understand diversity, equality and inclusion in own are of responsibility
CU2943
1.1 Explain models of practice that underpin equality, diversity and inclusion in own area of responsibility.
Equality is to treat all as individuals; to respect race, disability, age, gender, religion, beliefs, culture and sexual orientation. For all to be open to opportunities, to be treated fairly and respectfully, have rights and equal status in society and for all to reach their full potential.
Diversity is to value that we are all unique and yet similar. We have different needs, interests, learning styles, language and personality etc.
Inclusion is to incorporate all of the above into our environment to participate in play and learning, to promote positive outcomes and the opportunity to grow and develop, to feel valued and empowered to succeed.
Within the setting as a Manager I come into contact with staff, visitors, parents, carers, children and other professionals on a daily basis. It is my responsibility whilst in contact with all these people and children that they feel that they’re treated respectfully and fairly.
There are legislations, policies and codes of practice which endeavour to promote and protect equality, diversity and inclusion, giving guidelines and procedures. Within the setting all staff are aware of the Equal Opportunities policy incorporating the Sex Discrimination Act 2006, Race Relation Act 2000, Disabled Persons Act 1986, Education Act 1996, Childcare Act 1989/2006, Disability Discrimination Act 1995/2005, Special Educational Needs and Disability Act 2001 also our own Policies and Procedures which support equality.
1.2 Analyse the potential effects of barriers to equality and inclusion in own area of responsibility
There are many barriers to diversity and inclusion. The biggest ones are generally prejudice, culture and upbringing and religious beliefs. Prejudice is “a preconceived opinion that is not based on reason or personal experience” those creating barriers to recognizing equality of
1.1 Explain models of practice that underpin equality, diversity and inclusion in own area of responsibility.
Equality is to treat all as individuals; to respect race, disability, age, gender, religion, beliefs, culture and sexual orientation. For all to be open to opportunities, to be treated fairly and respectfully, have rights and equal status in society and for all to reach their full potential.
Diversity is to value that we are all unique and yet similar. We have different needs, interests, learning styles, language and personality etc.
Inclusion is to incorporate all of the above into our environment to participate in play and learning, to promote positive outcomes and the opportunity to grow and develop, to feel valued and empowered to succeed.
Within the setting as a Manager I come into contact with staff, visitors, parents, carers, children and other professionals on a daily basis. It is my responsibility whilst in contact with all these people and children that they feel that they’re treated respectfully and fairly.
There are legislations, policies and codes of practice which endeavour to promote and protect equality, diversity and inclusion, giving guidelines and procedures. Within the setting all staff are aware of the Equal Opportunities policy incorporating the Sex Discrimination Act 2006, Race Relation Act 2000, Disabled Persons Act 1986, Education Act 1996, Childcare Act 1989/2006, Disability Discrimination Act 1995/2005, Special Educational Needs and Disability Act 2001 also our own Policies and Procedures which support equality.
1.2 Analyse the potential effects of barriers to equality and inclusion in own area of responsibility
There are many barriers to diversity and inclusion. The biggest ones are generally prejudice, culture and upbringing and religious beliefs. Prejudice is “a preconceived opinion that is not based on reason or personal experience” those creating barriers to recognizing equality of