SDG10 – Minimising Inequalities in the Workplace

Inequalities in the workplace can have negative impacts on both individuals and organisations. These inequalities can take many forms, including gender, race, age, and disability. In this topic, we will explore the different types of inequalities that can exist in the workplace and how they can be minimised. By understanding and addressing inequalities, organisations can create a more inclusive and fair environment that benefits everyone.

Minimising inequalities in a work environment

It is important to identify inequalities in the workplace because they can have negative impacts on both individuals and the organisation as a whole. Inequalities can lead to discrimination and unfair treatment, resulting in a lack of trust, low morale, and reduced employee productivity. Additionally, inequalities can result in the exclusion of certain groups from opportunities for career advancement, leading to a lack of diversity and representation in the organisation. By identifying and addressing inequalities, organisations can create a more inclusive and equitable work environment, leading to better outcomes for all employees and the organisation.


Inequalities based upon gender in a working environment refer to any unequal treatment or discrimination based on a person’s gender. This can include unequal pay for the same work, lack of promotion or advancement opportunities, or unequal access to resources and support. It is important to identify and address these workplace inequalities because they can significantly impact individuals and create a culture of discrimination and unfairness within the organisation.


Inequalities based on age in a working environment refer to the unfair treatment or discrimination of individuals based on their age. This can include unequal pay or job opportunities for individuals of different ages or the creation of policies or practices that disproportionately affect certain age groups. Identifying inequalities based on age in the workplace is important because it can create barriers to employment and career advancement for individuals and contribute to a workplace culture of discrimination and exclusion.


In a working environment, inequalities based upon disabilities refer to the unequal treatment or opportunities that individuals with disabilities may face in the workplace. This can include discrimination or lack of access to resources, opportunities, or accommodations necessary to participate and thrive in the workplace fully. Organisations must recognise and address these inequalities to create a more inclusive and equitable workplace for all employees.

Sexual orientation

Inequalities based upon sexual orientation in a working environment refer to any discrimination or prejudice an individual may face in the workplace due to their sexual orientation. This can include being treated unfairly regarding hiring, promotion, pay, or other work opportunities and benefits or being subjected to derogatory comments or behaviour based on one’s sexual orientation. It is important for organisations to actively work to address and eliminate any forms of inequality based on sexual orientation to create a more inclusive and fair workplace for all employees.


Inequalities based upon race refer to discrimination or prejudice against individuals or groups of people based on their race or ethnicity. This can manifest in various ways in the workplace, including unequal pay, lack of promotion opportunities, or unfair treatment regarding benefits and resources. Identifying and addressing inequalities based on race in the workplace is important to create a more equitable and inclusive environment for all employees.


Inequalities based upon ethnicity in a working environment refer to the unfair treatment or unequal opportunities that may be experienced by employees based on their ethnicity. This can include discrimination in hiring, promotion, and other employment opportunities and unequal pay or benefits. Ethnicity-based inequalities can also include racial profiling or microaggressions that may affect an individual’s experience in the workplace. Identifying and addressing these inequalities is important to create a more inclusive and equitable workplace.


In a working environment, inequalities based on religion may refer to instances where individuals of certain religious beliefs or practices are unfairly treated or discriminated against in the workplace. This may include being passed over for promotions or opportunities, being unfairly targeted for criticism or discipline, or being excluded from certain activities or decisions because of their religion. Such inequalities can significantly negatively impact the well-being and productivity of affected individuals, as well as the overall culture and success of the organisation.

Negative impacts

Providing an unfair wage structure can lead to morale and productivity issues within an organisation, as employees may feel undervalued or mistreated. Unfairly treating different staff types, such as discriminating against certain groups based on their protected characteristics, can lead to conflict and a toxic work environment. Poor worker support systems, such as a lack of accommodations for disabled employees or resources for employee development, can also negatively impact the organisation. These issues can lead to high turnover rates, difficulty attracting and retaining top talent and potential legal issues.

Protected characteristics

In the UK, the nine protected characteristics in equal opportunities law. These characteristics are protected from discrimination under the Equality Act 2010. It is unlawful to discriminate against someone because of these characteristics in the workplace or the provision of goods, facilities, and services.

The nine protected characteristics under the Equality Act 2010 in the UK are:

  1. Age: This characteristic protects individuals from discrimination based on their age.
  2. Disability: This characteristic protects individuals with physical or mental impairments that have a substantial and long-term negative effect on their ability to carry out normal day-to-day activities.
  3. Gender reassignment: This characteristic protects individuals who are proposing to undergo, is undergoing, or have undergone a process (or part of a process) to reassign their sex by changing physiological or other characteristics of sex.
  4. Marriage and civil partnership: This characteristic protects individuals from discrimination based on their marital status or whether they are in a civil partnership.
  5. Pregnancy and maternity: This characteristic protects pregnant women who have recently given birth or are breastfeeding.
  6. Race: This characteristic protects individuals from discrimination based on race, colour, nationality, or ethnic or national origin.
  7. Religion or belief: This characteristic protects individuals from discrimination based on their religion or philosophical belief.
  8. Sex: This characteristic protects individuals from discrimination based on their gender.
  9. Sexual orientation: This characteristic protects individuals from discrimination based on their sexual orientation, whether heterosexual, gay, lesbian, or bisexual.

Positive actions

By implementing work practices that support equality and diversity, an organisation can create a more inclusive and welcoming work environment for all employees. This can help to foster a sense of belonging and belonging among employees, which can lead to increased morale and productivity. Employing and supporting people from diverse backgrounds can also help to bring new perspectives and ideas to the organisation, leading to innovation and growth. Providing a minimum wage structure for all staff can help to ensure that all employees are fairly compensated for their work and can help to reduce income inequality within the organisation. These actions can help promote a sense of fairness and equality within the workplace, which can positively impact the organisation as a whole.

Several actions can be taken to minimise inequalities in workplace practice:

  1. Implementing equal pay for equal work: Ensuring that all employees are paid the same for performing the same job, regardless of their gender, race, age, or other protected characteristics.
  2. Promoting diversity and inclusion: Encouraging diversity in the workplace and creating an inclusive culture that values and respects the differences of all employees.
  3. Providing equal opportunities for career development: Offering training and development opportunities to all employees, regardless of their background or protected characteristics.
  4. Establishing fair policies and procedures: Establishing fair and unbiased policies and procedures and ensuring that they are consistently applied to all employees.
  5. Providing support and resources: Providing resources and support to employees who may face discrimination or other challenges due to their protected characteristics.
  6. Encouraging open communication: Creating an open and transparent environment where employees feel comfortable voicing their concerns and suggestions.
  7. Conducting regular diversity and inclusion training: Providing regular training to employees on diversity and inclusion topics to help foster a more inclusive workplace culture.

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