Assignment 303 Principles of Diversity, Equality and Inclusion in Adult Social Care Settings

Diversity- The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique, and recognizing our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is the exploration of these differences in a safe, positive, and nurturing environment. It is about

* Diversity is essentially another word for different, it recognises that people are different and unique in many ways such as, personal characteristics, background, culture, personality, race, disability, gender, religion, belief, sexual orientation and age. It means recognising and understanding individual’s differences and embracing them, to allow people feel more valued.

Diversity can be defined as ‘the state of being diverse’. Diversity literally means difference. Diversity recognises that though people have things in common with each other, they are also different and unique in many ways. Diversity is about recognising

1.4 Analyse the role of the induction process in supporting others to understand the values, principles and agreed ways of working within a work setting.

On October 1st 2010, the Equality Act came into force. This consolidated and strengthened the previous equality laws. This act prevents children and their families from being discriminated, victimised or harassed because of their age, sex, race, religion or disability. Through this act each child, whether already in the setting, or applying through admissions, will be treated in a fair and equal way, with aims for all children to have reasonable provisions to allow them to access all educational areas. Although a school is not expected to make adjustments that are not reasonable, they are expected to make general adjustments, reasonably planned within the school’s approach to planning for SEN children. The Equality Act 2010 outlines four definitions of discrimination, direct discrimination, indirect discrimination, discrimination arising from a disability and harassment and victimisation. This allows school settings to have clearer expectations and implement them. The Equality Act 2010 and the Discrimination Disability Act (DDA) (2005) both aim to ensure each and every child has access to a broad and balanced academic and social curriculum. Following this code of practice in a school, confirms that all members of staff provide the same high-quality teaching to children, as well as displaying professional behaviour.

Diversity can be differences in race, heritage, customs, belief systems, physical appearance, mental capabilities; etc Diversity should be respected and valued because nobody is completely the same as anyone else, even within the categories above. People tend to reject what is different. We must value our diversity in order to work together.

Diversity – In the literal sense the word ‘diversity’ means different. Through diversity we recognise the uniqueness of the individual and value these differences. Diversity can consist of factors which include personal characteristics such as background, culture, personality and work-style. However, certain characteristics are protected under discrimination such as gender, sexuality, religion, ethnicity, disability and age.

Diversity- recognises that all though people have thing in common they are also different in many ways. Diversity therefore consists of visible and non-visible factors which include personal characteristics such as backgrounds culture, by recognising and understanding our individual differences and embracing them we can create a productive environment in which everybody feels valued.

Diversity- celebrating differences and valuing everyone. By respecting visible and invisible differences everyone can feel valued for their contribution, beneficial for both the individual and the setting.

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

This solution will help in resolving problem related to lack of industrial knowledge of employees

responsibilities of the staff team are also in place & readily available for staff. All the organisations Policies are written, developed, reviewed & updated in response to up to date Legislation. By having these systems & processes in place, not only does it ensure we are meeting the standards set out in the Care Act 2014, it also ensures that any discrimination is dealt with in the correct, fair & equal way. I believe that the policies which promote Equality, Diversity & Inclusion give out a very positive & encouraging message which sets out an atmosphere of mutual respect & opportunity. When applicants apply for jobs within the service organisation, they are requested to complete an EQUALITY & to promote & enhance opportunities to individuals

Diversity Inclusion: It is important that everyone bring their whole self to work. I believe diversity and inclusion concepts should have the following values: integrity, compassion, relationships, innovation and performance. This helps build cohesive teams that are in alignment the vision and enables the team to strategically focus on the organization’s goal and purpose. This type of work environment will develop positive synergy amongst the team and everyone can build off one another’s strengthens.

Employees are booked onto two mandatory training courses’ Annual Safety Training’ and ‘Manual Handling Training’ which are required in the first 3 months of employment

At the end of the twelve week induction period it is necessary to review the induction to monitor its effectiveness and identify any other development needs or training requirements. A half day induction workshop is held. As part of this, the individual is expected to complete the ‘Romec Induction Evaluation’ (appendix 4). This allows the individual to provide feedback on their induction and allows Romec to monitor and improve the induction process.