To Understand the Importance of Diversity, Equality and Inclusion

1. To understand the importance of diversity, equality and inclusion

1.1 Diversity defines our visible and non-visible differences, which sets us apart from each other. It can include (but not exhaustive) differences in backgrounds, culture, personality, religion and belief, race, sexuality, language, disability, gender reassignment, sex, socio-economic status, ethnicity, political beliefs or other ideologies etc. Diversity encompasses recognition, acceptance and respect of our individual uniqueness and encourages the embracing and celebrating of our differences instead of merely tolerating them. Equality defines us all as having the same value regardless of our differences and creates a fairer society that allows everyone to participate and have the opportunity to fulfil their potential without the fear of discrimination. Inclusion ensures that our unique differences and equal rights within Diversity and Equality, are harnessed to create a sense of belonging, valued for who you are and feeling supported with energy and commitment from all those around you to create a collective success in the work place, the community and society in general.

1.2 Discrimination effects different people in different ways and can take the form of physical or emotional and in some cases both. Discrimination can cause individuals to feel isolated, lonely, depressed, disempowered, undervalued, rejected, stressed, withdrawn, fearful, anger, cause weight loss & gain, erratic behaviour and can prevent people from reaching their potential, communication difficulties, restrict opportunities and cause a loss of motivation. As a Reablement Carer you may on occasion witness both direct and indirect forms of discrimination in the work place. Typically, you enter a service user’s home and find the individual tearful and not eating well and showing signs of emotional stress. On spending time listening to the individuals concern, you are told that the service users grown up children are refusing to visit as often, because it is an inconvenience and there is nothing in it for them (money or gifts for the grandchildren etc). Discrimination here is occurring based on financial motives and the early effects on the service user are both physical through lack of eating and emotional through stress and worry. The service user is clearly being treated differently on the basis that they not are able to succumb to financial demands. There may also be instances when carers who pair up with each other on double up calls, treat each other differently lacking respect, based on the colour of your skin, faith, gender, working style etc and here through continued bullying a carer may well start to underperform through stress and feeling inadequate, thus making mistakes, which could affect themselves, their colleagues and the service user. Finally as a carer going into a service user’s home for the first time, you may immediately encounter a language barrier that you feel prevents you from performing your duties to the best of your abilities. As such your efforts seem laboured and your voice is raised thinking this will aid you in your duties, all of which in fact angers the service user, as they feel they are being treated differently because they speak a different language. Although perhaps not intentional the behaviour of the carer could certainly be construed as having discriminative qualities. Overall the effects of discrimination may initially start off on a one to one basis, but can quite easily escalate to groups organisations and so on, affecting health and safety, reputations, standards of service quality and tarnish the fabric of a community as well as an individual.

1.3 Working and living in any environment which preaches and practices an inclusive ideology, will effectively support diversity and uphold equality, by its intrinsic sociological relationship. Using my work place setting as an example, I work in an environment that generally has an 80% ratio of women to men within its workforce. Despite the difference in ratio I am treated as an equal in every aspect of the job, ranging from the same level of training, appropriate uniform, equal pay and working conditions. Added to this, I am of a dual heritage background and practice Islam and yet my uniqueness is embraced, utilised and promoted and I am made to feel valued with a sense of belonging as well as being supported positively on all working levels. I also see my personal circumstances reflected in everyone around me, who come from equally as diverse backgrounds and are treated with the same respect.

Regardless of all the respected differences within the workforce, the inclusive ethos that gives us all that sense of belonging and value, encourages and supports diversity whilst promoting a trusting working environment of equality. Furthermore, if the workforce absorbs the excellent conditions of inclusiveness, then it is easier to promote the practice in the work place on a day to day basis. Examples of this might be in care homes, which should be free from discrimination from staff and service users alike. Equality, diversity and inclusive practice will always thrive in an environment free from discrimination.