This is a question we are asked in 90% of the equality and diversity training courses we deliver. 

 

Out of all of the nine protected characteristics in the Equality Act 2010, marriage and civil partnership may seem less obvious than others, such as race, sexuality or disability. So let’s look at why it’s on the list and how discrimination based on marital status can manifest in various ways in everyday work and life. 

When recruiting staff: Even now, employers can show bias against candidates based on their marital status, preferring single individuals over those who are married or in civil partnerships. But why? It could be due to misconceptions about a married (or single) person’s availability or commitment. A married person may be considered to be unlikely to be free to work overtime. 

 

A single person may be expected to pick up uncovered shifts because they have – in a biased mind – fewer responsibilities. Often a single person can be put under undue pressure to take on additional or last minute projects or travel at work…. Because they can! 

 

When looking to promote: A married person may face assumptions that they are less flexible or committed to their jobs, leading to missed promotions or professional development opportunities. Just married? Perhaps a baby is planned next. And that will lead to maternity or paternity leave and a change in priorities. 

 

A single or even divorced person can be considered to lack stability compared with their married colleagues and this stereotype can affect how they are perceived in terms of reliability and professionalism. 

 

When booking holiday: This is a difficult one for a lot of organisations. Employees (who could be single, partnered or married, but statistically, married-couple families remain the most common type of family - thanks for this 2023 stat, ONS!) with children may want priority when organising time off to coincide with their children's school holidays. But is this fair to those without children, who might also want time off during the summer break? Should employees with children have first pick when it comes to booking those dates?  

 

When applying policies to reality: Organisations can use outdated policies that cater to married couples, leaving civil partnerships underrepresented. 

 

When socialising: Many single people are considered to be in between relationships or in a constant state of looking for a romantic relationship. Being friendly and single can be misconstrued at work and lead to awkward situations. On that note, a single person may be more susceptible to office gossip. 

 

When attending work events: Same-sex couples in civil partnerships may experience feelings or even experience of exclusion from workplace social events, particularly if these gatherings are predominantly geared towards heteronormative families. Even now same-sex couples in civil partnerships can be perceived as being less capable of fulfilling, or less inclined to fulfil, family responsibilities.  

 

Employers beware! Civil partnership status is connected to other aspects of a person's identity, such as gender, and sexuality. This connection can make discrimination more complicated, resulting in multiple layers of bias that are often ignored. 

 

Think these are sweeping generalisations? So do we. But that’s what discrimination is all about. Generalisations (and stereotypes) can and do lead to discrimination by promoting unfair assumptions about individuals based on perceived characteristics, rather than their uniqueness. So let’s continue! 

When trying to rent a place: Landlords may prefer renting to single tenants over married couples, based on biases regarding noise levels, children or pets. Equally, other landlords may decide their property is better suited to couples because they feel this implies better stability or financial reliability. 

 

When applying for a loan or mortgage: Married people may find it hard to be accepted for a loan, credit card or mortgage based on their financial connection with their husband or wife, even if the other person is not planning to be included in the financial arrangements. 

 

When you’re just living your life: In some communities, married couples may be seen as more socially acceptable compared to singles, affecting their acceptance and participation in community activities. 

 

When disclosing your marital status: Even now, there can be a misconception that civil partnerships are less legitimate than marriage, leading to a lack of respect for the commitment made by individuals in civil partnerships. This can affect how they are treated in professional settings and social interactions. 

 

 

All workplaces should actively promote diversity and equality – relating to all of the protected characteristics - ensuring that everyone is respected and valued. Providing training and awareness can help challenge stereotypes and really nurture a culture of acceptance and understanding rather than just talking the talk. 

 

Interested in digging into this in more detail? So are we. Contact us for EMG Endorsed Quality Professional Development courses in Equality and Diversity that you can buy and deliver yourself (you’ll get a workbook, lesson plans, a tutor guide, a PowerPoint, all relevant assessments and a certificate template so you can start delivering straight away) … 

 

….or we can send an experienced tutor to your place of work and let’s go into this level of detail about all of the protected characteristics!