Explain the actions to take if there are suspicions that an individual is being abused If I suspect abuse through noticing a sign of physical abuse or change in the behaviour of an individual, I will make sure that I ask the individual what has happened telling the individual the changes that I have noticed. If it is in my place of work and the name of the person that abused the individual is known, whether staff or another service user, I must also record and report this. I will listen to the individual carefully; it is up to them to tell me, I would not ask them any questions about this as this is not part of my job role and would stay calm. I will make sure that I record what the individual tells me using the individual’s own words. I will make sure that I reassure the individual and explain that their safety is the most important and that it is my duty of care to tell the manager.
Equal Employment Opportunity Commission website the definition of sexual harassment is “It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.” (USA.Gov) Basically, sexual harassment is any unwanted sexual advancement towards a man or a woman from another man or a woman or any type of request for sexual favors from anyone at the workplace. Explain how sexual harassment differs from gender discrimination. Gender discrimination is different from sexual harassment based on the fact that sexual harassment could be sexual jokes, advances or requests for sexual favors and gender discrimination is when employers cannot discriminate on a person when it comes to getting hired, promoted, pay or benefits based on their actual gender. According to an attorney’s website gender discrimination is “Under federal law and many state laws, employers must not
Everyone is entitled to have access to and to benefit from psychological services without biases being a factor. Finally, the last principle is respect for people’s rights and dignities. These rights include confidentiality and privacy. The first standard in the code of ethics is resolving ethical issues. This standard goes into
It means treating people as individuals, with different skills and abilities, without making judgment based on stereotypes. It is based on fair equal, and courteous opportunities to all individuals, it should include the principle of treating people with fairness. It should also create a way of life where people of all backgrounds can feel appreciated and valued, and should be well established in health and social care services. The word diverse means “varied and different” so “diversity” is about more than equality. It is about valuing variety and individual differences and creating a culture, environment and practices which respect and value differences for the benefit of society, organisations and individuals.
1. Outline the role of the team leader Leadership can be hard to define and it means different things to different people. Team leaders serve various roles in an organization but their main role is to lead a group of people in order to achieve a set goal, help to provide the best services with the use of available resources. To be able to achieve aims of the organisation people must be committed to work and willing to give their time and energy to something that they believe in. The role of the team leader is to motivate people to effective and hard work to the highest standards by promoting positive teamwork and by acknowledging their efforts.
To ensure they are treated equal, they should be treated the same as everyone else and not isolated or suppressed of opportunities. They should be treated as if they are no different and not discriminated against. Therefore, they should be treated with fairness meaning they are free from negative judgements and have a sense of dignity where they are valued. All adults should also have privacy they are entitled to, in medical professions this means service users’ information should be confidential. Discuss the role of supportive relationships in reducing the risk of abuse and neglect using examples (M3) To create and
Equal Employment Opportunity Commission (EEOC), it is stated that: “It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general. Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex.
Whilst respecting the individuals diversity cultures and values. Understand how to implement a person – centred approach in an adult social care setting. Describe how to find out the history, preferences, wishes and needs of an individual We could find out such information relating to an individual by working in a way that puts the individual at the centre of any planning and support, we can do this be communicating with them to find out about their history, preferences and wishes. It is important that we appear and work in a non – judgemental way in order to eliminate any prejudices and / or personal feelings as to not discriminate in any way against the individual. By promoting independence and autonomy, we can also ensure equality and inclusive practice; we can do this by actively encouraging and thus empowering individuals to use their strengths and potentials.
The harasser may be completely unaware that his or her behavior is offensive or constitutes sexual harassment or may be completely unaware that his or her actions could be unlawful. The incident can take place in situations in which the harassed person may not be aware of or understand what is happening. Hostile work environment harassment occurs when employees are made to feel uncomfortable in the workplace owing to sexually charged behavior or comments including treating one sex differently than the other, displaying sexualized images or objects, or making unwelcome sexual advances or sexually derogatory comments. In spite of the federal law that prohibits sexual harassment, the U.S. Equal Employment Opportunity Commission and related state agencies still receiving thousands of new charges of sexual harassment on the job.