Social distancing – have we forgotten the original meaning in tackling prejudice and discrimination?

Social distancing this year has taken on a different meaning – we instantly think of 1meter and 2meter ‘gaps’ between ourselves and others, avoiding crowds, wearing masks and other aspects that have become the new ‘norm’ in our society. But social distancing has another meaning that is significant if we want to actively tackle prejudice and discrimination.

What do we mean by social distancing in relation to equality, diversity and inclusion (EDI)?

The Equality and Human Rights Commission (EHRC), in their publication ‘tackling prejudice and discrimination’, define social distancing as a ‘measure of a preference towards, or against, different social groups’.

In their research report ‘Processes of Prejudice, social distancing is defined as ‘how comfortable or uncomfortable people feel with someone who is ‘’different’ to themselves in terms of different protected characteristics’ – for example race, disability or sexual orientation.

Sociologists and Psychologists have broadened out the definition to include people ‘stepping back’. This is often the result of a fear of saying the wrong thing, using the wrong term or inadvertently causing offense. It leads the closing down of conversations.

How do we tackle social distancing in relation to EDI?

Training is a great way to trigger conversations that can be continued in teams. It encourages staff to discuss issues and challenges and helps reduce the fear factor.

Take a look at the training page of my website for information about my most popular EDI training courses

www.christinerose.org/training

Don’t hesitate to get in touch if you are interested in me delivering EDI training at your organisation. I am always happy to provide a free costed consultancy proposal for your consideration.

My contact details are below.

Email         Christine@christinerose.org

Mobile       07715 016955