It is about giving equal access and opportunities and getting rid of discrimination and intolerance. 1. 2 Someone could ignore a colleague, because they are discriminating them purposely because they come from a different area, class, culture, religion, or they may not actually have anything to do with them because they feel they have nothing in common with them. Indirect discrimination occurs when policies and practices, which appear neutral or fair because they are applied to everyone, actually disadvantage people and particular groups within society. 1.3 By supporting a person’s equality you are treating them as an equal and including them in all activities, you will be reducing the likelihood of discrimination.
Equality is about fostering and promoting the right to be different, to be free from discrimination, and to have choice and dignity and to be valued as an individual, with the right to your own beliefs and values. Health and social care services should meet the needs of people from all backgrounds. You should not be treated less favourably than anyone else because of your beliefs or your religion or because of any other characteristics you may poses. Equal opportunity is about addressing representation and balance, but is a term used in workplaces to describe the measures taken by organisations to ensure fairness between staff and patients. It means treating people as individuals, with different skills and abilities, without making judgment based on stereotypes.
Discrimination regarding cognitive ability could occur at the care setting. This is discriminating on the grounds of, a learning difficulty or a person’s social class or education. The discriminatory practise which could occur at the setting is the infringement of rights; this could be not respecting individuals rights such as not allowing someone to practice their culture. This could occur at the setting as many if the individuals have different cultures and ethnicities. Therefore it is important that the care workers allow each individual to practice their own culture freely.
4222-203 Legislation and Organisational Policy and Procedures 2.1 Identify which legislation and codes of practice relate to equality, diversity and discrimination apply to your role | Explain how you apply these to your own role … | The Equality Act 2010 | I would apply this to my role by respecting every resident’s individuality and give the resident equal opportunities and overcoming any barriers that may occur but still able to include the individual. | Human Rights Act 1998 | I would apply this to my role by respecting the resident and treating them like a human, and not mistreat them. E.g. knocking on doors before entering, giving the resident privacy such as closing curtains and doors. Other ways that I apply this is by asking what the resident would like and giving them different options to choose from e.g meals, clothing, activities.
Direct - Where one person is treated less favourably than another is, has been or will be treated in a comparable situation b. Indirect - Where an apparently neutral provision, criterion or practice will put persons at a disadvantage, compared with other persons Also included in discrimination are harassment and victimisation. 2. Describe ways in which discrimination may deliberately or inadvertently occur in the work setting. Discrimination deliberately or inadvertenly could occur when someone someone could ignore a colleague, because they are discriminating them purposely, they come from a different area/class/culture/religion etc or they may not actually have anything to do with them because they feel they have nothing in common with them.
it is important that we appear and work in a non-judgemental way in order to eliminate any prejudices or personal feelings as to not discriminate in any way against the individual. 2.2Describe how to take into account the history, Preferences, wishes and needs of an individual when planning care and support- when planning individual support it is important to document and record day to day requirements of the individuals preferences for care and support. We can do this by addressing individual needs and preferences
1.1 Explain what is meant by: Diversity, Equality, Inclusion Diversity means understanding that each individual is unique, and recognising our individual differences. These can range from race, ethnicity, gender, age, sexual orientation, socio-economic status, physical abilities, religious beliefs, political beliefs, or any other identity defining beliefs and characteristics. In a care setting, diversity means understanding that these differences can affect, or even determine the care needs of an individual. For example, a service user who has poor mobility would need assistance to mobilise around the home, with the type of assistance varying depending on how poor their mobility is, whilst another service user who is independently mobile would not need any assistance. Equality is about everyone being treated fairly, however it does not mean we treat everyone the same.
Many care practitioners may also think that prejudice and unfair discrimination is not their responsibility to deal with. “However, acceptance, consideration for others and equality of opportunity are superior values to prejudice and unfair discrimination and they should prevail.” Care practitioners shouldn't be silent or passive when it comes to prejudice or unfair discrimination occurs. “Failing to act could be seen as supporting the unequal and unacceptable treatment of an individual or group of people.” Having
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.
Building trust is essential. The code of conduct states firstly to ‘Treat people as individuals’ this meaning that each person has different needs but also each person is equal to the next person. Each individual should be treated fairly and not discriminated against, proving the appropriate care and given sufficient support and advice whilst being sympathetic and understanding. ‘Confidentiality’ is vital. The patient’s information should only be disclosed where necessary, such as if there is reason to believe they are at risk of harm or somebody else in their care is at risk and then only should it be disclosed to the suitable professional.