Glossary of Equality and Community Cohesion Terms
We use these definitions because local and national self-organised groups have agreed
them. Individuals may choose whether they come within these definitions. The definitions in
this glossary are how we will refer to groups.
Ageism
Ageism can be defined as "any attitude, action, or institutional structure, which
subordinates a person or group because of age or any assignment of roles in society purely
on the basis of age" (Traxler, 1980, page 4). Age discrimination occurs when a person is
treated less favourably because of their age and particularly affects young people and older
people.
Alternative formats
Standard or traditional ways of presenting information are not always accessible to all
people. Whether preparing printed materials or holding an event, consideration should be
given to alternative ways of communicating and providing information. Alternative formats
include Braille, audio or video formats, large print, human readers, note-takers, British Sign
Language interpreters, palantypists and other communication support workers, computer
screen readers, CD-ROM, other IT data storage devices and specific IT packages.
Asylum seekers
Someone who has left their own country in order to seek protection in another country. In
the UK an asylum seeker is officially a person who has lodged an asylum claim with the
Government and is waiting to find out if they can stay in the UK.
Bisexual
Bisexual is the term, which refers to a man or woman who is emotionally and sexually
attracted to people of both sexes.
Black
There is no one word that includes all members of minority ethnic groups in Britain. The
word black is often used by people of African-Caribbean and Asian origin to show a shared
experience of discrimination and exploitation (in Britain and abroad) among people whose
skin colour is not white.
We also recognise the identified preferences highlighted by the corporate self-organised
Black and Minority Ethnic Employees Group and other organisations in Bristol, which have
adopted the term ‘Black and Minority Ethnic’.
Black or Black British is one of the ethnic monitoring categories used in the 2011 national
census. This includes people of Caribbean and African origin, people who identify with more
than one ethnic origin, and others who want to describe themselves as black. Many people
who identify with more than one ethnic origin prefer alternative definitions, such as dual
heritage, multiple heritage or mixed race.
Black and Minority Ethnic (BME)
This is a political term used in Bristol to describe people living in Britain of African,
Caribbean, South Asian, other Asian origins (including those who identify with more than
one ethnic origin), and people from other communities who have a common experience of
discrimination because of their race, nationality and who are not from the majority white
UK community.
Bullying
Bullying can be defined as offensive behaviour which violates a person’s dignity, or creates
an intimidating, hostile, degrading or offensive environment, or which humiliates or
undermines an individual or group. Bullying can take various forms, from name calling,
sarcasm, teasing, and unwarranted criticism, to threats of violence or actual physical
violence. Such behaviour can be vindictive, cruel or malicious.
Bullying can cause stress and employers may fail in their duty of care to safeguard the
health, safety and welfare of employees, if they do not take steps to prevent it.
Carer
Someone who, without payment, provides help and support to a partner, child, relative,
friend or neighbour who could not manage without their help. This could be due to age,
physical or mental illness, addiction or disability. The carer may be an adult, child or young
person.
Civil partnership
Same sex couples who form a civil partnership have a legal status, that of 'civil partner'.
Civil partners have equal treatment to married couples in a wide range of legal matters,
including:
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tax, including inheritance tax;
employment benefits;
most state and occupational pension benefits;
income-related benefits, tax credits and child support;
duty to provide reasonable maintenance for your civil partner and any children of
the family;
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ability to apply for parental responsibility for your civil partner's child;
inheritance of a tenancy agreement;
protection from domestic violence;
recognition for immigration and nationality purposes.
Community cohesion – “a cohesive community is one where”:
There is a common vision and a sense of belonging for all communities.The diversity of
people’s different backgrounds and circumstances is appreciated and positively valued.
Those from different backgrounds have similar life opportunities.
Strong and positive relationships are being developed between people from different
backgrounds in the workplace, in schools and within neighbourhoods.
Community cohesion cannot be forcibly imposed by external agencies but has to be
achieved through community members working together for the benefit of all. Tackling
equalities issues and ending discrimination are fundamental to creating cohesive
communities.
Corporate Equalities and Community Cohesion Team
Bristol City Council has equalities staff that can assist with service delivery issues and a
Translation and Interpreting Service to assist with accessible information.
Disability
We have adopted the definition of disability that is accepted by national and international
representatives of organisations of disabled people.
“Disability is the disadvantage or restriction of activity caused by contemporary social
organisation which takes little or no account of people who have disabilities. This excludes
them from taking part in mainstream society. Disability is not caused by an individual’s
particular ‘impairment’, but by the way society fails to meet their needs.”
(The Union of Physically Impaired against Segregation, 1976)
Disability - Social model of disability
The social model of disability recognises that disabled people are discriminated against
because society has been created in a way that takes little or no notice of disabled people.
Buildings and transport are often designed in such a way that disabled people cannot use
them, or people are often scared of or feel sorry for disabled people, and services are
organised in a way that disabled people can not use them.
Disabled people
We have adopted the term ‘disabled people’ as it best reflects the social model of disability
and is the term adopted by representative organisations. ‘Disabled people’ includes people
with physical and sensory disabilities, learning difficulties and people who experience
mental or emotional distress. The summary legal definition of a disabled person is, “You are
disabled under the Equality Act 2010 if you have a physical or mental impairment that has a
‘substantial’ and ‘long-term’ negative effect on your ability to do normal daily activities”.
Direct discrimination
Direct discrimination is where a person is treated less favourably on the grounds of a
protected characteristic. For example, recruiting a male applicant to a position rather than a
more appropriately qualified woman because of irrational, prejudicial or stereotypical
views, or not accepting a disabled person on to a course because it is assumed they would
not be able to meet the required course standards due to their being disabled, would
constitute direct discrimination.
Diversity
Diversity means the different backgrounds and beliefs of the people we serve. Diversity
recognises that everyone is different in a variety of visible and non-visible ways, and that
those differences are to be recognised, respected and valued. They may include, but are not
limited to, differences protected by anti-discrimination legislation, marital status and gender
identity, race, disability, sexual orientation, religion or belief, and age.
Equalities Communities
Whilst everyone has a protected characteristic, ‘equalities communities' is a collective term
for communities who experience historical disadvantage and are under represented in
public life namely: women, BME communities, Disabled people, people from faith
communities, people who are LGBT, younger people and older people. Some groups may be
part of the larger equalities groups and have their own particular issues, such as travellers,
refugees and asylum seekers and children and young people who are ‘looked after’ by the
local authority (in our care). We recognise that people may consider themselves to have
more than one "protected characteristic" or to be part of more than one ‘equalities group’.
Equal opportunities
Equal opportunities, or equality of opportunity, may be defined as ensuring that everyone is
entitled to freedom from discrimination, where individuals have an equal opportunity to
fulfil their potential. The term Equal Opportunities has mostly been replaced by Equality and
Diversity (E&D) in recent years.
Equal pay
Equal pay generally is used to refer to the provisions of the Equal Pay Act 1970 which
requires men and women to be paid the same where they are employed on like work, work
rated as equivalent under a valid job evaluation scheme, or work of equal value, unless the
pay difference can be objectively justified. In order to comply with equal pay legislation it is
recommended that employers have a job evaluation scheme in place and that they carry out
an equal pay audit to highlight and rectify any disparities.
There may also be pay gaps on grounds other than gender, such as on grounds of race, and
disability. The Equal Pay Act does not specifically cover these other areas, though the other
discrimination legislation may apply.
Equality Plan
The Equality Act 2010 require all public bodies to have at one or more equality objectives
which sets out how they will meet their general and specific public sector duties. Bristol City
Council’s Equality Plan sets out our equality objectives which have been developed on the
basis of evidence, prioritisation and consultation.
The Plan focuses on achieving outcomes for equalities communities. This means the success
of the Plan will be measured by whether people from equalities communities are employed
in the same numbers as other people and whether there is improved satisfaction or higher
uptake of services.
Equality Framework
The Equality Framework has been introduced to ensure local authorities develop good
policies and take the necessary action to make equality a reality for their citizens. There are
3 levels to the Framework, each requiring specific work to take place, with work at levels 2
and 3 to be verified by the City Council in consultation with its customers, partners and
Bristol’s diverse communities and an external assessor.
Ethnicity, Race and National Origin
Views of what constitutes ethnicity, race and national origin generally include a common
understanding of culture and a shared history. Ethnicity and race are seen as something
fluid and socially influenced. Culture (one of their key components) is increasingly seen as
constantly developing and reproducing our ethnic identities.
Equality
Equality is about eliminating disadvantage, discrimination, deprivation and treating people
fairly. Equity is where groups are treated with parity
Equalities Impact Assessment
This is a way of systematically assessing the impact of a service, policy or practice on
different equality groups. The aim is to ensure negative consequences can be minimised
and opportunities to ensure equality can be maximised.
Gender
This is the sex-role identity used by humans to emphasise the difference between females
and males. The words ‘gender’ and ‘sex’ are often used to mean the same thing, but sex
relates specifically to the biological and physical characteristics which make a person male
or female at birth, whereas gender refers to the behaviours and experiences associated with
members of that sex. Gender stereotypes lead to sexism.
Gender identity
The gender to which you feel you belong.
Genuine occupational requirement
A genuine occupational requirement may allow for a valid defence to what would otherwise
be unlawful direct discrimination. It applies in circumstances where having a particular
characteristic can be a genuine requirement for a job. For example, being of a particular
race, gender, religion, age or sexual orientation may be essential criteria in the job
description and person specification, such as requiring a female staff member for a women’s
domestic violence unit. This would be a genuine ‘occupational requirement’ (GOR).
Harassment
Harassment is behaviour which is uninvited, unwanted, and which fails to respect the
individual. Harassment can happen in and around the workplace or home environment, and
has a harmful effect and creates negative feelings. The person being harassed will define
whether the behaviour is offensive and unacceptable. Harassment is often subtle and long
term, and can include (but is not limited to) the following behaviours:
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Unwelcome comments and gestures
Offensive materials (such as sexual posters)
Verbal insults
Threatening or obscene behaviour
Malicious complaints.
Offensive graffiti.
Being ignored
Overlooking (shunning) particular employees.
Unwanted physical contact
Offensive jokes
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Bullying
Unjustified or unconstructive criticism
Offensive language
Offensive written communication (such as e-mails)
Violence
Exclusion
Being treated differently
Heterosexual
Heterosexual is the term, which refers to a man or woman who is emotionally and sexually
attracted to people of the opposite sex.
Heterosexism
Heterosexism is the assumption that every individual is heterosexual. This has been
institutionalised in family, as well as culture and law.
Homophobia
Homophobia describes the aggressive and fearful feelings and behaviour directed at
lesbians, gay men and bisexual men and women. These can range from jokes, graffiti,
insults and threats, to physical attacks.
Impairment
We use the word ‘impairment’ to describe the grounds on which people are disabled.
Examples of ‘impairments’ are physical or sensory conditions, emotional or mental distress
and a learning difficulty. The disabled person will have their own personal experience of
impairment and of the way society responds to his or her impairment. Impairment should
be used for these purposes, not ‘disability’ (which describes the experience of
discrimination).
Intersex
Intersex people are individuals born with anatomy and physiology that differs from
contemporary ideals of what constitutes ‘normal’ male and female. Intersex conditions may
arise as a result of certain congenital disorders or hormone imbalances in the foetus or
placenta. Anatomical sex at birth may differ from the chromosomal or gonadal sex. Genitalia
may be ambiguous, but can often appear totally female or totally male. Very rarely,
individuals may have both testicular and ovarian tissue, with a mixture of secondary sexual
characteristics. This may be accompanied by varying degrees of gender dysphoria, although
this is rare. Often, but not always, people choose to present as either male or female.
Lesbians and gay men
Lesbian and gay, are terms which most lesbians and gay men prefer, rather than
‘homosexual’. Lesbians also prefer the term ‘lesbian’ rather than ‘gay women’ because it
reflects their separate identities and experiences.
LGB and LGBT
This is used as a collective term for people who are lesbian, gay, bisexual, transgender,
queer or who consider their identify to be subject to homophobia, transphobia or
heterosexism
Mental and emotional distress
This term is used to describe the basis on which some people are disabled. The term
replaces ‘mental health’ as a more accurate definition of the basis on which some people
are disabled.
Monitoring
This is one way that we can find out more about whether people from equalities groups are
using our services and are being employed throughout the council. We do this by getting all
staff and people who use our services to fill in a confidential form on which equalities
groups they come from and then putting this information together to find out, for example,
if equalities groups aren’t using certain services, or are only employed in lower grades. If
some communities are under using services, this is an indication that discrimination could
happening so with this information we can then plan and target better access to services
and employment. We also need better information on how many people from equalities
groups live in Bristol, to help us to know when people are accessing services and
employment and when they are under-represented.
Positive action
Positive action is where there has been discrimination in the past, so we target our
resources (staff, training, money and time) to work with people, groups and communities to
overcome the discrimination. Positive action can apply in the provision of services and in the
recruitment and development of the workforce.
Prejudice
An unfavourable opinion or feeling, formed beforehand or without knowledge, or based on
partial knowledge or selective use of knowledge. It is also unreasonable feelings, opinions or
attitudes, especially hostile ones.
Procurement
This is buying and organising the right services in the right way at a competitive cost. In
deciding how to deliver our services, we will work with providers from the public, voluntary
and private sectors, and community enterprises and co-operatives (known as the thirdsector economy). We will pay close attention to the contractors’ ability to deliver the needs
of equalities communities, some of which may be very specific.
Protected Characteristics
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Equalities groups and communities are groups of people who have experienced
inequality. In the Equality Act 2010 these groups of people are said to have
protected characteristics. We recognise people as having protected characteristics
because of their:
Age
Ethnicity
Gender
Pregnancy or maternity status
Religion or belief, or lack of religion or belief
Or because they are:
Disabled people
Lesbians, gay men or bisexuals
Married or in a civil partnership
Transgender or transsexual
Race equality
There is no one word that covers all members of Black and Minority Ethnic groups in Britain.
The word often used by people of African-Caribbean and Asian origin is ‘black’. For the black
people who have adopted it, it is a term which underlines a shared experience of
discrimination and exploitation (both in Britain and abroad) among people whose skin
colour is not white.
We recognise that there are many people from Black and Minority Ethnic communities in
Britain who do not identify themselves as black but who, because of their ethnic origin,
language, cultural or religious differences, share a common experience of discrimination and
inequality.
Race equality work and the term minority ethnic can include people who are of White Irish,
White European and other White Backgrounds who may experience discrimination on the
grounds of their nationality, ethnicity but not on account of their skin colour
Racism
Racism can be defined in several ways.
The United Nations International Convention on the Elimination of All Forms of Racial
Discrimination defines racism as:
“Any distinction, exclusion, restriction, or preference based on race, colour, descent, or
national or ethnic origin which has the purpose or effect of nullifying or impairing the
recognition, enjoyment, or exercise, on equal footing, of human rights and fundamental
freedoms in the political, economic, social, cultural, or any other field of public life”.
Other definitions of racism stress the importance of power (the actions of institutions and
government) and ideology (the transmitting of ideas and culture) in determining racial
exclusion and discrimination, rather than the actions of individuals (which is sometimes
described as ‘racialism’).
“Conduct or words which advantage or disadvantage people because of their colour, culture
or ethnic origin. In its more subtle forms it is as damaging as in its more overt form”
(Macpherson Report)
Religion & belief
'Religion is the belief in or worship of a god or gods as a particular system of belief or
worship' (Chambers Compact Dictionary 2000). Religions can manifest themselves as a
personal or institutionalised system grounded in such belief and worship.
Under the Equality Act 2010 an individual has the right to hold their own religious beliefs or
other philosophical beliefs similar to a religion. You also have the right to have no religion or
belief.
It is unlawful for someone to discriminate against you because of your religion or belief (or
because you have no religion or belief):
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in any aspect of employment
when providing goods, facilities and services
when providing education
in using or disposing of premises, or
when exercising public functions.
The six main religions traditions held by people in the UK are: Christianity, Islam, Judaism,
Hinduism, Buddhism and Sikhism. However, there are many more religions and systems of
belief in the UK.
Scrutiny commissions
These keep checks on the decisions that our cabinet make. Councillors and co-optees sit on
the scrutiny commissions. Co-optees are individuals who are invited on to the commissions
to give advice and share their views. They do not have voting rights.
Self-organised employee groups
The self-organised employee groups include:
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The Women’s Issues Network;
The Disabled Employees Group;
The Black and Minority Ethnic Employees Group;
The Rainbow Group, and
Young Employees Voice
Sex
The term sex (as in women and men are different sexes) refers to the biological differences
between men and women.
Sexism
Sexism is discrimination based on sex. It is a system of stereotyping that “...frequently places
men in unwarranted positions of power over women, whether at home or at work. It
impoverishes both sexes by limiting horizons and by restricting choices. This can be done
directly and indirectly through open and subtle forms of discrimination. Stereotyping can
lead to conformity to gender roles in a way that inhibits the ability, preferences and
aspirations of both women and men.” However, sexism is mainly experienced by women
and girls.
Quotation taken from Claire Roskill in Practising Equality, Central Council for Education and
Training in Social Work.
Sexual orientation
The definition of ‘lesbian’, ‘gay’, ‘bisexuality’ and ‘heterosexuality’ is better expressed as
‘sexual orientation towards people’, rather than ‘sexual attraction to’. This reflects the fact
that people build committed, stable relationships and is not purely a focus on sexual
activity.
Sexual orientation is a combination of emotional, romantic, sexual or affectionate attraction
to another person. In other words, it's about who you are attracted to, fall in love with and
want to live your life with.
Stereotyping
This refers to having a fixed mental impression about particular groups of people.
Stereotypes have developed whereby large groups of people are labelled as having the
same limited, usually negative, characteristics. Even though most of the people in the group
are nothing like the stereotype, the characteristics of a tiny minority are used to maintain
the stereotype.
Transgender
An umbrella term for people whose gender identity and/or gender expression differs from
their birth sex. The term may include, but is not limited to, transsexual people and others
who see themselves as not clearly fitting into male or female identities. Transgender people
may or may not choose to alter their bodies hormonally and/or surgically. The term
transgender should only be used as an adjective, for example, ‘transgender people’.
Transsexual
A person who feels a consistent and overwhelming desire to transition and fulfil their life as
a member of the opposite sex. Someone in this position will have the medical condition
gender dysphoria. This term should only be used as an adjective: individuals should be
referred to as ‘transsexual people’ not ‘transsexuals’.
Young
The definition of ‘young’, changes over time. For the purposes of public sector policy
development, services to children and young people are separated into children who are
under eight, play (ages eight to 13) and younger people’s services (13 to 25).
Travellers, Gypsies and Roma
We acknowledge that travellers, Gypsies and Rroma (Eastern European Roma) all face
prejudice and discrimination and that anti-racist strategies must tackle the needs and
experiences of these groups.