Diversity: Discrimination and Service Users

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

1.1 Explain the models of practice that underpin equality, diversity and inclusion in own area of responsibility

1.1 Identify the current legislation and codes of practise relevant to the promotion of equality and valuing of diversity.

There are many Legislations, Codes of practice (Some of which are listed below) and also my workplace policies which regulate equality diversity and inclusion within my area of responsibility.The equality and diversity act is the most significant piece of legislation to be introduced for a long time. And has recently be modified it states that all people male or female people from different races, disabled people, people of different ages, gay lesbian, straight and bisexual people or transsexual people. People from different religions or different beliefs, pregnant women,

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

Prevent discrimination: support equality – This sector of the act explains where discrimination is most likely to occur in the workplace and how to stop it happening

In this assignment I am going to design a booklet explaining of how national initiatives promote anti-discriminatory practice. I am going to explain an assessment of the influences of a recent national policy initiative promoting anti-discriminatory practice in health and social care settings. Then I am going to evaluate the success of a recent initiative in promoting anti-discriminatory practice.

1. Explain how legislation and codes of practice relating to equality, diversity and discrimination apply to own work role

Page 5 - 1.1 - Identify the current legislation and codes of practice relevant to the promotion of equality and valuing diversity

6. Briefly explain the benefits of making sure equality and diversity procedures are followed in a business environment. Your answer should include one benefit for the employer, one benefit for the employee and one benefit for the overall organisation.

1.3 The legislation relating to equality, diversity and inclusion, stems both from UK government and European union. It offers protection from discrimination on grounds of age, disability, gender, race and ethnic origin, religious faith or belief and sexual orientation. The legislation has implications on all workplaces, in terms of employment practice and in terms of the services provided. Compliance with the legislation must be embedded in your Equality, Diversity and Inclusion policies.

In this essay I am going to explain how the Equality Act (2010) P4 and assess how the act promotes anti-discriminatory practice M2. I will also be evaluating how successful the Equality Act (2010) is in promoting anti-discriminatory practise.D1

2.1 Explain how legislation and codes of practice relating to equality, diversity and discrimination apply to own work role.

This gives the employees a level ground for all to work in since no one, after coming from work, can be prejudiced by the people around him or her. In addition, the society can give a chance to voice the people who are treated badly and try to be understood. If I were the CEO, I would implement policies like training. This will ensure that all the workers are familiar with discrimination laws. Another policy I would put up is like sticking to the job requirement when hiring. It ensures that the person working is equipped with the right requirements and was not chosen on the basis of any other factor except the job requirements. It also protects the company from discrimination lawsuits, (Osborne,

Additionally, there are many ways in which discrimination can be addressed such as stated by Weekes (2014, para. 7), it is important “To educate all your workers about discrimination; encourage workers to respect each other’s differences; respond to any evidence or complaints of inappropriate behavior; deal with any complaints of discrimination promptly and confidentially; develop a workplace policy that prohibits discrimination; train supervisors and managers on how to respond to discrimination in the workplace; make sure the workplace policy is properly enforced; and review the policy regularly to ensure that its effectiveness is