Anti Discriminatory Practice

Another factor that would give a service user a positive experience in a social care service would be anti-discriminatory practice. Anti-discriminatory practice is complementary to the practice of equal opportunities. Therefore the service user would be having a positive experience as they will not be treated differently due to age, race, or gender etc. But will be given more advice or help if needed, depending on their ability.

Key legislations and codes of practice relating to diversity, equality, inclusion and discrimination in adult social care settings are:

The residents within our home would have experienced some kind of discrimination in their life time. For example the residents will be discriminated against their mental illness by outside agencies if they tried to get a job. By implementing the home policy against discrimination and promoting and raising awareness with in the home and outside, this includes all the internal and external staff that help the home and help daemon straight the great effect it has on the

Describe how code of practice and legislation promote non-discriminatory practice in health and social care.

UNIT 412: EQUALITY AND DIVERSITY IN HEALTH, SOCIAL CARE OR CHILDREN’S AND YOUNG PEOPLE’S SETTING

Miller (2000) argues that it is very important to promote anti-discriminatory practice. The advantages of implementing anti-discriminatory practice would be that staff would be able to work together as a team, communicate with each other, improve their practice, would acknowledge any problems or concerns and would agree with each other on appropriate changes.  Team work can provide opportunities to take collective actions based on consensus.  This will look good and benefit the service users.  However if a practice does not promote anti-discriminatory practice it will suffer lack of support from colleagues or management, lack of interest, resources, time and staff.  If staff is unable to communicate with each other they will not be able to provide a good standard of service and as a result service users can leave the practice and go somewhere else where they would feel they are receiving better service. The residential home promotes anti-discriminatory practice and all the staff communicates and supports each other, because of this it was not difficult

Discriminatory practices – residential care homes may have systems that are discriminatory and abusive to the right of residents they may be help to bed or pressures.

The benefits in implementing my strategy and plan, is that it sends a clear message that discrimination of any kind will not be tolerated. It

Furthermore, anti-discriminatory and anti-judgemental nursing care is important in promoting fair and equal treatment to all individuals and groups of people. The protected characteristics within anti-judgemental and anti-discriminatory care include, age, disability, race, religion or belief, sex, sexual orientation, marriage and civil partnership, pregnancy and maternity. The Equality Act (2010), The Code (NMC 2015) and the NHS Constitution (2015) highlight the importance of

At the heart of the debate is a system of anti-discrimination laws enacted by federal, state and local governments. The entire United States is covered by the Federal Civil Rights Act of 1964, which prohibits discrimination by privately owned places of public accommodation on the basis of race, color, religion or national origin. Places of “public accommodation” include hotels, restaurants, theaters, banks, health clubs and stores. Nonprofit

The last thing is about the right to protect against discrimination. While there is good legislation to protect citizens against discrimination, in reality there is poor enforcement of the law. For example, Roma/Egyptian communities, LGBT and people with disabilities experience prejudice and discriminatory behavior from public institutions and the general public. The Law on Inclusion and Accessibility for Disabled Persons was passed in 2014. However, many people with disabilities still face daily physical and discriminatory barriers. Reasonable accommodation and access to public and private spaces has seen very little progress. Access to public transportation and lack is also a

Australia’s national laws cover fair-minded employment prospects and anti-discrimination for the business workplace. Businesses are required to be purged of discrimination in the workplace. This is a very important and necessary task for the employer: Understanding your rights and responsibilities that are entailed in the Australian human rights and anti-discrimination law. By implementing these laws against discrimination, advances in productivity and positive increases in efficiency can occur.

This case study report will discuss about the constant monitoring and promoting effective management of the Windsors Residential Care Ltd. The organisation’s management processes, interventions and appropriate communication that will contribute and encourage impact of change within a workplace. Firstly, the definition of diversity, equality, and inclusion will be tackled as to present and introduce its importance in an organization. Secondly, the analyses of Windsors Residential Care on the probable diversity characteristics, the key impacts involving the organisation, and recognize the advantages of managing diversity in the workplace. Lastly, a table presentation that will provide recommended plans, interventions, strategies and presumed outcomes that aims to manage equality and diversity of the organisation.

Ultimately, health inequity will persist as long as structural oppression of racial minorities persist in healthcare. Therefore, tackling the prevalence of structural racism in health settings could incite change. The most practical and impactful avenue for reducing the racial health disparity lies in the employment and training of healthcare professionals. It can be beneficial to explore and target larger institutional issues, such as government law and policy, but, it is important to realize that institutions are made from individuals; therefore, when individual behavior is corrected, institutions should follow suit. At the onset of their careers, most healthcare professionals take an oath, pledging to treat all patients, no matter, race, color or creed, to the best of their ability. However, it is evident that this is not always upheld, mainly through forces of oppression outside their conscious control. In Five Faces of Oppression, Young stated that marginalization may be the most dangerous form of oppression (Young, 1990). A social group is marginalized when their people are excluded in society, meaning that their skills and attributes are deemed useless and insignificant in the greater community. To an extent, this is seen in the healthcare system with the underrepresentation of racial minorities in the medical field. Highly qualified people of color are denied positions at far greater rates than their White peers and this occurs in almost every profession (Merchant

In the first place, the patients are not to be discriminated against in any case. This can be of their gender, race or even religion. It is the role of the administration to train its staffs in the best ways to handle their patients.