or decisions, denying promotions unfairly or assigning undesirable tasks as punishment. It’s vital to recognise these red flags and address them before issues escalate into formal complaints or legal action.
How To Prevent Unfair Treatment at Work
Preventing unfair treatment at work begins with building a culture with foundations of respect, fairness and accountability. When issues arise, employers need to act swiftly and address them professionally and consistently. Having clear HR procedures and policies as well as fostering open lines of communication encourages an atmosphere where employees feel they can speak up. This proactive approach will support those who may be experiencing unfair treatment but also deters future incidents by ensuring that expectations and consequences are clear. Regular training, leadership modelling and quick resolution are all vital to create a workplace culture where everyone feels safe and respected.
Promote Diversity and Inclusion
One of the most effective ways to prevent unfair treatment at work is to actively promote diversity and inclusion. Diverse hiring practices by selecting from a wide array of backgrounds, experiences and identities and celebrating these differences will help foster a culture of diversity in the workplace. Hiring a wide range of backgrounds, experiences and identities will bring a broader range of perspectives, foster innovation and encourage open dialogue and mutual respect. Encouraging inclusive leadership creates a space where employees feel safe to share concerns and builds a stronger and fairer workplace.
Examine Workplace Policies
Having robust workplace policies to prevent unfair treatment is important as they need to create clear guidelines, promote fair practices and foster a respectful working environment. Every organisation needs clear expectations for behaviour, systems for reporting issues and ensuring a consistent application of rules and procedures. It’s essential to develop recruitment processes that are fair and offer equal opportunities and encourage a diverse workforce. Regular reviewing of policies also helps to make sure they reflect evolving best practices such as equality, diversity and inclusion, and all staff, especially managers, should be trained to recognise and prevent discriminatory behaviour.
Take Action Against Unfair Treatment
Addressing unfair treatment at work needs to be undertaken quickly and professionally. Clear policies should lay out the procedures for a fair and transparent grievance procedure. Employers should investigate complaints thoroughly, protect the individual involved from retaliation and apply appropriate disciplinary action if needed. A clear policy for disciplinary and grievance procedures ensures consistency and is vital to show a zero tolerance attitude to harassment, bullying and discrimination in your workplace.
Want To Understand More on Preventing Unfair Treatment at Work?
If you’re looking to prevent or address unfair treatment at work in your organisation and need more guidance or support, then Clover HR is on hand to help. With decades of experience in all areas of HR, recruitment and advising organisations with their people management, there’s no area we can’t cover. Able to help with policy review and development, training, mediation, investigations and even tribunal support, we can aid you in maintaining a fair environment where your employees love to work and feel respected.
Get in touch with our friendly, expert team today or call us on 0330 175 6601 to discuss how we can help ensure you have a fair and supportive business for all.
