Explain Why It Is Important To Promote Equality Diversity And Inclusion

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

The higher socio – economic groups are normally more likely to arrange gatherings and events, to introduce the younger generations to the variety of cultures, beliefs and values and therefore embracing them into the very community that they will shape in years to come.

Equality is treating people fairly and making sure that everyone is given a fair chance and that their individual needs are met. It’s about giving all sections of the community equal access to employment, education and other services that are provided whilst valuing and respecting them. Recognising that different sections of the community require specific measures to make sure they receive equality. Recognising how and why some groups are underrepresented and knowing what to do about it. Taking positive action to assist individuals where this is appropriate.

The benefits of promoting and valuing cultural diversity within a school setting is extremely important as children and young people will learn to understand all the different cultures and respect them. Learning about different cultures and religions helps a young mind broaden and see that no matter what culture, race or ethnicity another person is they still have equal rights and opportunities and can achieve the same goals as each other. For example, many people see all Indian/Pakistani adults as doctors, this is a common form of stereotyping and if an English child is lead to believe that this is only the case then they may not want to follow that career path due to feeling that they are not allowed. Within my setting we promote cultural diversity within our resources, this means that when we show our pupils books or home-made resources to help assist them with their learning we always try to ensure that all ethnic backgrounds and abilities are shown

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

Identify the current legislation and code of practice relevant to the promotion of equality and valuing of diversity.

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

Diversity and inclusion are critical strategies for any organization that wants to be successful in business. Organizations cannot expect for diversity and inclusion to appear and work smoothly within the workplace automatically. Diversity and inclusion is a journey that companies must take to reap the rewards of being a truly global business. There are eight steps that organizations can apply to their workplace that will make diversity and inclusion a smooth and fun journey. Organizations can start the inclusion process by first learning the eight steps to inclusion in the workplace.

Equality permits all students the privilege to have access to and participate in education despite their disability or different conditions. Gravells (2008) believes that 'Disparity and separation ought to be attached to guarantee reasonableness, respectability and regard among learners. '

a. Diversity is an ethical imperative for any organization; it is “A major local, national, and international challenge and an opportunity for every human being if we are to live in a peaceful and healthy world”. As a leading organization in the Healthcare industry, “The twenty-first century managers know that managing diversity is a key fundamental strategy to effectively manage employees to get results. Therefore, for the twenty-first century organization, the true sustainable advantages and a long-term competitive edge come from the success of each individual manager and employee within the organization” (Alexander, 2015 pg. 13). The case for diversity consists of diversity 's contribution to one or more of four factors. The four are, “increasing revenue or gross margin; enhancing compliance or reducing litigation risk; enhancing corporate goodwill (to become the "employer of choice);" and as part of tone at the top, when corporate leadership believes diversity is "the right thing to do." (Orenstein, 2005 pg. 22).

I can honestly say that after few months in this course, my knowledge has expanded in so many ways. A lot of the subjects touched on in this course are looked upon with a stigma that most people don’t want to touch. The general public is then left with stereotypes as their main source of information regarding many of these important topics. I now firmly believe that those who have taken the time to dig into these issues of equity and diversity not only have a have a moral obligation, but a responsibility to provide opportunities and equal treatment to those who do not receive as much. There is too much ignorance being touted around as knowledge that has gone on for far too long. Now here’s where I come into the equation. This is about how I will personally take on the responsibility that has been given to me. Unlike most in this class, I am not going into education. I believe for those that will be going into that field, they have a unique opportunity to change lives in a way that they may never fully realize and that’s awesome. However, I have been given my own challenge and opportunity as I make my way into the field of ministry. More specifically, being a pastor. Although I will have a different platform, I truly believe that I can make a big difference as well. Throughout the course of this paper I plan to show the things that I have learned in this course and can take into my professional space, how I specifically plan to do that, as well as what I still

* Upon hearing the fire drill, children and staff leave what they are doing, quietly and sensibly make their way the nearest fire exit.

Be able to influence the management of equality and diversity in own area of responsibility.

Inequality exists, even in societies without formal stratification (Parsons, 1970). Whilst complete societal equality may be unattainable, Equal Opportunities (EO) policies aim to ‘reduce the gap'. Inequality takes different forms and there is much theoretical debate regarding which grouping variables, such as gender or age, are important. There exist three key notions of ‘equality of opportunity’: formal, liberal and radical. The former two are minimalist concepts, concerned principally with equality of opportunity - the ‘beginning’ of the process. Conversely, the radical perspective, a maximalist concept, is more concerned with outcome. This paper outlines these three approaches, evaluates their successes and considers whether

Since diversity plays a critical role in today’s business world, it could create conflicts among team members in the organization. Conflicts can be separated into two types which are functional and dysfunctional conflicts. It can be either positively or negatively affect the team and organization, depending on its type (Tjosvold, 2008).