Technical Certificate Unit 203

Unit 203 – Technical Certificate
Principles of diversity, equality and inclusion in adult social care settings.

Outcome 1
1.1) Define what is meant by;
Diversity means difference, it recognises that whilst people have things in common, they are also different and unique in many ways. Diversity is about recognising those differences and including personal characteristics such as background, culture and personality. The characteristics that are protected under discrimination legislation are race, disability, gender, religion and belief, sexual orientation and age.
Equality means treating people in a way that is appropriate for their needs and treating them fairly.
Inclusion refers to the act or state of being included, for example including everyone in a room when discussing something,or more importantly avoiding becoming ignorant towards someone in particular and leaving them out of the conversation.
Discrimination means the unjust or prejudicial treatment of different categories of people, especially on the grounds of race, age, or sex.

1.2) Direct discrimination may occur in the workplace when for example a carer only offering support towards a female service user. This occurs when an individual is aware of what they are doing, and are acting in a deliberate way towards people without regard for equality.

Indirect discrimination occurs when the carer does not know or realise that their actions may in some way discriminate one service user over another and not allow them to have their care needs met. For example a carer making the assumption of only offering tea to drink and no other option which may result in upsetting the service user if they are not asked what they like to drink, instead of just assuming.

1.3) You should always treat people as equals regardless of their background or personal characteristics. By following these principles and treating people fairly you will then be reducing the likelihood of discrimination.

Outcome 2
2.1) There are lots of legislation relating to the diversity, equality, inclusion and discrimination in adult social care settings, including:
The equality act of 2010
The disability discrimination act 2005
The sex discrimination act 1975 (and amendments of 1982, 1999)
The race relations act of 1976 (and amendments of 2000, 2003)

There are also other acts of legislation that relate to diversity, equality, inclusion and discrimination which include some of the following:
Rehabilitation of Offenders Act 1974
Human Rights Act 1998
Gender Recognition Act 2004
Disability Equality Duty 2006
Work and Families Act 2006
The Racial and Religious Hatred Act 2006
The Gender Equality Duty 2007

2.2) There are many things you as a carer can do to ensure that you work and interact with individuals by respecting service users regardless of their social identity, i.e. treating someone with a wealthy background in the same way that you would treat a person with very poor background. You should not be contradicting, or belittling and just listening to the service user can build a trusting relationship.

2.3) It is important to know that you have a duty of care to challenge and remove discrimination in any form, knowing that any act of discrimination must be treated fairly and seen from both points of view. For example always using positive language and avoiding any words that could offend an individual is a clear way of avoiding discrimination. Also you should allow an individual to question any discrimination and support their rights as people.

Outcome 3

3.1) Sources of information and advice about diversity, equality, inclusion and discrimination can a be found in the following;
Your organisation’s policies and procedures
Colleagues
Training (Equal & Diversity, Safeguarding)
Books
The internet

3.2) If you believe or suspect that someone is a victim of discrimination or if you feel that as an individual you are a victim of discrimination in any form this should be reported to your manager immediately. If you believe there is any form of discrimination going on but are unsure of how to tackle it, or even if it is justified to interfere with something then advice should be called for from a senior member of staff unless the answer can be obtained by searching through care plans or any policies and procedures.