equality inclusion

1:2, 1:3, 2:1
Discrimination is a preconceived attitude towards members of a particular group formed only upon the basis of their membership of that group that leads to less favourable or bad treatment of that person. For example,
A public building does not provide reasonable access for a person in a wheelchair to be able to access the building in the same way as other people

Potential effects may include:
• Causing upset
• Affecting an individual’s self-esteem
• Causing stress
• Individuals feeling isolated
• Affecting individuals’ hopes and expectations
• Creating tensions
• Leading to stereotyping
• Leading to labelling
• Producing prejudices
Inclusive practice promotes a person’s right to access to equal opportunities. By ensuring that this happens promotes diversity.

There are various pieces of legislation which have been put in place to promote equality and reduce discrimination.

These include:
• The Disability Discrimination Act 2005
• The Special Educational Needs and Disability Act 2001
• The Race Relations (Amendment) Act 2000
• Racial and Religious Hatred Act 2006
• Convention on the Rights of the Child (UN, 1989)
• The Human Rights Act 1998
• The Sex Discrimination Act 1975 (as amended)
• Employment Equality Regulations 2003

The aim the legislation is to promote equality of opportunity for all. This is regardless of age, sex, sexuality, disability, race, religion or any other difference. The legislation should have an impact on the way organisations provide and organise services, and on the way practitioners approach their practice. It is important to recognise however that whilst legislation is important, as it does protect people. It cannot change people's attitudes. This means that good practice should ensure that practitioners are constantly able to evaluate what they do, and they should receive appropriate support and training in this area.
3.3 Describe how to challenge discrimination in a way that encourages change
Immediately I witness a discriminatory incident I would address the situation by reporting and recording it. By doing this it is more likely to be dealt with in the appropriate manner.
If I overheard someone making a discriminatory remark or not promoting equality or valuing diversity I would challenge them in a calm and professional way and tell them that what they were saying or doing, is unacceptable and explain why. I could also add that I am upset and offended by their discriminatory words and actions and that it is unlawful. In a work setting, discrimination can be a disciplinary matter and policies and procedures will be in place to deal with this.
I could actively challenge discrimination by acting as a role model for positive behaviour and by empowering people to challenge discrimination themselves. Discrimination usually occurs through ignorance. By making a person aware of the facts it will educate them and hopefully change their opinions and actions in the future.