Champion equality, diversity and inclusion Essay
Champion equality, diversity and inclusion
1.1 Explain the models of practice that underpin equality, diversity and inclusion in own area of responsibility.
Equality is to treat all as individuals; to respect race, disability, age, gender, religion, beliefs ,culture and sexual orientation. For all to be open to opportunities, to be treated fairly and respectfully, have rights and equal status in society and for all to reach their full potential. Diversity is to value that we are all unique and yet similar. We have different needs, interests, learning styles, language and personality etc.
Inclusion is to incorporate all of the above into our environment to participate in play and learning, to promote positive outcomes and the opportunity to grow and develop, to feel valued and empowered to succeed. Within the setting as a Director I come into contact with staff, visitors, parents, carers, children and other professionals on a daily basis. It is my responsibility whilst in contact with all these people and children that they feel that they’re treated respectfully and fairly
As I am working in domiciliary care setting, my client group are people with mental and learning and people with physical disability. Both social and medical model have the implications on my client group. Service users are supported by care staff to promote their independence, to help them contact socialization with family, friends, and local communities, Care staffs are allocated to meet the cultural and social need of the service user to make a positive outcome in a person centered way. In case of any medical condition they seek medical intervention for the service users.
1.2 Analyze the potential effects of barriers to equality and inclusion in own area of responsibility
There are many barriers to diversity and inclusion. The biggest ones are generally prejudice, culture and upbringing and religious beliefs. Prejudice is “a preconceived opinion that is not based on reason or personal experience” those creating barriers to recognizing equality of rights for all. Cultural barriers can prevent, for example, consideration of spiritual, relational or dietary needs that do not conform with traditional expectations. Religious belief, where different religious beliefs are not taken into account and minorities are marginalized and not acknowledged.
Other significant barriers could be structural, institutional and personal: Structural, where circumstances create or result in barriers People make the assumption about younger adult and consider all young people as a whole category rather than treating them as an individual. This type of stereotyping happens when people lack knowledge about equality and inclusion. The effects of barriers to employees are also high as they are excluded from their human right. Employer can easily discriminate those in terms of race, gender, sexual orientation and culture.
1.3 Analyze the impact of legislation and policy initiatives on the promotion of equality, diversity and inclusion in own area of responsibility
My work place is committed to the promotion of equality, diversity and inclusion in policy and practice. It is committed in equal opportunity and also follows a common standard in respect of Race Relation (amendment) act 2000 in getting contract from council contractors. It also observes the code of practice of Commission for Racial Equality (CRE) in employment. Organization promote equality with respect to age, gender, race, disability religion , sexual orientation and establish a national common standard which is compliant to The Race Relation Act 1976 , as amended by The Race Relations (amended )act 2000.
Under this law, organization carries out its function, it has due regard for the necessity to eliminate any unlawful discriminating and promote equal opportunity and harmonious race relation, it also follows the race relation code of practice for the elimination of racial discrimination and promote the equal opportunity in employment as approved by the parliament in 1983.
It ensures that all employees and service users with or without disability, irrespective of background are treated equally and compliant to Disability discrimination act 1995. Under the sex discrimination act 1976, any staff of service users has recourse and protection from any discrimination. Its policy is to protect the staff and service user from discrimination on the grounds of sexual orientation under The Employment Equality (Sexual Orientation) Regulations 2003.
It ensures that men and women are same as per as pay is concern. Under Equal Pay Act 1970, organization’s policy is to make sure that man and women are treated equally and not discriminated in terms of their pay. To promote equality , diversity and inclusion in policy and practice , my work place also compliant to other legislation like, Human right act 1998, sex discrimination (gender reassignment) regulations 1999, Employment equality (religion belief) regulations 2003 , Disability discrimination amended act 2005, Equality act 2006, Racial and religious hatred act 2006.
2.1 promote equality, diversity and inclusion in policy and practice
The organizations where I work promote equality, diversity and inclusion in both policy and practice. Staffs should regularly be reminded the importance of equality, diversity and inclusion in day to day practice. Staff should respect the choice, preference, ethnicity, origin, rights, and wishes of service users. Care staff should be allocated to service user to make sure that continuity of care is maintained. Staff would be selected against the service user in such a way which promotes the social and cultural need of service user. If possible, staff would be selected from same cultural and religious back ground and with same language spoken.
Therefore care staff could appropriately relate to service user which ultimately lead to a positive person centered outcome. Care staff should promote independence, liaison with family members, friends, local community link for better social inclusion and to meet the wishes and choices of service users. Care staff would be aware of legislative impact while providing care in respect of religion, race age, disability, gender and sexuality. Race relation act 1976 and protection of harassment act 1997are in place to protect the vulnerable person. Disability discrimination act 2005 is also in place to protect person from discrimination because of disability. Sex discrimination act 1976 is to protect people from discrimination due to sexual orientation. Such other acts like, the Human Rights Act 1998 and Convention on the Rights of the Child (UN, 1989) are in place to protect people from discrimination.
Challenge discrimination and exclusion in policy and practice The organizations where I work challenge discrimination and exclusion in both policy and practice. Staffs should regularly be reminded the importance of challenge discrimination and exclusion in day to day practice. In looking at this model I have found that many people have views that based on discrimination and prejudice they are embedded in today’s society, the attitudes and the surrounding environment often focuses on what a person lacks in terms of disability and focuses on condition or illness or a person’s lack of ability. To combat this prejudice within making space we use person centred care planning it is my responsibility to promote the use of this and to ensure that the support workers who deliver it are fully trained to do so.
It is also vital that they have a good understanding of the model in order for them to work effectively with a service user. As a Director I am responsible for ensuring that the ethos within my team promotes equality and diversity every day, that the Support that is delivered within making space and any partnership working exercises good practice in this area this could be through training, policy and procedures, support plans, health files, as well as having a good understanding of equality & diversity. The staff are all expected to work in line with the Care Act, Mental Capacity Act 2005. Equality Act 2010, Human Rights Act 1998,
Provide others with information about:
a) the effects of discrimination
b) the impact of inclusion
c) the value of diversity
Effects include isolation, possible exclusion, demoralisation, marginalisation, situations where self-esteem, confidence and resilience have the potential to be damaged.
Forms of discrimination are gender, age, disability, sexuality, race, culture, religion ,poverty, education, personal features and English Is not first language. .
In our care home we promote equal opportunity and we respect all the service users and their families. We help adults with language needs where English is not their first language which helps to ensure they can settle and adapt to our setting. Example (reading and singing in their language, books and talking with parents to find words we can use)
Discrimination against anyone regardless of their needs can make them feel isolated and different to other. Very often adults with special needs have a very difficult time trying to fit in with other. Example: In our setting we promote inclusion and we treat everyone the same and explain to others “we are alike but different.”
There are four areas of potential for the effect discrimination has • Physical- Signs of poor health may manifest. self harming, attempting suicide, cutting, etc. Bullying might become physical and other types of abuse. • Emotional – Emotional scars seem to run deep and are not healed easily. Could become to believe that persecutors are right, leading to a loss of self worth. Could lead to physical signs of trauma • Social – lack of friends, social exclusion, no one to talk to about interests or plans for now and the future. Being treated as though someone doesn’t belong. Could lead to more emotional harm, physical harm, intellectual harm, etc. • Intellectual – Not wanting to learn, withdrawing from places of learning. Not wanting to be around others unsafe behaviors
Social inclusion in practice
Promote and support access to social networks.
Resolve transport issues so that they do not prevent people from participating in the wider community. Build links with community projects, community centres and schools to increase levels of social contact between people from different generations. Identify, respect and use people’s skills, including the skills of older people gained in previous employment. Give people ordinary opportunities to participate in the wider community through person-centred care planning. Involve people in service planning and ensure ideas and suggestions are acted upon.
We are promoting our service users to participate with the community by attending day centres, drama classes, arts and craft centres, keep in contact with friends and families.