2. BE ABLE TO WORK IN INCLUSIVE WAY 2.1 Explain how legislation and codes of practice relating to equality, diversity and discrimination apply to own work role. The legislation that relates to equality, diversity and discrimination is the Equality Act 2010. The codes of practice that relate to equality, diversity, and discrimination are General Social Care Council code of practice for Social Workers, and the National Occupational Standards for
How can national initiative promote anti-discriminatory practice? Anti-discrimination law refers to the law on the right of people to be treated equally. They prevent unfair or unequal treatment of many people or a person for their views. Also, they prevent segregation, which is one of the main reasons they exist. UK made it official that in ‘employment, in consumer transactions and in political participation’; people must be dealt with on an equal basis regardless of sex, age, race, ethnicity, nationality, sexual orientation, gender identity and sometimes religious and political opinions.
If concerns are raised then they are certain procedures to follow. • The whistle blower must think about what is disturbing them and why. • Concerns should be reported to the relevant person when the time is right. • Write those concerns down giving background details, names, witness names (if any) dates and places. • Both parties can be offered help and support if required and all information disclosed for both whistle blower and the accused will be kept confidential and is investigated discreetly (Data Protection Act) • Preparations for any ramifications that could follow whistle blowing.
* A clear account of the incident will be recorded and given to the line manager. * The keyworker or/and the line manager will talk with all concerned at a level the children will understand and will formally record the incident in the Incident Book. * Parents/carers will be invited in to discuss what has happened and what will happen next. * Each child must be given an opportunity to talk and the discussion should remain focussed on finding a solution to the problem and stopping the bullying from recurring * The adult will try to remain neutral and deliberately avoid direct closed questioning which may be interpreted as interrogatory or accusatory. Pupils who have been bullied are supported by: * Offering an immediate opportunity to discuss the experience with their keyworker or line manager, or with another member of staff with whom they
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
For example if a company gives information about its policies only in English. Q5.3 Explain how practices that support equality and inclusion reduce the likelihood of discrimination A5.3 By supporting a person’s equality you are treating them as equal and including them in all activities, you will be reducing the likelihood of discrimination. Q6.1 Identify which legislation and codes of practice relating to equality, diversity and discrimination apply to own role A6.1 Legislation and codes of practice: Codes of practice of sector; policies of workplace setting; Human Rights Act 1998; Disability Discrimination Act 1995; Disability Discrimination Act 2005; Special Educational Needs and Disability Act 2001; Race
Describe how direct or indirect discrimination may occur in the work setting (1.1.2) 3. Explain how practices that support diversity, equality and inclusion reduce the likelihood of discrimination (1.1.3) 4. List key legislation and codes of practice relating to diversity, equality, inclusion and discrimination in adult social care settings (2.2.1) 5. Describe how to interact with individuals in an inclusive way (2.2.2) 6. Describe ways in which discrimination may be challenged in adult social care settings to promote change.
Understand how to handle information in social care settings. 1.1– Legislation that relates to handling information in social care settings are; Data Protection Act 1998, Freedom of Information Act 2000 and Health and Social Care Act 2008 – Essential standards. Codes of practice that relates to handling information in social care settings include; General Social Care Council (GSCC), Information Commissioner’s Office (ICO) and the local or internal Codes of Practice such as code of practise within your company. 1.2– The main points of legal requirements and codes of practice for handling information are as follows; the records must be fairly and lawfully processed, processed for limited purposes, adequate, relevant and not excessive, accurate, signed, dated, not kept for longer than necessary, processed in accordance to the data subject’s rights, kept secure and not transferred anywhere in or out of the country without adequate protection. 2.1 – To maintain records that are up to date, complete, accurate and legible, it must have clear and accurate writing, the information should be recorded straight away or as soon as practicable, the records must include a time, date, signature and printed name, it must always be completed using a black pen, any errors that may occur must have one single line put through with an initial next to it and all boxes on pro-formas to be completed.
Therefore to treat and care for us we need different choices based on our personal needs and desires. 1.3 Person centred values should influence all aspects of social care work to make sure that an individual is, - supported to maintain their right to dignity, independence, choice and safety. - Protecting them from abuse. - Providing Person-centred care - Accept their identity and beliefs - Promoting anti-discriminatory practice. 2.1 Finding out about the history, preferences, wishes and needs of an individual will paint the whole picture of that person.
Our region encompasses several states, so don’t consider any state laws—just the relevant federal law relating to employment and discrimination. Please send me your recommendations about who to discharge in a memo, and provide any legal references that are relevant. In addition, explain how we should incorporate the relevant legal requirements into the process of termination and the dispute resolution process that we might need if employees raise an objection to the discharge. Finally, I’d like your thoughts on what process we should use to respond to any charge of discrimination from the employees who are discharged. We want to effectively deal with such charges, especially in a climate