Equality and Diversity Flashcards

During Ramadan, a Muslim door supervisor requests to change their break times to accommodate fasting. Under the Equality Act 2010, what should the employer consider?

Answer: Consider the request as a reasonable adjustment related to religion or belief and accommodate it where practicable

Religion or belief is a protected characteristic. Employers should consider reasonable requests to accommodate religious practices where practicable. Adjusting break times during Ramadan is typically a straightforward accommodation that does not impose significant burden on the business.

A door supervisor suspects a patron with a guide dog is not genuinely visually impaired. What is the correct course of action?

Answer: Allow entry as refusing a person with an assistance dog without strong evidence would likely be disability discrimination

Under the Equality Act 2010, assistance dogs must be allowed in venues that are open to the public. Refusing entry to a person with a guide dog is likely to constitute disability discrimination. Door supervisors should not demand proof of disability. Only in exceptional circumstances with clear evidence of fraud should this be questioned.

What is the difference between equality and equity in the context of door supervision?

Answer: Equality means treating everyone identically; equity means giving people what they need to have fair access and outcomes

Equality means treating everyone the same regardless of circumstances, while equity recognises that people have different needs and may require different treatment to achieve fair outcomes. A door supervisor practises equity when they make reasonable adjustments for a disabled patron rather than applying identical rules to everyone.

A transgender woman presents female identification but the door supervisor believes she does not 'look female'. What should the door supervisor do?

Answer: Accept the identification at face value and treat the patron with respect, as gender reassignment is a protected characteristic

Gender reassignment is a protected characteristic under the Equality Act 2010. A person does not need a Gender Recognition Certificate to be protected. Questioning or refusing entry based on perceived gender identity is discriminatory. The door supervisor should accept valid ID and treat the patron respectfully.

Which of the following best describes 'positive action' under the Equality Act 2010?

Answer: Taking proportionate steps to encourage participation from under-represented groups or address disadvantage, without treating them more favourably in selection

Positive action under the Equality Act 2010 allows employers and service providers to take proportionate steps to address under-representation or disadvantage, such as targeted outreach or training. It does not permit positive discrimination (automatically favouring someone based on a protected characteristic) except as a tiebreaker between equally qualified candidates.

A patron with Tourette's syndrome is making involuntary noises that are disturbing other patrons. What should the door supervisor do?

Answer: Recognise that Tourette's is a disability, avoid drawing attention to the behaviour, and only intervene if there is a genuine safety concern

Tourette's syndrome is a neurological condition that constitutes a disability under the Equality Act 2010. Involuntary vocalisations are a symptom, not deliberate behaviour. Removing someone for symptoms of their disability would be disability discrimination. Intervention should only occur if there is a genuine safety risk.