Understand Diversity, Equality and Inclusions in own area of Responsibility

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

1.1 Explain the models of practice that underpin equality, diversity and inclusion in own area of responsibility

These may include lack of equipment or resources which the children may need to enable them to participate fully. Physical barriers could also be present within the school environment if it has not been fully adapted to meet the needs of all pupils. These adaptions are

1.1 Identify the current legislation and codes of practise relevant to the promotion of equality and valuing of diversity.

These barriers relate to individuals having differing personalities, if someone has lack of self-esteem or poor interpersonal interactions and communication it can affect the way they treat others. They may be unaware of how to support someone with needs that are new to them or struggle to identify resources needed to support a client. If staff are unable to provide information to the residents or carry out tasks they may need additional training to gather greater knowledge on equality, diversity and inclusion; when staff are unable to acknowledge differences it can mean that individuals are discriminated against unintentionally. This would then have an impact on relationships and rapport built between staff and clients and discourage the residents to work with the staff if they believe they are not being understood or their needs are not being met, this can have further impact on their mental health and wellbeing, therefore it is crucial that staff and management work alongside residents and their families or friends to ensure that their voice is heard especially when considering person centred care, as many vulnerable adults may not have the capacity to challenge discrimination.

Prevent discrimination: support equality – This sector of the act explains where discrimination is most likely to occur in the workplace and how to stop it happening

M3 Analyse the effectiveness of the methods used by public services to promote equality and diversity in society and within the service

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

I am going to write about the discriminatory practices in a care setting and the effects they have on individuals using the service. People can be discriminated against in a number of different ways which can be described as telling people apart, and seeing the differences instead of the person’s individualism.

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.

Cultural barriers can prevent, for example, consideration of spiritual, relation or dietary needs that do not confirm with traditional expectations. For example it took 3 days to organize halal food. Personal barriers, for example where healthcare staff hold individual prejudices that influence their practice. These actions may be conscious, but as we have discussed, they can often be unconscious or unwitting. Attitudinal barriers are not as easy to identify as physical barriers, but they can feel every bit as real to those who are exposed to them. Some vulnerable and disadvantaged individuals need more support to ensure their voice is heard and they are able to have power in the decision making process. Remember that everyone is an individual. People do not always like to be categorised as from a particular equalities group. And individuals within equalities groups will have vastly different experiences, views and opinions.

The Equality Act (2010) is thought to be one of the most significant acts in promoting anti discriminatory behaviours by both employers and companies along with the rest of society. The Equality Act (2010) covers the Sex discrimination act, race relations act and also the disability discrimination and 6 other acts and regulation all in one and so this make it easier for everyone to understand their responsibilities and shows them how everyone is entitled to dignity and respect and gives individuals, greater protection from discrimination and to protect and also promote a fair and equal society (please see reference below).

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

2) Barriers with sub-ordinates: These are due to reasons like the unwillingness to communicate any negative information since there is a fear that it may reflect on their performance. Hence such information, which