Chapter 11 Diversity And Discrimination

According to the Equality and Human Rights Commission First Triennial Review 2010 “The Equality Act 2010 complements and builds on the provisions of the Equality Act 2006, which itself strengthened several aspects of discrimination law and set out the roles and responsibilities of the Equality and Human Rights Commission.”

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

The philosophy of the primary school where I work is that every child's unique needs and abilities should and must be honored. Children's different learning needs and styles are incorporated into the curriculum. On an informal level, teachers are encouraged to make use of lesson plans that utilize different types of media and methods of evaluation. Lesson plans often make use of visual and kinesthetic aspects of the learning experience as well as more traditional methods that emphasize mathematical, spatial, and verbal intelligences.

[1.1].In your setting, there is a range of policies which formally sets out guidelines and procedures for ensuring equality. The policies must take into account the rights of all individuals and groups within the school as well as considering the ways policies work to ensure equality, inclusion. Policies also pay regards to the values and practice, which are part of all aspect of school life.

There are many pieces of legislation that are put in place to protect and safeguard vulnerable people; like Mrs Naidoo. I am going describe five pieces of legislation and regulations, and explain how they safeguard vulnerable adults.

1.1) Explain Models of practises that underpin equality, and diversity and inclusions in own area of responsibility.

Stereotyping: This means to categorise a group of people based on certain characteristics or behaviour. For example, calling all

Diversity in our country has been the center of attention for much of America’s young life. Some Americans seem to value the virtue more than others; however, the issue is one that the founding fathers stated that would help our country prosper. The constitution values the issue of diversity so much so that it has centered several supreme court decisions around the issue. Today the Grutter versus Bollinger and Gratz verses Bollinger will be the issue in which we look to judge whether the issue is one of definiteness. Before we can judge one way or another, we must first discuss both cases and their rulings.

The Affirmative Action Act was created to ensure that minority groups and women were given the same opportunities in education and employment that were traditionally afforded to white males. According to the National Conferences of State Legislatures, affirmative action is, “…an outcome of the 1960’s Civil Rights Movement, intended to provide equal opportunities for members of minority groups and women in education and employment. In 1961, President Kennedy was the first to use the term "affirmative action" in an Executive Order that directed government contractors to take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, creed, color, or national origin." The Executive Order also established the President’s Committee on Equal Employment Opportunity, now known as the Equal Employment Opportunity Commission (EEOC)” (NCLS, 2014). Affirmative action was further reinforced in 1965 by President Lyndon Johnson when he signed an executive order requiring government contractors to increase the number of minorities that are offered employment.

The analysis of policy in regards to impacts on students, families and community, leads to a discussion of problems within our society and their influence on the very policies created to respond to these circumstances. Within the educational sphere, all polices contribute to the lives and educational experiences of every student and as a result, their families and the community. This case study looks at the Department of Education and Training [DET] Diversity and Equity policy and outlines a school-based scenario that analyses diversity and equity within the classroom. The case study analyses the policy and scenario to formulate discussion about how students, families and communities can be impacted by diversity and equity and

Discrimination is nothing new to our society or is it something that should be taken lightly and for many decades our Nation has endured many conflicts that have tested the will of Americans over the decades and it is evident that as we have become more diverse so too has our workforce. Although, we are in the twenty first century the goal is to understand why prejudice and discrimination is still so prevalent and how we can do better while trying to bring together our different backgrounds, skills, and experiences still has proven to be an issue that minorities are constantly fighting as they struggle to find there place in society. Through an array of well-educated researchers showing how diversity is nothing new to our society, but if we are to continue to grow and move forward we must be able to understand that with diversification we can foster a strong and inclusive economy that is built to last and nurture a nation that will continue to lead the world as standard setter.

Today’s workplace in consistent with several diverse backgrounds, which include different aspects of a working relationships within an organization, including age, nationality, education, sexual orientation, socioeconomic status, and religion. Although the companies include the diverse backgrounds, upon entering employment, each individual brings their own set of values, goals, and perception of acceptable behaviors (Lankard, 1991). In respect to the organization, these multicultural individuals are asked to work together in obtaining the corporations goals and policies. However, in the workplace, several ethical dilemmas may arise, which is not limited to, downsizing employees, salaries, successful employing organization, these dilemmas are additional stress to a diverse working population. Resolving ethical dilemmas requires critical discussion, analyzing, problem solving, and decision-making (Lankard, 1991). Resolution cannot be completed with one or two individuals; this process needs to include all stakeholders, current, and future for legal and ethical purposes. Stakeholder’s views must be expressed and reviewed because it

Minority groups in society have faced prejudice and discrimination throughout history and they continue to face it today. Religion and government have immense power to dictate what is seen as “correct behavior” in society. Furthermore, it is when minority groups infringe on these beliefs, that they can face this extreme prejudice and discrimination. Minority groups who have faced these adversities include First Nations and LGBTQ+ groups. Two stories that show the adversities that these groups face are A Word From the Nearly Distant Past by David Levithan and Totem by Thomas King.

Organisations have sought out to have a more diverse workforce, as it is claimed to increase organisational effectiveness. A team with individuals from different social group, personalities, values and beliefs, and etcetera, when managed well, can be an asset to the organisation. More often than not, there will be some sort of discrimination in the workplace, especially with a very diverse workforce. Therefore, with proper training and benefits to ensure the development of these employees, and legislation and policy to ensure equality and reduce discrimination within the workforce, it can drive competitive advantage and organisational profit. When looking at diversity in the workforce, the business case and the moral case justification are often necessary. The following paragraphs will talk more about the business case and moral case, and the linkages between them, as well as the theories and conceptual frameworks for the business and moral cases justification for diversity management in organisations.

Discrimination comes in many forms. Discrimination and diversity are closely linked considering the reasons behind discrimination are what makes up the definition of diversity. Not only is discrimination made against gender, race, and religion, but it is also made of age, disabilities, appearance and in a lot of cases, women who are pregnant too. This is very much a reality for many employers. There are laws protecting acts of discrimination. This topic is so sensitive, that many employers implement diversity and discrimination into their mission statements. Many companies make it their practice to host training sessions to prevent discrimination from happening, then there are many companies who can’t afford such training for their