Protected characteristics are attributes or traits legally safeguarded against discrimination, such as race, gender, age, religion, national origin, sexual orientation, and disability. These protections ensure equal treatment in employment, education, and public accommodations, fostering an inclusive and equitable society.
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The concept of protected characteristics emerged with civil rights legislation in the mid-20th century. Landmark laws like the Civil Rights Act of 1964 in the United States prohibited discrimination based on race, color, religion, sex, or national origin. Over the decades, additional protections were introduced through laws like the Americans with Disabilities Act (ADA) and the Age Discrimination in Employment Act (ADEA).
Globally, efforts to protect individual traits and identities have gained momentum through initiatives like the United Nations’ Universal Declaration of Human Rights, promoting nondiscrimination as a universal value.
Making the case for protected characteristics add value to the workplace:Â
These examples highlight the critical need for awareness, training, and enforcement of protections for marginalized groups in the workplace.
Employers must actively identify and address instances of discrimination to create a supportive work environment. Policies, training, and open communication are key to ensuring equitable treatment.
Research has shown:
Proactive steps and best practices ensure employees feel safe, valued, and empowered to contribute.
Preparing for situations involving discrimination requires:
Real-World True Stories of Diversity and Bias: What We Can Learn
This blog shares practical examples of how diversity and unconscious bias impact workplace behavior and attitudes, with lessons on fostering inclusion.
One of the most common microaggressions that people of color experience at work has to do with their natural hair texture.