Office Christmas Party - Discrimination?

Chucklechops

Hi,

My friend works for a large UK company. Her employer's health insurance provider has previously recommended (citing the Equality Act) that she works exclusively from home due to having several serious illnesses linked to her immune system.

Whilst the employer has been very accommodating, and my friend is very grateful, she nevertheless feels that the company tends to 'forget' about her in certain circumstances.

For instance, whilst the office Christmas party is open to everyone, she is unable to attend in person due to her illnesses (and she also suffers from social anxiety). Whilst every employee is given around a £30 allowance for the party, no effort is made by the company to acknowledge her at this time; they could for example send her a small food hamper, or offer to make a charitable donation on her behalf. Similarly, there is a separate yearly summer barbecue to mark the end of a traditionally busy period in the office - and whilst her colleagues get to attend, she doesn't even get a mention or a thank-you!

Whilst my friend is resigned to this, I strongly feel this is wrong, especially in the current climate of equity and inclusion.

I'm interested to know what others think.

Thank you.

kimwp

Particularly given that it is a large company, I think it's more likely that the people organising the party and BBQ are unaware that your friend can't attend than discrimination.

It would be nice if her manager realised and arranged for something different for her, but (as someone who does try to make sure everyone is included and accommodated for) I've noticed that most people don't think about those things, it doesn't even occur to them. 

Flugelhorn

kimwp said:

Particularly given that it is a large company, I think it's more likely that the people organising the party and BBQ are unaware that your friend can't attend than discrimination.

It would be nice if her manager realised and arranged for something different for her, but (as someone who does try to make sure everyone is included and accommodated for) I've noticed that most people don't think about those things, it doesn't even occur to them. 

I agree - people can get forgotten "oh X never comes to the  Xmas do / BBQ - doesn't like such events / too far / can't get a babysitter / has to look after auntie / doesn't drive / hates boozy parties" and no-one actually asks if anything else can be done.  On the other hand some people really hate such events and don't want to be pressured into going

Some places I have worked there would be a gift + a party - if you said you didn't want to go to the party that was it, it was just accepted but there was no "bigger gift" given

MattMattMattUK

Chucklechops said:

Hi,

My friend works for a large UK company. Her employer's health insurance provider has previously recommended (citing the Equality Act) that she works exclusively from home due to having several serious illnesses linked to her immune system.

Whilst the employer has been very accommodating, and my friend is very grateful, she nevertheless feels that the company tends to 'forget' about her in certain circumstances.

For instance, whilst the office Christmas party is open to everyone, she is unable to attend in person due to her illnesses (and she also suffers from social anxiety). Whilst every employee is given around a £30 allowance for the party, no effort is made by the company to acknowledge her at this time; they could for example send her a small food hamper, or offer to make a charitable donation on her behalf. Similarly, there is a separate yearly summer barbecue to mark the end of a traditionally busy period in the office - and whilst her colleagues get to attend, she doesn't even get a mention or a thank-you!

Whilst my friend is resigned to this, I strongly feel this is wrong, especially in the current climate of equity and inclusion.

I'm interested to know what others think.

Thank you.

I think your friend is lucky to have an employer who is as flexible and understanding as they are, letting her work from home permanently. The fact that she chooses not to attend optional social events which they organise is her choice, it is not, in my opinion discrimination. 

beckstar1975

I am similar and have reduced requirement to be in the office, colleague has 100% remote. We are just both glad that there is not enforced attendance at these things, no way would I feel I need something equivalent just glad I'm not forced in to socialise at something that would make me deeply uncomfortable.

I think they need to take a similar mind set tbh, being remote is a privilege not a right. And I say this as someone with multiple disabilities, but am fully aware that they could argue they need in person attendance and it would be game over.

Undervalued

kimwp said:

Particularly given that it is a large company, I think it's more likely that the people organising the party and BBQ are unaware that your friend can't attend than discrimination.

It would be nice if her manager realised and arranged for something different for her, but (as someone who does try to make sure everyone is included and accommodated for) I've noticed that most people don't think about those things, it doesn't even occur to them. 

Is she paid any less because she works 100% from home?

I assume not so she is saving a considerable amount in commuting costs each year, unless she happens to live within walking or cycling distance from the office.

Frankly I would keep my down and not rock the boat over this!

Also, as beckstars1975 says in the post above, it would be all too easy for the employer to argue that being fully remote goes beyond a reasonable adjustment if they were so minded.

Grumpy_chap

The employer has gone further than many would by way of "reasonable adjustments".  It may be argued that this should be the norm, but it probably is not.

It also seems reasonable, if the individual is unable to attend the office, then the individual is unable to attend an office social function.

The individual seems concerned at the loss of value of £30 Christmas function.

Has the individual considered how the "reasonable adjustments" may have any other costs or impacts for the employer:

• Effort to set up and periodically review the "reasonable adjustments" for continued suitability
• Possible resentment amongst other staff who do not benefit from the same adjustments and management time to deal with such issues

Has the individual considered how they might benefit in other ways through the "reasonable adjustments":

• No commute time
• No commute cost
• No costs of office lunches, coffees, or Birthday cakes

Overall, this seems like a battle that I would not be having.

EDIT to add:  It is also quite possible that a proportion of those actually present at the Christmas function a really there under feeling forced to attend and, in reality, they would rather be doing anything else with anyone else anywhere else than pretending to actually like their coworkers.

Chucklechops

Thank you all for your replies, much appreciated. I'll have a chat with my friend next week.

born_again

Large company, will mean that the people organizing the event will have no knowledge of individual employees. So it would be down to their manager to raise a issue. Even then it would be unusual for such a payout. 
As someone in a large company. Many people do not attend these events, for various reasons.

Daughter has just been on her team Christmas meal for which company gives £30 per person. A few of the team did not go. They do not get the £30. As it is their choice not to go.
Yes I get your friend has reasons for not going. But many people who are now forced back to the office would love to still work from home.

strawb_shortcake

Where I work we have to pay for our own christmas meals. We used to get a flexi credit so we didn't have to use our own time, however this seems to have been quietly removed.

The flexi credit was only available if you attended the meal and had worked the morning of the meal. Those not attending or already on leave or a non working day got nothing.

If your friend found others not attending the party were offered alternatives then there may be grounds of discrimination, but it's typically this or nothing. 

TELLIT01

It's interesting to me that the person supposedly being discriminated against isn't apparently concerned about the situation.  It's a third party being outraged on their behalf.  If the person who is directly involved isn't bovvered - leave it alone.