Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+

Personnel Today

Register
Log in
Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+

Bullying and harassmentEquality, diversity and inclusionLatest NewsDiscriminationNeurodiversity

Culture shift needed to tackle discrimination against visibly-different staff

by Ashleigh Webber 23 May 2019
by Ashleigh Webber 23 May 2019 Burns survivor and Changing Faces ambassador Catrin Pugh in an Avon beauty campaign.
Image: Avon
Burns survivor and Changing Faces ambassador Catrin Pugh in an Avon beauty campaign.
Image: Avon

A significant culture shift, driven by leadership teams, is needed to tackle the bullying and exclusion that many people with visible differences experience at work.

Almost a fifth (18%) of people across the UK identify as having a visible difference – such as a mark, scar or a medical condition that affects their appearance – and more than a third (36%) had experienced hostile behaviour because of this, according to campaign group Changing Faces.

Discrimination

How to use anti-discrimination policies more successfully

Police forces should ‘positively discriminate’ to boost diversity

At least 1.3 million people in the UK are estimated to have significant disfigurements, including 569,000 with facial disfigurements.

Much of the discrimination they faced was in the workplace: 36% said they had been discriminated against when applying for a job because of the way they look; 40% felt they were judged by potential employers and 41% had not applied to certain roles because of their appearance.

The problem is not limited to recruitment: 64% experienced hostile behaviour at work; 19% have felt uncomfortable around colleagues or have received negative comments; and 10% have been ignored by their co-workers.

Despite the Equality Act 2010 offering workers protections against discrimination, many people felt their employer had not been effective enough in preventing it from happening (34%), while 40% said the law did not offer them enough protections at work.

Although the Act says severe disfigurement is a protected characteristic, it does not define was “severe” means, said Changing Faces CEO Becky Hewitt.

“We know that living in a society where there is such pressure to look a certain way can be incredibly tough, and today’s research confirms that too many people with a visible difference still face exclusion and discrimination. That’s from how they’re treated when they go out in public, to the hostility, bullying and hate crime they experience from strangers, to discrimination in the workplace,” she said at the launch of Changing Faces’ My Visible Difference report.

The charity and its supporters called for employers to do more to help staff with a visible difference feel included, going beyond exercises like unconscious bias training – which can sometimes be seen as a “box ticking” exercise.

‘Banter’ and discrimination

Asif Sadiq, head of diversity, inclusion and belonging at the Telegraph Media Group, said tackling discriminatory behaviour and bullying needed to be done in its early stages.

“It’s important to draw the line on what’s banter and what’s clearly discrimination. Sometimes we get that mixed up,” he said. “Victims sometimes think that it will go away, but from my experience working in the HR sector, it doesn’t. It’s worth highlighting it in the initial stages.”

He said organisations should not simply focus on their obligations under the Equality Act 2010. They need to go beyond minimum statutory requirements if they want to create a truly inclusive workforce.

“There’s a lot of work going on currently around neurodiversity. Similarly, customer-facing roles need diversity. We need to allow people to do the same jobs.”

He gave an example of a fashion retailer that employed an amputee, but confined them to a back-office role, “That’s what needs to stop. We need to challenge that and make sure we’re fair and give everyone the same opportunities.”

Career development

Change should come from the top of organisations and diversity in appearance should be given the same prominence as gender and racial diversity in leadership positions.

Many people with a visible difference felt discrimination had affected their career development, according to Changing Faces’ survey of 1,037 people. One in 12 said they had been given tasks below their pay grade and had been overlooked for development opportunities, while one in 15 had been turned down for a promotion or a pay increase.

We know that living in a society where there is such pressure to look a certain way can be incredibly tough, and today’s research confirms that too many people with a visible difference still face exclusion and discrimination,” – Becky Hewitt, Changing Faces.

One woman with Alopecia said: “I worked very hard to blend in and not to be noticed. That’s really career limiting. By the time I realised I was doing this, I had missed so many opportunities career-wise.”

Equalities minister Baroness Williams said organisations needed to think about their culture. “It takes leadership to engender a culture that is not tolerant of intolerance and that all people are comfortable in the place they’re working,” she said.

“Organisations that really want to promote ethical, good working environments need to tackle any bullying because of any type of characteristic – whether its race, religion, facial appearance.”

Discriminatory behaviour from third parties such as customers and service users must also be challenged, suggested Vicky Knight, an actress with burn scars who plays an acid attack victim in upcoming film Dirty God.

Knight, who works in a hospital A&E department, said she has to tell patients her story up to 40 times a day. “I had a lady the other day who said, ‘what have you been doing, burning yourself?’.”

Sign up to our weekly round-up of HR news and guidance

Receive the Personnel Today Direct e-newsletter every Wednesday

OptOut
This field is for validation purposes and should be left unchanged.

“There are a lot of nurses in my hospital who have disabilities – they’re deaf or there’s a nurse who’s got cerebral palsy. You see people staring all the time and I think there needs to be things put in place to educate people.”

D&I opportunities currently on PT Jobs

More D&I jobs

Ashleigh Webber

Ashleigh is a former editor of OHW+ and former HR and wellbeing editor at Personnel Today. Ashleigh's areas of interest include employee health and wellbeing, equality and inclusion and skills development. She has hosted many webinars for Personnel Today, on topics including employee retention, financial wellbeing and menopause support.

previous post
A third of BAME employees asked to westernise their name
next post
Oxford University’s retirement age not discriminatory, tribunal finds

You may also like

RCN warns Darlington NHS trust over single-sex spaces

16 May 2025

Lincolnshire doctor awarded £250k in race discrimination case

2 May 2025

Top 10 HR questions April 2025: increases to...

2 May 2025

Supreme Court ruling and EHRC latest: how should...

28 Apr 2025

Trump ‘restores’ meritocracy by eroding discrimination protections

25 Apr 2025

Eight new equality laws in the pipeline

10 Apr 2025

Union branch wants rights for polyamorous people

9 Apr 2025

Woman asked ‘why do you want to work’...

3 Apr 2025

Former minister calls for end to ‘two-tier’ use...

2 Apr 2025

What is the way forward for DEI?

31 Mar 2025

  • 2025 Employee Communications Report PROMOTED | HR and leadership...Read more
  • The Majority of Employees Have Their Eyes on Their Next Move PROMOTED | A staggering 65%...Read more
  • Prioritising performance management: Strategies for success (webinar) WEBINAR | In today’s fast-paced...Read more
  • Self-Leadership: The Key to Successful Organisations PROMOTED | Eletive is helping businesses...Read more
  • Retaining Female Talent: Four Ways to Reduce Workplace Drop Out PROMOTED | International Women’s Day...Read more

Personnel Today Jobs
 

Search Jobs

PERSONNEL TODAY

About us
Contact us
Browse all HR topics
Email newsletters
Content feeds
Cookies policy
Privacy policy
Terms and conditions

JOBS

Personnel Today Jobs
Post a job
Why advertise with us?

EVENTS & PRODUCTS

The Personnel Today Awards
The RAD Awards
Employee Benefits
Forum for Expatriate Management
OHW+
Whatmedia

ADVERTISING & PR

Advertising opportunities
Features list 2025

  • Facebook
  • Twitter
  • Instagram
  • Linkedin


© 2011 - 2025 DVV Media International Ltd

Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+