There are many barriers to diversity and inclusion. The biggest ones are generally prejudice, culture and upbringing and religious beliefs. Prejudice is a preconceived opinion that is not based on reason or personal experience those creating barriers to recognizing equality of rights for all. Cultural barriers can prevent, for example, consideration of spiritual, relational or dietary needs that do not conform with traditional expectations. Religious belief, where different religious beliefs are not taken into account and minorities are marginalized and not acknowledged. Other significant barriers could be structural, institutional and personal: Structural, where circumstances create or result in barriers People make the assumption about younger adult and consider all young people as a whole category rather than treating them as an individual.
This type of stereotyping happens when people lack knowledge about equality and inclusion. The effects of barriers to employees are also high as they are excluded from their human right.
Employer can easily discriminate those in terms of race, gender, sexual orientation and culture.1.3 Analyze the impact of legislation and policy initiatives on the promotion of equality, diversity and inclusion in own area of responsibilityMy work place is committed to the promotion of equality, diversity and inclusion in policy and practice. It is committed in equal opportunity and also follows a common standard in respect of Race Relation (amendment) act 2000 in getting contract from council contractors. It also observes the code of practice of Commission for Racial Equality (CRE) in employment.