Principles of diversity, equality and inclusion in adult social care settings
Assignment 303
Bi Create a leaflet
Legislations and codes of practice relating to diversity, equality, inclusion and discrimination
Health and Safety at Work Act 1974
You share the responsibility with your employer for your own safety and of all people that you support
Employment Equality (Age) Regulations 2006
An employee is refused a promotion, because of their age
Employment Equality (Religion or Belies) and (Sexual Orientation) Regulations 2003
An employee is refused e.g. training or lost a job, because of their beliefs, race or sexuality
Equal Pay Act 1970
A female employee is paid less than a male employee for doing same job
Sex Discrimination Act 1975 If a female employee is refused a promotion or training, because of her sex Disability Discrimination Act 2005
Discriminating a person because of a disability
Possible consequences if legislation and codes are not followed for:
An individual, social care worker and others
Making an individual 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. An individual has the risk of being abused or neglected. Social care workers run the risk of being sued, and this has financial implications. Money spent on pay-outs for neglect/abuse means there is less money for a service, which is often under-funded anyway. Any deviation from legislation brings the profession into disrepute, resulting in a loss of public confidence. Also prosecution , bringing the organisation you work into disrepute, being held accountable for your actions and losing your job.
How inclusive practice can promote equality and support diversity
Inclusive practice is about the attitudes, approaches and strategies taken to ensure that people are not excluded or isolated. It means supporting diversity by accepting and welcoming people’s differences,
Bi Create a leaflet
Legislations and codes of practice relating to diversity, equality, inclusion and discrimination
Health and Safety at Work Act 1974
You share the responsibility with your employer for your own safety and of all people that you support
Employment Equality (Age) Regulations 2006
An employee is refused a promotion, because of their age
Employment Equality (Religion or Belies) and (Sexual Orientation) Regulations 2003
An employee is refused e.g. training or lost a job, because of their beliefs, race or sexuality
Equal Pay Act 1970
A female employee is paid less than a male employee for doing same job
Sex Discrimination Act 1975 If a female employee is refused a promotion or training, because of her sex Disability Discrimination Act 2005
Discriminating a person because of a disability
Possible consequences if legislation and codes are not followed for:
An individual, social care worker and others
Making an individual 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. An individual has the risk of being abused or neglected. Social care workers run the risk of being sued, and this has financial implications. Money spent on pay-outs for neglect/abuse means there is less money for a service, which is often under-funded anyway. Any deviation from legislation brings the profession into disrepute, resulting in a loss of public confidence. Also prosecution , bringing the organisation you work into disrepute, being held accountable for your actions and losing your job.
How inclusive practice can promote equality and support diversity
Inclusive practice is about the attitudes, approaches and strategies taken to ensure that people are not excluded or isolated. It means supporting diversity by accepting and welcoming people’s differences,