The term equality and diversity is used to define the equal opportunities and human rights within the values of society. The meaning of this term holds all legal obligations for protection against discrimination of various characteristics; most commonly including gender, sexual orientation, disability, religion, culture, race and ethnicity. Whilst protection from these forms of discrimination is integral, it is equally important to ensure that equality and diversity is reinforced in the workplace; equal opportunities is fundamental for professional practice. The meaning of equal opportunities is to ensure that all individuals are treated equally despite their character and their background, therefore avoiding any individuals being disadvantaged in their career due to judgmental, bias or prejudice opinions. For example, the ideal candidate for a position in the workplace should be decided upon the qualifications, knowledge and experience of the candidate, rather than placing a focus upon personal aspects that should have no negative effect towards performance in the workplace.
UCLH places a huge effort into promoting equality and diversity, with the intention of eliminating discrimination; it is the first organisation in the UK that was certified by the International Disability Management Standards Council in reflection of the support for employees with disabilities. Following an audit that reviewed 16 different areas of the workplace (including workplace culture, employee
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.”
n a childcare setting it is vital that each and every practitioner is aware of the Equality, Diversity and Inclusion policy and procedure and it is also vital that this policy is implemented in the everyday provision. With practitioners being aware of this policy they should ensure the activities they plan and provide involves equal opportunities and that every child in the setting is also treated equally.
Equality means that everyone has the right to be treated equally and appropriate for their individual needs.
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.
As a worker it’s your responsibility to have equality of opportunity that involves ethnicity, age, sexuality, race, gender, religion, and social class. This is an important way how to treat a person through equality not to be discriminated. Throughout your work you should actively promote equality of opportunity as a value and principles. For example: in St.
Unit 4222-303 Promote equality and inclusion in health, social care or children’s and young people’s settings
Making sure equality and diversity procedures are followed in a business environment will impacts on overall success of organisation. By recognising the strengths of differences between individuals company can get a great advantage in terms of employee motivation and clients satisfaction.
* Equal opportunities – this sets out how the organisation ensures there is no discrimination in the work place
Clements. P. & Spinks, T. (2009) The Equal Opportunities Handbook: How to Recognise Diversity, Encourage Fairness and Promote Anti-discriminatory Practice London: Kogon Page ltd
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.
Equal Opportunity, occasionally called equality of opportunity, is a contentious yet significant decision-making standard with no exact definition concerning fair preferences within the public domain (Austen 1999). Although it normally depicts open and just contest with equal possibilities for achieving employment without any discrimination, the idea is intangible with a broad meaning. It is difficult to determine, and execution leads to issues as well as differences concerning what to do. It is
Treating people equally means treating every individual no lower or higher than another individual. The equality act is there to support all individuals, but many may not be aware that this piece of legislation has played an active role in their everyday lives. It requires equal treatment in access to jobs ensuring equality amongst all regardless of any factors that may be present such as skin colour, allowing a multicultural place of work, helping to provide service users with a well-rounded team who can educate one another on different cultures through personal experiences and contribute advice on the preferences of service users. This Act protects all of the following characteristics; this law protect, gender reassignment, age, disability, marriage/civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation.
“It is time for parents to teach young people early on that in diversity there is beauty and there is strength.” ― Maya Angelou.
Managing diversity and equality effectively in the workplace is the core responsibility of any organization in the contemporary business world. Shen, Chanda, D’Netto and Monga (2009) conducted a survey whose results revealed the massive diversity within the British society in terms of ethnicity, nationality and religion. As a result, the Equality Act of 2010 was formulated and became law whose provisions focus on legal protection against discrimination based on gender re-assignment, marriage, civil partnership, age, disability, sexual orientation, religion, pregnancy and maternity, sex and beliefs (Monks, 2007). Therefore, managing diversity in the workplace is critical towards the achievement of equality and discrimination free working environment. Bhatia (2008) observed that the ability to understand, accept, value, acknowledge and celebrate differences among people with respect to race, sexual orientation, religion, age, ethnicity and mental ability within an organization is crucial in eliminating discrimination. Discrimination refers to the tendency of denying equal treatment to people believed to be members of the same social group (Ozbilgin, 2009). In other words, discrimination in the work place is related to denial of equal treatment in terms of promotion, compensation, career development, training and empowerment. Therefore, managing diversity in the work place is crucial towards the achievement of a discrimination free working environment and the
Equal opportunities are very important in the modern workplace. Providing equal opportunities involves providing the same opportunities to all the employees and prospective employees regardless of their sex, age, disabilities, ethnic origins, sexual orientations etc. Equal opportunities allow the employee to have rights therefore the employer is unable to take advantage, discriminate or manipulate staff. Employers have an element of power over their employees but by having the law on the side of the employees, employers therefore need to think twice before discriminating in any form. Organisations will need to ensure that there is no unlawful or unfair discrimination. Employees are not stupid – a company that behaves badly