New guidelines recently released by the Association of Optometrists (AOP) aimed at tackling racism and discrimination within the profession have been bolstered by the creation of a dedicated Anti-Racism and Equality Team (ARET).
The team’s inception was inspired by AOP member Hamza Mussa’s work examining the prevalence of racism within the profession, alongside Naveed Butt and his colleagues. It comprises optometrists able to empathise with facing discrimination and has been created to provide support and advice to optometrists.
Kathy Jones, policy advisor at the AOP, explained: ‘We believe it is very important for members to speak to others who understand the issues they are experiencing and can offer practical advice on what to do. As we know from our Peer Support Line, members appreciate the opportunity to talk with people who have experience of the work and the work circumstances of an optical practice.’
As a secondary function, the new team will also play its part in helping to craft AOP policy. Jones explained: ‘The ARET is primarily there to provide an empathetic ear and talk members through their options if faced with racism at work and help them work out what they want to do, which can of course include taking formal action supported by AOP’s legal team. A mixture of member input and internal teams and committees help to develop and set policy within the AOP.’
ARET is part of a wider package of resources and advice on the topic of discrimination, which the AOP developed in response to the increasing social awareness of anti-racism in society. The guidance is split into sections, including specific advice for both employees and employers, and includes posters and social media assets that AOP members can use to warn that racism will not be tolerated in their workplaces.
Jones explained: ‘Our guidance for employers explains their legal responsibilities to create safe and inclusive workplaces, and gives advice on how to fulfil those. The guidance for employees explains their rights and suggests actions to take if they have experienced discrimination or harassment at work. All the guidance and resources are available to non-members as well as members, with the exception of access to the ARET which is a member-protected resource.’
Inclusive workplaces
Asked how practice owners and managers could help to create inclusive workplaces, Jones told Optician: ‘There are many things that they can do, including examining their HR policies to make sure that they don’t create indirect unfairness, and making their expectations clear to all employees.’
She added: ‘One example of a non-inclusive workplace would be one in which racist jokes are tolerated. Another might be when overtime opportunities are only ever offered late in the day, thus potentially excluding people who would have to reorganise their childcare arrangements, most of whom are women.’
Jones made clear that the AOP was proud of the diversity seen within optical work across the country: ‘Optical businesses benefit immensely from the diverse backgrounds and experiences of their team members. Diversity of background and experience brings diversity of ideas and talent, and reflects the diversity of the communities we serve. All employees have a right to be treated fairly and to feel safe at work and that includes feeling safe from unfair discrimination.’
The AOP hopes that its commitment to tackle discrimination within the profession can help start a wider movement within the optical sector. ‘It is important for all businesses to address the root causes of any racial inequality and for employers to maintain a zero-tolerance approach to workplace discrimination. We hope this package of guidance and resources will help end systemic racism and address racial inequalities in the optical profession. It is one of the reasons we have made our anti-racism guidance open to all.’
AOP members can contact the ARET on ARET@aop.org.uk, and members and non-members alike can access the association’s guidance on its website.