Each person should be able to identify the importance of gender, age, race, sexuality, beliefs, ethnicity, disability, education, sexual orientation, backgrounds, skin colour and language. Another important thing whilst working in health and social care is as a staff member you should be able to recognise people that are mistreated. With these things followed it shows the dedication and awareness to each client and allows them to feel valued and also respected. There are laws in place to ensure that every individual is treated equally this includes organisations having equality policies to reinforce the concept. Equality: Equality overall is about fairness which means making judgements from discrimination it is also about natural justice which is basic/fundamental judicial extended to a person with rights at issue, it is also about being impartial and reasonable which means showing lack of favours and being liable to give a account of one’s actions.
This will help reduce prejudice, eradicate discrimination and promote equality for service users and for staff. In seeking to limit, reduce and remove anti discriminatory practice there are a number of strategies that can be used at varying levels ego local, nation or international. These come into play where discriminatory practices are possible or where they have been clearly evident and are used to counter act these practices. At the national level there are a number of types of possible intervention including using Conventions, such as the Human Rights Act, Policies and legislation, such as the Equality Act and more general regulations and guidance. Below these can sit Code of Practice / Conduct, which guide professionals in their practice, as well as, organisational policies and procedures, which set the tone for how the organisation positively promotes individual rights, acts as an advocate for those service users and staff who may need a voice and also gives direction to the day to day work and how this practice should be.
Analyse how systems and processes can promote equality and inclusion or reinforce discrimination and exclusion. When promoting equality, diversity and inclusion in my work place, I will ensure that my behavior, words and actions and those of people working with me support a commitment to equality, diversity and inclusion policy. I make myself aware of personal responsibilities and liabilities under equality legislation. I would also identify the diversity and needs of my staff and service users and identify areas where needs could be better satisfied and where the diversity of the service users could be improved. This is an ongoing process with health care due the changes in needs of individuals who use our service.
Outcome 2 2.1 Explain how legislation ad codes of practise relating to equality, diversity and discrimination apply to own work role. The NHS has policies and procedures on equality, diversity, inclusion and discrimination. The Equality Act and the Human Rights Act are relevant legislations. Outcome 3 3.3 Describe how to challenge discrimination in a way that promotes change The best way to challenge the
SHC 23: Introduction to equality and inclusion in health, social care or children’s and young people’s settings Marcia Barreto de Melo 1. Understand the importance of equality and inclusion. 1.2 Explain what is meant by: Diversity: Diversity means difference, in general people have things in common with each other but they are also unique and different in many ways no one is the same. We can find two types of diversity, the visible (e.g race/ethnicity, age , religion, disability, gender, sexual orientation …) and invisible ( e.g. thinking, styles, socio-economic level, education, values, beliefs…) Is of paramount importance to create an environment in which everybody feels valued.
1. In relation to your chosen workplace / place of learning, provide examples of policies / codes of conduct that encourage and / or protect equality and diversity. Equality and Diversity are important in the Workforce as they underpin how an organisation delivers its services and helps to develop its workforce. Equality is based on the legal obligation to comply with anti-discrimination legislation. Equality protects people from being discriminated against on the grounds of group membership i.e.
1.1 – Identify the features of effective partnership working The policy of person centred care has become a mainstay of efforts to reform care services in the UK. Government policy is now built around this core concept, a major aspect of which is enabling individuals to participate in decision making about their care and care planning at every level. By concentrating on the individuals wishes and aspirations and placing them at the centre of a “planning circle” the care team can assist with goal setting to ensure their best interests are maintained and the individuals preferences are considered. Working in partnership is a key element of practice within social care settings. The concepts of power sharing, consultation and joint ways of working are essential for effective service provision.
Each of the uses a series of National Minimum Standards in order to inspect the quality of care. Codes of Practice The regulatory bodies in the UK have Codes of Practice for employers and workforce in the social care field. These require the workforce to protect the rights and promote the interests of people and their carers. By following the professional Codes of Practice for social care workers, we are ensuring that the way we work will support the rights of people who use social care services. Consequences of not following the legislation and the Codes of Practice • Individuals – powerlessness, distress, poor care, loss of opportunities, withdrawal and depression, loss of self esteem.
There are many different health and social care services that delivers essential care to the general public. Therefore, it is duty of those settings to promote equality and have structures in place that allows their workers to comply with the code of practice, care value base system and the laws that was implemented to scrutinize the conduct, practice, and the active equality of their standards within which they should work. By applying the care value base to support planning, carers will be learning to foster equality and diversity and ensure that the treatments that are given are without bias and within the needs that are required by the individuals, thus promoting anti-discriminatory practice. If the care environment fails to tackle workplace discrimination, harassment, bullying and victimisation and the laws and policies that govern the fair treatment of those with disabilities; it may undermine the reputation and the effort of the workers and the organisation that they did not take the necessary measures to avoid discrimination in the workplace. In order for employers to combat discrimination and ensure that the policies are working it is vital to train managers and employees about the complexities concerning discrimination in the workplace.
This strategy once again prioritises a number of key influential factors which impact health in a significant way. 5.1 Housing One major impact on the health and well-being of people is where and how they live. Not only is the physical and social environment important, but the home is also the setting within which care is increasingly provided by both family and community based health and social care. Poor housing can affect people’s health. These links between housing and health in supporting the health and well-being of people in their homes are well documented and were highlighted recently in a Welsh Health Circular from the Welsh Assembly Government.