Freedom from Discrimination: Definition, Importance, and Example
In the realm of Diversity, Equity, and Inclusion (DEI), understanding and addressing freedom from discrimination is crucial. Freedom from discrimination is a significant aspect of this discourse, but what exactly does it entail?
Definition:
Freedom from discrimination means creating a society or workplace where everyone has equal opportunities, free from systemic or interpersonal barriers. This principle is enshrined in international human rights declarations, including the Universal Declaration of Human Rights, which states that “all human beings are born free and equal in dignity and rights.”
Understanding Freedom from Discrimination:
Freedom from discrimination refers to the right of every individual to be treated equally and fairly without bias, prejudice, or exclusion based on characteristics such as race, gender, age, religion, disability, sexual orientation, or other protected attributes. It is a foundational principle within the framework of Diversity, Equity, and Inclusion (DEI), emphasising the elimination of unjust treatment and fostering environments where all individuals can thrive.
Why is Freedom from Discrimination Essential?
- Promotes Social Justice: Ensures that marginalised groups have access to the same opportunities and rights as others, reducing inequality and fostering fairness.
- Enhances Workplace Productivity: Inclusive environments free from discrimination allow employees to perform at their best, boosting morale and innovation.
- Strengthens Community Bonds: By respecting diverse perspectives, societies build stronger, more cohesive communities that value everyone’s contributions.
Example:
Consider a company implementing freedom from discrimination in its hiring practices. The organisation reviews its recruitment process to ensure that job postings are inclusive, avoiding language that might unintentionally deter underrepresented groups. Additionally, it conducts bias training for hiring managers, ensuring candidates are evaluated solely on their skills and qualifications.
In one instance, a qualified candidate with a disability applied for a marketing position. The company accommodated their needs by providing assistive technologies during the interview process and later on the job. This approach not only showcased their commitment to inclusivity but also attracted top talent, setting a precedent for other organisations to follow.
Conclusion:
Freedom from discrimination is not just a moral obligation but also a catalyst for societal progress and organisational success. By embedding this principle into every aspect of culture and practice, we can create equitable environments where everyone feels valued and respected. Whether through legal reforms, organisational efforts, or individual actions, promoting freedom from discrimination paves the way for a more inclusive and harmonious world.
References:
Sukhera, J., Goez, H., Brown, A., Haddara, W., & Razack, S. (2022). Freedom from discrimination or freedom to discriminate? Discursive tensions within discrimination policies in medical education. Advances in Health Sciences Education, 27(2), 387-403. https://link.springer.com/article/10.1007/s10459-022-10090-1
McDougal, M. S., Lasswell, H. D., & Chen, L. C. (1976). Freedom from discrimination in choice of language and international human rights. S. Ill. ULJ, 1, 151. https://heinonline.org/HOL/LandingPage?handle=hein.journals/siulj1&div=9&id=&page=
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