tyAssessment three Question one Using your own workplace or another revelvant example, describe: a) What policies and codes of conduct are present where people work that encourage or protect equality and diversity. Dignity at work policies are present where people work to help protect and encourage equality and diversity. There are also employment contracts and also staff handbooks that are available to show the codes of conduct that are present. b) The expectations made of all staff in relation to equality and diversity. Staff are expected to be treated with respect no matter what sex, age, disability etc.
Researching stats in journals of what has worked, keeping stats in a network seeing where the trends are. The human service caring for clients in crisis intervention needs have referrals to cut cost and use advocacy groups to push serious issues through legislature, for financial backing from independent companies or businesses, bring awareness to the community. Looking at these services from a criminal justice point of view, knowing some individuals’ should not be locked up, many needing mental, substance abuse, and homeless issues addressed. Need for more communication, networking with human service, legal, and public safety to organize a plan to address these issues together.
The mission of the Victim Advocate Program is to ensure that each reported, key word reported, victim of domestic violence receives support and assistance through the services of a Victim Advocate. These services are provided for active duty military, retirees, and their families. The Advocate’s job is to inform victims of their rights and options within the military and civilian community. They provide emotional support, safety planning, referrals and accompany victims to the available services. Basically, the Advocate runs interference with service providers, agencies, and commands on behalf of the victim to increase awareness and support.
Unit 203 – Principles of diversity, equality and inclusion in adult social care settings Outcome 2 2.1 Key Legislation and codes of practice relating to diversity, equality, inclusion and discrimination include: Sex Discrimination Act 1975 Race Relations Act 1976. Equal Pay Act 1970 Sex Discrimination Act 1975 (as amended) Race Relations Act 1976 Sex Discrimination (Gender Reassignment) Regulations 1999. Disability and Discrimination Act 1995 2.2 Person centered planning approaches helps with interacting with individuals in an inclusive way, it helps to focus on ways of helping and supporting people to achieve greater choices and control. This way of working in turn encourages greater inclusion within local communities and socially for the individuals. Simply put it is ensuring the individual remains at the core of everything you do and that they are involved at every stage of decision making.
The Care Standards Act 2000 outlines National care standards that are to be fulfilled in health and social care settings by all staff. To promote anti-discriminatory practice, legislation is in place to promote the rights of the service user, codes of conduct, policies and procedures for health care professionals to follow there is also charters and guidelines so service users can review the care they have been given. Today we live in a more secular, diverse and multicultural society. Healthcare professionals should promote service users rights, they have the right to freedom of discrimination, to confidentiality, dignity, privacy, safety and security, choices- being able to make their own decisions, and to be listened to. In hospital care settings staff can put anti-discrimination into practice by carrying out different duties, following different policies and procedures and genuinely having a good attitude.
It is a time when individuals understands and knows where they are headed and knows his or her goals. Personal empowerment involves developing the strength and confidence to fulfil one’s potential and to set realistic goals. Interpersonal empowerment is when one or more persons collaborate to make decisions to follow through a plan. Interpersonal empowerment is about experiences with others that facilitate problem resolution. Political empowerment is the government working to help the community and promoting political participation on specific issues for the community population.
To further govern and influence the activities of the LAPD the Independent Commission on the Los Angeles Police Department is in place to utilize civilian oversight in disciplinary processes that focus on complaints of misconduct, established standards of conduct, and accountability to all levels of sworn officers (“Special Legislative Issue,” 1998). Major influential stakeholders include Community-Police Advisory Boards (C-PABs) and The Los Angeles Department of Neighborhood Empowerment (DONE) which work together to influence City wide and local decision making to improve the relationship between officers and community; bridging the gap between distrust and public safety (Murray, 2002). Leadership and System Currently the LAPD structure is similar to the military overseen by the Mayor, the Commissioner, and the Chief of Police; it is these leaders with the most influence on the department as a whole. The LAPD has a long history of indignity causing a break
It also helps to protect the care setting’s reputation because the risk assessment identifies the risks in the workplace and the measures put in place to control or eradicate such risks. In general, risk assessments are important as they reduce the risks of accidents and ill health to everyone. B) There are five main stages to carrying out a risk assessment: 1) Identify the hazard – this means finding out what the hazards are and what might cause harm by observing but also by speaking with individuals, staff and visitors. 2) Evaluate the risks – this stage involves deciding who might be harmed and how and involves considering everyone in the workplace such as individuals, staff and visitors. 3) Take precautions – this involves deciding on what precautions must be taken to remove, reduce or avoid the hazards for example wearing the appropriate PPE might be a precaution.
It should be reviewed regularly and all the members of staff need to have a clear understanding of the risk assessment process. It recognises that any care activities, the care settings and any equipment can be hazardous, so the steps are taken to minimise the risk to people. It ensures that all the service user, staff, visitor are free of harm and maintain safe and healthy work place. The health and safety organisation have classified the risk assessment into five stages: 1. Identifying the risk | What are hazards?
Health and Safety – to ensure we are compliant with any local legislation and group policies and procedures. Compliance – to satisfy legislative and regulatory requirements such as equal opportunities, minimum wage, recruitment planning, equal pay, and JFSC category requirements, which include man-power reports and confirmation of licences held. In addition, to protect the organisation from any claims relating to employee discrimination or unfair dismissal claims HR records include a range of data such as:- • Recruitment and Selection • Pay and reward • Training and Development / Qualifications • Absence • Personal records Absence records enable HR to identify patterns of staff absence, and monitor productivity. These records also highlight any potential problems for example “work related stress” patterns which can be used to support appraisal or performance management needs and also back to work interviews. It also allows HR to analyse data and action accordingly.