What does LAD mean in UNCLASSIFIED

Low Active Discrimination (LAD) is a type of discrimination that involves exclusion, unfair treatment or unequal access to services or opportunities. It is often done without the overt intention to discriminate but can have an adverse impact on an individual based on their age, disability, gender identity, race, sexual orientation or other protected characteristic.

Low Active Discrimination can take many forms including failure to invite someone to a meeting because of their religion or having different expectations for performance depending on gender. It can also involve treating someone differently as a result of unconscious bias and stereotypes.

Yes, all forms of discrimination are illegal under UK law and can be considered unlawful if it results in an individual being treated differently because of a protected characteristic. This includes both direct and indirect discrimination.

All individuals who may possess any type of legally-protected characteristics can potentially experience Low Active Discrimination. This includes those with physical disabilities, mental health problems and neurodiverse conditions such as autism spectrum disorder; people who identify as lesbian, gay, bisexual and/or transgender; people from minority ethnic backgrounds; and women in male-dominated industries.

Examples of Low Active Discrimination include failing to make reasonable adjustments for individuals with disabilities when providing access to services or facilities; treating job applicants differently due to preconceived notions about their gender or race; using language that excludes certain groups; placing extra burdens on staff from certain racial backgrounds due to preconceived norms; and deliberately not providing information about resources and support services that might benefit particular groups due to prejudice or ignorance.

You should always strive to treat everyone equally regardless of their protected characteristics. If you find yourself making presumptions about somebody's abilities or qualifications based solely on their identity then this could be considered discriminatory behaviour. Other forms of discrimination include cold-shouldering someone because of their background or any other action which suggests different standards are applied depending on who the person is.

To avoid Low Active Discrimination it is important to create an inclusive workplace environment where diversity is celebrated. Make sure that all company policies comply with anti-discrimination laws and educate employees about them regularly so they understand the implications of discriminating against colleagues whether intentional or not. Finally, ensure that job postings clearly explain the requirements for each role without bias towards any particular group so that no one feels disadvantaged during the recruitment process.

A good first step is for your organisation’s managers and leaders to understand what constitutes discrimination (including low active discrimination), its consequences for individuals affected by the behaviour as well as organisations facing potential legal action as a result of discriminatory practices in the workplace. You should also ensure your company’s HR processes incorporate policies that protect workers from all forms of unfair discrimination e.g., clear complaints procedures for incidents involving any form low active discrimination.

Yes there are many online resources available which provide guidance on how best businesses can educate employees about Low Active Discrimination awareness including animation videos, practical exercises etc.. Some specific websites we recommend are Citizens Advice Bureau (CAB), Equality Advisory Support Service (EASS)and The Equality & Human Rights Commission (EHRC). Additionally the Government has appointments made ‘Diversity Champions’ by business sector who offer tailored advice should you require it.

Feedback from employees is essential when addressing Low Active Discrimination in the workplace – both negative feedback highlighting instances where poor practice has taken place as well as positive feedback indicating areas where improvements may be needed such as introducing more flexible working hours or introducting a more diverse recruitment process etc.. In addition anonymous surveys might help capture data related experiences when it comes tackling issues related with low active discrimination within your organization.