Diversity, Equality, Inclusion

[Diversity,equality, inclusion and discrimination] |

Table of contents:
1.definitions
2.legislation
3.consequences for individuals,social care workers and others if these are not followed
4. inclusive practice benefits
5.supporting others to promote diversity,equality and inclusion

1.Definitions Diversity means the differences between individuals and groups in ethnicity,culture,gender ,ability,sexuality and age. It is important to recognise the value of the differences.

Equality is the availability of the same rights,access and opportunities to everyone regardless of gender,race,ability,age,sexual orientation o religious beliefs. Equality is about making sure people are treated fairly and given fair chances. Equality is not about treating everyone in the same way, but it recognises that their needs are met in different ways.

By Inclusion is meant an approach that ensures that all views and needs of minority and under-represented groups are taken into account in the planning of services and facilities so that no one is left out. The approach means that the potential barriers that people may face have been considered and steps taken to overcome them. Discrimination is the treatment of one group or individual in a less or more favourable way than another on the basis of race , ethnicity , gender, sexuality, age or other prejudice.

2.Legislation

The Human Rights Act 1998.This covers many different types of discrimination, including some that are not covered by other discrimination laws. Rights under the Act can be used only against a public authority, for example, the police or a local council, and not a private company. However, court decisions on discrimination usually have to take into account what the Human Rights Act says. The Equal Pay Act 1970 (amended 1984). This says that women must be paid the same as men when they are doing the same (or broadly similar) work, work rated as equivalent under a job evaluation scheme, or work of equal value. The Sex Discrimination Act 1975 (amended 1986). This makes it unlawful to discriminate against men or women in employment, education, housing or in providing goods and services, and also in advertisements for these things. It’s also against the law, but only in intercorrelated, to discriminate against someone because they are married or in a civil partnership. Race Relations Act 1976 (amended 2000). This states that everyone must be treated fairly regardless of their race, nationality, or ethnic or national origins. Disability Discrimination Act 1995.This states that a person with a disability must not be treated less fairly than someone who is able-bodied. Employment Equality (Religion or Belief) Regulations 2003. This says it is unlawful to discriminate against people at work because of their religion or belief. The regulations also cover training that is to do with work. 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. Equality Act 2010 The intention of the Act was to harmonise the fragmented discrimination legislation but also introduced some new restrictions. Some of the key changes introduced by the Equality Act relate to direct and indirect discrimination,harassment,equal pay,pre-employment questionnaires,secrecy clauses equal pay.

Other pieces of legislation that protect the rights of people who use care services include: The NHS and Community Care Act 1980. This protects their rights of older and disabled people to receive care at home and in the community in ways that take account of their choices. The Residential Care and Nursing Homes Regulations 2002. This protects the rights of people living in care homes. Health and Social Care Act 2008. This Act established the Care Quality Commission (CQC), whose remit is to protect and promote the right of people using health and social care services in England to quality care and to regulate its provision. CQC took over the roles of the Healthcare Commission,Commission for Social Care Inspection and the Mental Health Act Commission in March 2009.

3.Consequences for individuals,social care workers and others if these are not followed
Health care assistants have a ‘duty of care’ to work in ways that recognise, respect, value and make the most of all aspects of diversity. Having a sound awareness of and responding sensitively to an individual’s diverse needs supports them in developing a sense of belonging, well-being and confidence in their identity and abilities. And it helps them to achieve their potential and take their rightful place in society. Discrimination means loss of opportunities and inflicts on the individuals depression ,anger,hurt feelings,embarrassment,isolation and in serious cases can have an impact on the individual’s physical and mental health.
Those who inflict discrimination experience a false superiority,giving them a sense of power but is possible that they will experience shame if challenged and even being disciplined or sacked if it is a reoccurring issue.
Discrimination has a damaging effect on society as well because it separates people in categories,those who agree with it,those who don’t and those who do nothing even if they do not agree with it or until it affects their lives and most of all leads or is a sign of poor practice/poor quality care.

4. Inclusive practice benefits
Recognising discrimination and its effects,respecting choices,acting in accordance with people needs,recognising diversity and promoting equality means to work in an inclusive manner. Inclusive practice has positive effects on an individual’s sense of well being and helps towards achieving one’s potential and role in society. An example of inclusive practice might be that buildings nowadays must have easy access for wheelchairs,which means that individuals who use a wheelchair can go to the same place as those who don’t use them,promoting equality and diversity in the same time.
5.Supporting others to promote diversity,equality and inclusion
The first way in which others can be supported to promote diversity, equality and inclusion is by modelling yourself a positive behaviour. Explaining why discrimination is wrong,mentoring,training and supervision are also promoting ways. The easiest route of promotion are posters and leaflets.