This report is about the equal opportunities and anti-discriminatory practice observed in a nursery placement. I will be looking at how individuals,

The Equality Act 2010 replaced all previous anti-discrimination legislation and consolidated it into one act (for England, Scotland, and Wales). It provides rights for people not to be directly discriminated against or harassed because they have an association with a disabled person or because they are wrongly perceived as disabled. To ensure you comply with the Equality Act, you need to be proactive in all aspects of

Equality is ensuring individuals or groups of individuals are treated fairly and equally and no less favourably specific to their needs. Including areas of race, gender, disability, religion or belief, sexual orientation and age. Promoting equality should remove discrimination in all of the areas described. Bullying, harassment or victimisation are also considered forms of equality and diversity issues. Also making sure

On October 1st 2010, the Equality Act came into force. This consolidated and strengthened the previous equality laws. This act prevents children and their families from being discriminated, victimised or harassed because of their age, sex, race, religion or disability. Through this act each child, whether already in the setting, or applying through admissions, will be treated in a fair and equal way, with aims for all children to have reasonable provisions to allow them to access all educational areas. Although a school is not expected to make adjustments that are not reasonable, they are expected to make general adjustments, reasonably planned within the school’s approach to planning for SEN children. The Equality Act 2010 outlines four definitions of discrimination, direct discrimination, indirect discrimination, discrimination arising from a disability and harassment and victimisation. This allows school settings to have clearer expectations and implement them. The Equality Act 2010 and the Discrimination Disability Act (DDA) (2005) both aim to ensure each and every child has access to a broad and balanced academic and social curriculum. Following this code of practice in a school, confirms that all members of staff provide the same high-quality teaching to children, as well as displaying professional behaviour.

The Equality Act sets out the different ways in which it is unlawful to treat someone, such as direct and indirect discrimination, harassment, victimisation and failing to make a reasonable adjustment for a disabled person. The act prohibits unfair treatment in the workplace, when providing goods, facilities and services, when exercising public functions, in the disposal and management of premises, in education and by associations (such as private clubs). The equality act will for instance impact on my role as manager with regards recruitment. You will need to ensure that my job specification does not discriminate against particular groups of applicants. When processing applications you should concentrate on an individual’s abilities to do the job, not their disabilities. Make adaptations to accommodate individual’s differences e.g. working hours, special equipment needs etc.

Equality means to treat everyone the same. Everyone should have equal opportunities and access to resources and services regardless of their individual needs or differences. For example equal access to a building for wheelchair users.

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

This also means more disabled individuals are receiving work in television, for example, such as jack osboune who has recently been diagnosed with MS. Also the Paralympics was a huge success in Britain bringing attention to people’s abilities rather than disabilities. In the workplace, policies and procedures when applying for a job in care such as CRB checks are mandatory, however CRB’s do not give a well-rounded picture of the potential employee’s opinions, so it is up to fellow staff members to challenge them if they are deemed to be discriminatory against the residents in their care.

Unit 4222-303 Promote equality and inclusion in health, social care or children’s and young people’s settings

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

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.

This law protects many people from discrimination and it means that people should not be at a disadvantage or mistreated at work or in society just because of their age, sex, sexuality, religion or belief, race, disability or any other things which can also be known as ‘protected characteristics’.

 equality – It means that regardless of our race, gender, or sexuality, everyone should be treated as equal and given the same opportunities to achieve their best.

For this task, I am going to explain how two national initiatives promote anti-discriminatory practice.

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.

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.