The Decision Of The Student Awards Agency For Scotland

Human Rights Act 1998 – is an Act that gives legal effect in the UK to certain fundamental rights and freedoms contained in

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

Human Rights Act 1998 – individuals’ rights should not be contravened and independence, choice and inclusion are paramount. It is also acknowledged that some individuals require constant supervision due to their conditions/illnesses.

Human rights act 1998 – specifies and enforces the rights of individuals and if these

The Sex Discrimination Act 1975 was amended by new Regulations in 2008. The new Regulations include

| The Equality Act 2010 brought together existing regulations that already gave protection against ageism and other forms of discrimination, and extended them.  Since October 2010 this has been the main law relating to age discrimination, protecting you against ageism in employment, education and training.The law maintains your right not to be disadvantaged or treated badly at work because of your age.

Human Rights Act 1998 covers all of the Human Rights and ensures that all individuals have rights on their side and that they can take legal actions against any other individual or any organisation that disrespects their Human Rights; this includes the health and social care settings. This act came into force in England and Wales. This enables children, young people and adults to seek protection of their rights both nationally and internationally through the European court of human rights. It gives people the power to challenge perceived discrimination by public bodies. As an employee within the health and social care sector you would have to be aware of the human rights issues. You would need to know how to report any incidents. This act looks at individual’s rights. It also ensures vulnerable people are being cared for, and have rights to protection and privacy.

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.

Age discrimination legislation therefore applies effectively to everyone who is applying for work and who is

National Health Service and Community Care Act 1990; Disability Discrimination Act 2005; Equality Act 2010; Disability Equality Duty 2006. Procedures and Polices of the organisational kind are; Department of Health 2001.

Legislation forms a framework which all care homes must adhere to; this is carried out in many guises and includes many parliamentary acts such as human rights act 1998 and the mental health act 1993, these acts are designed to protect and promote rights and responsibilities of people within a care setting. There are also provisions under other acts to protect and ensure rights to specific group’s equal pay, sex discrimination, race relations and disability discrimination.

The united nations convention on the rights of children (1989) is a very important piece of legislation that helps tell everyone what the rights of children/young people are, although it is important it is not apart of the uk law.

The Equality Act 2010 is an updated law aimed at an attempt to stop discrimination and to help try encourage equality throughout society. The care environment should benefit from this improved equality act by ensuring certain groups of people within the healthcare who receive a worse service compared to the rest of the community receive equal opportunities. Under the Equality Act 2010, individuals are formally protected against the harm of discrimination on the grounds of their age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity status, race, religion or belief, and sex and sexual orientation.

Employment Equality (Age) Regulations 2006- This says it is unlawful for an employer or potential employer to discriminate against you at work because of your age. The Residential Care and Nursing Homes Regulations 2002. This protects the rights of people living in care homes.

Legal aspects - the Equality Act 2010 protects again discrimination. Therefore, an organisation’s approach needs to show fairness by not discriminating (e.g. Age, gender) in any way. For example, in adverts or interviews.