Preparing to Teach in the Lifelong Learning Sector Assignment 1

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,

Among these rules, one of the rules is the Disability Discrimination Act of 1995; it is a legislation which protects the rights of young people and children with ill health or disabilities. It also influences the duty of schools and other related institutions to create a general setting. The Disability Discrimination Act of 2005 is another act which will help in making the

Equal opportunities - These policies are set out to say how employees should be treated in

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

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.

Legislation and codes of practice relating to equality, diversity and discrimination are foundations of my work role. It is like a stick of rock. Without ensuring that each individual has a safe, secure and nurturing environment in which to explore, develop and learn then I might as well give up. Every individual has the right not to be discriminated against and it is my job to ensure I am a positive role model.

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

Legislation has reduced discrimination and open doors for minorities by putting in place EEO and AA these are programs both designed to promote social equity through different methods. Treating all individual in the employers communicate their commitments to EEO to prospective application in the form of an EEO policy statement. Legislation has put in place and policy that is referred to proactive efforts on the part of an employer to address the effects to past discrimination when the EEO efforts alone will not suffice. The most rent development in the challenge to achieve social equity is Diversity Management it's more distinct from AA and EEO in that its primary goals is to ensure that individual will work in harmoniously no matter what their

The Disability Discrimination Act 1995 states that it is unlawful to refuse to serve or deliberately not provide a service to a disabled person when it is normally offered to other people, provide a lower standard of service or in a worse manner, provide a service on less favourable terms. Clients come from all sections of the community and will differ in many aspects from one another, such as age ethnic background, gender disability, whatever the personal characteristics and needs of the individual, everyone has the same rights, equality of care is a central value to

“Our aims are to be supportive, fair, just and free from discrimination. In line with these objectives, we will challenge discrimination on the grounds of gender, race, age, disability, sexuality and faith; actively promote Equality and Diversity; and ensure that the legislation and policy requirements within the six strands of Equality and Diversity are implemented into all our working practices”

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

Francois also intended to design and implement a staffing policy and train managers on the requirement of the Employment Equity Act. This is one of the most important characteristics since minorities are particularly sensitive to discrimination and harassment (Cox, 1994). A workplace that practices and demonstrates equal rights treatment will gain a reputation for being fair and honest and will have greater chance of attracting a diverse workforce than one that is not.

Equal opportunities – Approach should be ethical and legitimate by ensuring discrimination does not occur. For example, all candidates should receive the same treatment and the process structured the same way for each candidate.

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

The benefit of promoting equality within the workplace is three-fold. It is important that as a society, we are seen to be representative and inclusive. Without equality, society lacks legitimacy and therefore undermines public confidence in our institutions. A business case can also be proposed for the promotion of equality within the legal profession. A more diverse workforce ensures the diversification of market