Devices or products displayed on this site are NOT promoted or sold by Nuromovement.
Equality Act 2010
You have the right not be =
When it comes to disability, we often think it is only physically impaired that is classed as disabled, this is simply NOT true.
The fact that we think of disability as a means of support is a challenge the UK should try and overcome. In some cases, the county has become fixated on the need to claim a label or genus to achieve a standard of living, where they might not have had if it were not for the label.
This is an unfortunate cycle the UK finds itself in. The protection from disruption to day to day living, and to support people to the same quality of life to try, and achieve the excesses some disabilities have kept people from is the Equality ACT 2010.
When it comes to equality in the workplace lots of people find that they do not understand their rights.
The ACAS website gives really clear guidance on neurodiversity, and is a recognised advisory body that supports people in work situations. They should be contacted at the earliest opportunity for support with most work-related matters that have been reported internally first, but then seem to fall short of the required standard. Or, those other times when there is nowhere else to turn, ACSA should be your starting point.
A few top tips when it comes to Equality in the workplace.
Like Health and Safety it is everybody’s responsibility to speak up when something is not equal, even though this might be a challenge, its important to know that without the challenge nothing can ever change. You have the right to challenge and the right to stand up against acts that place those or yourself in a less favourable position.
An employee DOES NOT have to have a diagnosis to be considered disabled under the Equality Act 2010.
An employee DOES NOT need to provide proof of a disability.
It is important to have conversation around the condition, show wiliness to adapt to the environment of work, but know you can ask for changes to support you, this DOES NOT NEED A GENUS, (label).
The GOV.UK adjustment passport can support you and your organisation around areas to improve access and adjustment, the passport allows all parties to shed some light on those darker areas that > 1 in 10 who are Neurodivergent do not feel confident in sharing.
The conversation that your have with you company or as a manager to an employee can be supported. There are many organisations offering this type of support currently. Simply, search support with access to work to find out more.
Without the knowledge of your adjustment needs or the knowledge of the needs of the employee, it’s impossible to carry out the adjustment. The courage to ask starts at knowing you can and knowing that an employee can ask, the law supports this.
The Equality Act protects us all.
However, what is the point of equality if we do not have human rights when it comes to our brain data.
The Nuromovement can support understanding, but it's down to you to get the sighs out and make sure your voice is heard.
Visit SAIi to add your adjustment idea to the adjustment league, supporting yourself, and others to Epoch Equality.
Take part, to create collective perspective. The adjustment league.
Sign up to SAIi to have your SAY on adjustments. Be part of the adjustment league.
Equality Act 2010 and beyond
Equality in the sound of our minds
In the next 50 years equality will develop into new areas not seen before on mass. The difficulty is we still find inequality within lots of areas of society, and when neurotechnology is added on mass, the epochs, the signals, will need to be modulated.
Meaning, we will need to find equilibrium within understanding of their noise. There will be differences in opinions, differences in signals, differences in bias, meaning, there will unfortunately be inequality, the founder has created a term, Epoch Equality©.
To start a revolution where he calls for early education on mass, with the idea of allowing people to modulate their own minds with knowledge, known by many, and not let those that use; harvest now, use now, decode later, be the way our minds, and data is utilised.
The technology is not known to the masses, but like all things, if we can educate without fear, we innovate away from inequality, solve some of the early issues before the issues accrue, meaning, we should be able to resolve some of the pain that will inevitably be felt.
The truth is, terms and strong language like, harvesting your data, are kept as the noble lie to prevent pain, and suffering from fear mongering, and is believed to stop innovation. With the current poor state of UK protection on neural data and poor public discourse, on neurotechnology, language like harvesting is much needed, to be used to enrich the minds of debates. The truth is this is the method some are, and will use.
Some believe the noble lie is the only way, whereas the founder believes ethical innovation does not stop progress, it enhances it. The public discourse is one that it already can sense the lie, and has huge mistrust as mentioned in the UK outlook tab; we stand facing the clock to prove once again we the UK are not scared to say it as it is. Innovate ethically, using the language of truth, and the truth, to support the industrial revolution.
Yes, division on all points occurs with rights of all needing to be delivered, not just the few but for the many, and hopefully all.
When we start to create scenarios in our minds it’s easy to step into scary mongering. However, lots believe that this future isn’t here while a few know the plan to support themselves for the next 50 years using your data.
Unfortunately, this mindset will not work with neurotechnology, period.
A simple scenario; when thinking about equality surrounding neurotechnology;
Imagine you are in a workplace, and neurotechnology is recording, and monitoring your activity. You see a colleague who is distressed. You go over, to make sure they are OK. You are an empath, and you feel people’s emotions strongly, the technology at its current state can only deliver heuristics to holistic feelings and probably will always only deliver this.
Your device picks up the fact you are sad, overwhelmed, and distracted.
Your company challenges this but you don’t want to share the information of your colleague to the company as it is private, and so, you lie and say it's yours. You have maintained the confidentiality of your colleague, but have put yourself in a position to lie for the greater good.
How do we create equality surrounding events like these?
This is why this term is called new equality in all areas of society, Epoch Equality ©