UNIT 503 2 
CHAMPION EQUALITY, DIVERSITY AND INCLUSION
UNIT 503
1.1 An understanding of the positive values of equality, respect for diversity and inclusion in care work is paramount and the importance of it never underestimated. Circumstances, which bring individuals into contact with support workers/carers by very nature, would suggest that the recipients of that care are likely to be vulnerable in one way or another. Inevitably, whilst caring for others and engaging with them about situations about their lives often involves some exercise of power, which has potential to be misused and abused. How the care/support worker understands and approaches the responsibility of their role will have a direct impact on either increasing equality and getting rid of discrimination and disadvantage, or helping to reinforce, perpetuate or even increase inequality, discrimination and disadvantage. It is argued that discrimination is often made worse unwittingly and arises from ignorance, insensitivity or common beliefs that are not challenged. Discrimination has no place in care contexts. The role of the care manager is promoted as a key organisational value. Raising staff awareness about equality, diversity and inclusion, encouraging debate and devising strategies of care that empower rather than the opposite are essential features of the manager’s role.
An equal opportunities approach also requires individuals are not treated differently based on age, race, disability, gender or sexuality. The equal opportunity approach requires practitioners to reflect on potential and barriers to opportunities and propose and implement changes to overcome any barriers. This approach to managing difference and diversity has had much success in improving equality and inclusion. Much of this improvement has been brought about by anti - discrimination legislation such as; Sex Discrimination Act 1975, Equal Pay Act 1970, Race Relations Act 1976, Disability Discrimination Act 1995 and Equality
UNIT 503
1.1 An understanding of the positive values of equality, respect for diversity and inclusion in care work is paramount and the importance of it never underestimated. Circumstances, which bring individuals into contact with support workers/carers by very nature, would suggest that the recipients of that care are likely to be vulnerable in one way or another. Inevitably, whilst caring for others and engaging with them about situations about their lives often involves some exercise of power, which has potential to be misused and abused. How the care/support worker understands and approaches the responsibility of their role will have a direct impact on either increasing equality and getting rid of discrimination and disadvantage, or helping to reinforce, perpetuate or even increase inequality, discrimination and disadvantage. It is argued that discrimination is often made worse unwittingly and arises from ignorance, insensitivity or common beliefs that are not challenged. Discrimination has no place in care contexts. The role of the care manager is promoted as a key organisational value. Raising staff awareness about equality, diversity and inclusion, encouraging debate and devising strategies of care that empower rather than the opposite are essential features of the manager’s role.
An equal opportunities approach also requires individuals are not treated differently based on age, race, disability, gender or sexuality. The equal opportunity approach requires practitioners to reflect on potential and barriers to opportunities and propose and implement changes to overcome any barriers. This approach to managing difference and diversity has had much success in improving equality and inclusion. Much of this improvement has been brought about by anti - discrimination legislation such as; Sex Discrimination Act 1975, Equal Pay Act 1970, Race Relations Act 1976, Disability Discrimination Act 1995 and Equality