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GOC Standard 11: Equality, Diversity and Inclusion in Optical Practice

Promoting Fairness, Respect, and Non-Discrimination in the Workplace (Within S11)

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GOC S11: EDI in Optical Practice
Why EDI Matters
Legal & Professional Framework
Discrimination in Practice
Recognising Unfair Treatment
Microaggressions & Unconscious Bias
Inclusive Practice
Inclusive Workplace Practice
Challenging Discrimination
Culture of Fairness & Respect
Reflection & Continuous Improvement
Exam Pass Notes (GOC S11)
Reading List
Course Completion: GOC S11 EDI
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Scenarios: Microaggressions and Unconscious Bias

Microaggressions erode trust and performance even when intent is benign. Unconscious bias-automatic associations that shape decisions-can be mitigated through structured processes, feedback loops and environmental cues. The following scenarios show how to respond in ways that preserve dignity, learning and safety.^[1]^[4]

Responding in the moment while building longer-term controls

Scenario

The staff tea room feels informal and busy; mugs clink, and a kettle hums as colleagues take a break between clinics. One colleague has already said they grew up in a UK town, but during the conversation another person, smiling and curious, asks, "Where are you really from?" A ripple of laughter follows, and the atmosphere tightens around the person questioned.

How can bystanders and supervisors intervene proportionately?

A light but clear interruption to halt the moment: "Let's not quiz people about their identity."^[3]
Privately check in with the colleague who was asked, offering support and asking how they want the situation handled.^[2]
With the colleague's consent, address the group briefly to explain that repeated questioning signals non-belonging and can be harassing when persistent.^[7]
Log a brief note if patterns emerge (date/time, who was present, phrasing used, immediate response, any agreed follow-up).^[7]
Share a micro-learning resource on inclusive conversation with the team.^[3]
Use a respectful script, avoid centring intent and focus on impact.^[3]
Watch for retaliation and signpost informal and formal routes for raising concerns.^[7]
Agree any team-level follow-up (for example, a short team brief) and review if similar incidents recur.^[7]

Scenario

A patient arrives at reception and greets the male receptionist with, "You must be the optometrist." The optometrist, who is a woman, is standing a few metres away. The comment hangs in the space, potentially embarrassing the clinician and the patient.

How should staff correct the assumption without embarrassing the patient or colleague?

Normalise a calm correction: "I'm the receptionist; [Name] is your optometrist today."^[3]
If the mistake is repeated, increase clarity: "We avoid assumptions about roles; let me introduce you properly."^[6]
Afterwards, check the colleague's wellbeing and offer support.^[2]
If the pattern is frequent, review uniforms, badges and signage to reduce ambiguity.^[6]
System fixes include high-contrast role badges, a staff board with photos and pronouns where appropriate, scripts in reception SOPs and briefing for locums on expected language.^[6]^[5]
Governance involves tracking themes in compliments/complaints and including microaggression prompts in safety huddles (for example, "Any interactions that affected dignity today?").^[7]
Bias mitigation is ongoing: use structured interviewing, anonymised CV screening where feasible, standardised feedback forms and rotation of high-visibility tasks to reduce room for bias.^[5]^[4]
Use visual cues - accessible fonts, inclusive imagery and gender-neutral language in forms - to signal belonging and nudge behaviours.^[7]
Leaders model curiosity about their own blind spots, invite feedback without penalty and thank colleagues who raise issues early.^[7]^[2]

References (numbered in text)

Veiled Harm: Impacts of Microaggressions on Psychological Safety and Physician Burnout. Perm J. 2023. Vimal Desai; Antonio Hernandez Conte; Vu T Nguyen; Philip Shin; Neha T Sudol; Janet Hobbs; Chunyuan Qiu. Find (opens in a new tab)
Identifying, Addressing, and Eliminating Microaggressions in Healthcare. HCA Healthc J Med. 2022. Tracy MacIntosh; Michelle Hernandez; Anuja S. Mehta. Find (opens in a new tab)
I-RANT: Training session on a novel, scripted, bystander microaggression intervention tool for medical students. BMC Medical Education. 2024. Emily Grass; Caroline Astemborski; James M Lewis. Find (opens in a new tab)
Unconscious bias and diversity training – what the evidence says. Government People Group (GOV.UK). 15 December 2020 (updated 18 August 2023). Find (opens in a new tab)
Recruitment and selection procedure. GOV.UK (Civil Service guidance). Find (opens in a new tab)
Association of Perceived Role Misidentification With Use of Role Identity Badges Among Resident Physicians. JAMA Network Open. 2022. Michael B. Foote; Nina Jain; Benjamin N. Rome; Ersilia M. DeFilippis; Camille E. Powe; Maria A. Yialamas. Find (opens in a new tab)
Sexual harassment and harassment at work: technical guidance. Equality and Human Rights Commission (EHRC). Find (opens in a new tab)

Key Points

Please take a moment to review these points, reflect on their significance and consider how they apply to your own experiences.

Tick to confirm (optional):

Microaggressions erode trust, performance and a sense of belonging even when intent is benign.
Unconscious bias can be reduced by structured processes, feedback loops and environmental cues.
In-the-moment, proportionate interventions: light interruption, private check-ins and focusing on impact over intent.
Record patterns: log date/time, attendees, phrasing, immediate response and agreed follow-up for governance.
Use calm corrective scripts to avoid embarrassing patients or colleagues and check wellbeing afterwards.
System fixes: role badges, staff boards, SOP scripts, signage and briefing for locums to reduce role/identity assumptions.
Embed bias mitigation with anonymised shortlisting, standardised interviews, task rotation and inclusive visual cues.
Leaders should model curiosity, invite feedback, thank early reporters and include microaggression prompts in safety huddles.

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Length: 60 minutes CPD (1.00 CE Credits)
Appropriate for: Optometrists, dispensing opticians, optical assistants, practice managers, supervisors, HR personnel and clinical leads in community and hospital eye services.
Course Price: Free
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Harvard

Mecourse Lifelong Learning (2025) ‘Scenario Page 2: Microaggressions and Unconscious Bias’. Mecourse Lifelong Learning [Online]. Available at: https://www.mecourse.com/scenario-page-2-microaggressions-and-unconscious-bias [Accessed 12 May 2026].

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Mecourse Lifelong Learning. Scenario Page 2: Microaggressions and Unconscious Bias [Internet]. Mecourse Lifelong Learning; 2025 Aug 22 [cited 2026 May 12]. Available from: https://www.mecourse.com/scenario-page-2-microaggressions-and-unconscious-bias.

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Mecourse Lifelong Learning. “Scenario Page 2: Microaggressions and Unconscious Bias.” 2025. https://www.mecourse.com/scenario-page-2-microaggressions-and-unconscious-bias. Accessed May 12, 2026.

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Mecourse Lifelong Learning. (2025, August 22). Scenario Page 2: Microaggressions and Unconscious Bias. https://www.mecourse.com/scenario-page-2-microaggressions-and-unconscious-bias

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Mecourse Lifelong Learning, “Scenario Page 2: Microaggressions and Unconscious Bias.” Mecourse Lifelong Learning. https://www.mecourse.com/scenario-page-2-microaggressions-and-unconscious-bias (Accessed: May 12, 2026).

AMA

Mecourse Lifelong Learning. Scenario Page 2: Microaggressions and Unconscious Bias. Mecourse Lifelong Learning. Published August 22, 2025. Accessed May 12, 2026. https://www.mecourse.com/scenario-page-2-microaggressions-and-unconscious-bias.

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GOC Standard 11: Equality, Diversity and Inclusion in Optical Practice

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Responding in the moment while building longer-term controls

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