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Protected characteristics Definition

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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Courses and Mircolessons that cover Protected characteristics

Preventing Workplace Harassment — UK

Comply with the Worker Protection Act and foster a respectful environment.
Course
UK
Respect
Preventing Workplace Harassment Training Course

Preventing Workplace Harassment Training — US

Our all-state U.S. training model makes compliance easy.
Course
USA
Respect
Course-Equal-Employment-Opportunity-Training

Equal Employment Opportunity Training

Understand uniform and fair hiring practices.
Course
all
Inclusion
Respect

Additional Information on Protected characteristics

Historical Context

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: 

  • Studies reveal that 78% of employees feel their workplace is more inclusive when diversity and nondiscrimination policies are actively enforced. (Source)
  • Companies with strong diversity initiatives report 33% higher profitability, driven by innovation and employee engagement. (Source)

Examples of Workplace Scenarios for Each Protected Characteristic

  1. Race and Ethnicity
    • Scenario: A Black employee is excluded from leadership development programs because of assumptions about their career aspirations.
    • Impact: This exclusion perpetuates systemic inequalities and denies the employee equal opportunities for advancement.
  2. Gender
    • Scenario: A woman in a male-dominated industry is consistently interrupted during meetings, and her ideas are credited to her male colleagues.
    • Impact: This behavior reinforces gender stereotypes and diminishes her contributions, affecting morale and performance.
  3. Age
    • Scenario: A 58-year-old employee is pressured into early retirement under the guise of “making way for younger talent.”
    • Impact: Age discrimination undermines the employee’s value and violates legal protections.
  4. Disability
    • Scenario: An employee with a mobility impairment requests an accessible workstation but is denied the accommodation, making it difficult for them to perform their job.
    • Impact: Failing to provide reasonable accommodations violates the Americans with Disabilities Act (ADA) and creates an inequitable work environment.
  5. Sexual Orientation
    • Scenario: An LGBTQ+ employee is excluded from team-building activities after disclosing their sexual orientation, with colleagues citing discomfort.
    • Impact: This exclusion fosters a hostile work environment and isolates the employee from their peers.
  6. Religion
    • Scenario: A Muslim employee is denied a flexible break schedule to accommodate prayer times, despite the company’s ability to provide it.
    • Impact: This refusal disregards the employee’s religious needs and contravenes workplace accommodation laws.
  7. National Origin
    • Scenario: A Latinx employee is teased about their accent during presentations, leading them to avoid speaking in group settings.
    • Impact: Such behavior marginalizes the employee and hinders their professional growth.
  8. Pregnancy
    • Scenario: A pregnant employee is removed from a high-visibility project due to assumptions about her ability to meet deadlines.
    • Impact: Pregnancy discrimination disregards the employee’s qualifications and career ambitions.
  9. Genetic Information
    • Scenario: An employee discloses a family history of a genetic condition during a wellness program and is subsequently denied a promotion out of fear of future medical costs.
    • Impact: Discrimination based on genetic information violates the Genetic Information Nondiscrimination Act (GINA).
  10. Military Service or Veteran Status
    • Scenario: A veteran applies for a role requiring leadership skills but is overlooked due to stereotypes about military personnel being “too rigid.”
    • Impact: This bias dismisses the veteran’s experience and violates protections under the Uniformed Services Employment and Reemployment Rights Act (USERRA).

These examples highlight the critical need for awareness, training, and enforcement of protections for marginalized groups in the workplace.

How to Address Discrimination Against Protected Characteristics

Understanding and Reacting

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:

  • Employees who receive training on diversity and inclusion are 47% more likely to feel respected in their workplace. (Source)
  • Employers with inclusive practices experience a 22% reduction in turnover. (Source)

Proactive steps and best practices ensure employees feel safe, valued, and empowered to contribute.

What You Can Do When Discrimination Occurs

Preparing for situations involving discrimination requires:

  • Clear Policies: Develop and communicate a nondiscrimination policy that explicitly protects all employees.
  • Reporting Mechanisms: Establish accessible systems for reporting discrimination or harassment.
  • Supportive Leadership: Train managers to respond to issues swiftly and sensitively.
  • Inclusive Practices: Encourage diversity in hiring, promotion, and team-building initiatives.

Additional Resources Emtrain Provides

Microlessons

  1. Bias Against Asians
    This microlesson provides video examples of the difficulties Asian people are facing both in and out of the workplace. It uses employee sentiment surveys to gauge the severity of these biases within an organization.
  2. Culture Fit & Inclusive Recruiting
    Demonstrates how to use the concept of “culture fit” in the right context to support inclusive hiring practices, helping hiring managers assess candidates appropriately.
  3. Shifting Images of Women in the Workplace
    Explores biases and stereotypes about women in the workplace and how they can be addressed to foster inclusivity.
  4. Recognizing Bias at Work
    Helps employees identify subtle biases that may influence their behavior and decision-making in the workplace.
  5. Foreign Languages in the Workplace
    Addresses the challenges and opportunities of a multilingual workplace, focusing on inclusivity and communication.
  6. Authentic Self
    Encourages employees to bring their authentic selves to work and educates about creating an environment that celebrates individuality.

Courses

  1. Respecting Gender Diversity Training
    Teaches respectful communication regarding gender diversity, including terms, pronouns, and understanding gender identity and expression.
  2. Disability Protections (ADA) Training
    Covers ADA protections, inclusive hiring practices, and how to determine reasonable accommodations for individuals with disabilities.
  3. Equal Employment Opportunity Training
    Explains Equal Employment Opportunity laws and regulations and their practical application in hiring, team management, and employee development.

Resource Downloads

  1. Unbiased Recruitment Checklist
    Provides actionable tips for eliminating unconscious bias in hiring practices.
  2. Your Guide to Building an Unconscious Bias Program
    Explains the importance of creating an effective unconscious bias program and its key components.

Blog

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.

Video Preview: Natural Hair: Addressing Microaggressions

One of the most common microaggressions that people of color experience at work has to do with their natural hair texture.

Frequently Asked Questions

Protected characteristics are legally recognized traits that safeguard individuals from discrimination, ensuring equal opportunities in the workplace.
Employers can implement clear policies, provide training, and enforce legal compliance to protect employees from discrimination.
Organizations that prioritize inclusion report higher employee satisfaction, innovation, and profitability.
Use your organization’s reporting system or speak with HR. External options include filing a complaint with the EEOC or similar regulatory bodies.

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