Diversity – Diversity recognises that people that are different and unique in many ways. It is about embracing and valuing these differences. Factors such as race, culture, gender, religion, sexuality all play a part in a person’s individuality and by recognising and understanding them we create an equal playing field for all. Equality – Equality ensures that everyone is treated equally in a way that is appropriate for their individual needs.
It does not necessarily mean treated the same as individuals requirements differ.
Inclusion – Inclusion identifies barriers/issues that would cause an individual or group to feel segregated and find ways to understand and accept them in order to allow everyone fair opportunities and participation. Discrimination – Discrimination is when an individual or group is/are treated unfairly or less favourably than others. Discrimination comes in many forms including race, gender, sexual, age and religion.
2) Describe ways in which discrimination may deliberately or inadvertently occur in the work setting Discrimination may deliberately occur in the work place if a person or group of people are being treated less favourable, or differently because of their gender, age, race, disability, sexuality, or religion.
For example if a pregnant woman is refused a job promotion due to her pregnancy. Discrimination may inadvertently take place when a rule or policy that applies equally to everybody is more restrictive for people from a certain group.
For example if a company gives information about its policies only in English, but employs workers that speak another language. 3) Explain how practices that support equality and inclusion reduce the likelihood of discrimination All practices should have equality and diversity policies/procedures in place and by doing so and ensuring these are adhered to by employers and employees alike, it should reduce the likelihood for discrimination, as they will have provided a level playing field of opportunities for all irrespective of race, gender, age, religion etc.
Outcome 2 1) Identify which legislation and codes of practice relating to equality, diversity and discrimination apply to own role Legislation relating to equality, diversity and discrimination affecting our work with children include: •Special Education Needs and Disability Order NI (2005) •Disability Discrimination Act 1995 •Equal Pay Act 1970 •Human Rights Act 1998 •Race Relations Order NI 1997 •Fair Employment and Treatment NI Order 1998
•The Equality Act 9 (Sexual Orientation) Regulations (NI) 2006 •Care Standard and Framework Act 1998 •Section 75 Northern Ireland Act 1998 •Sexual Discrimination (NI) Order 1978 2) Describe how to challenge discrimination in a way that encourages change If I were to witness someone making a discriminatory remark or acting unfairly towards another I would challenge them in a calm and professional way and tell them that what they were saying or doing, was unacceptable and explain why.
I would then proceed to inform by supervisor/manager of what I had witnessed and expect that they would follow the correct procedures in order for it to be dealt with in accordance to the workplace’s policies. Outcome 3 1) Indentify a range of sources of information, advice and support about diversity, equality and inclusion Methods for obtaining information on, diversity, equality, and inclusion include in the workplace, internet including government websites (that list all of the current legislations in place to protect the rights of individuals).
Charities such as Citizens Advice will also provide help and advice. 2) Describe how and when to access information, advice and support about diversity, equality and inclusion You may need such information to help an individual who is seeking advice on a particular subject or if you are trying to obtain information in order to support an individual or group. This may be done by contacting a particular organisation which can help with providing the required information, by checking online, asking citizens advice etc.
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