1 Understand the importance of diversity, equality and inclusion
1.1a Explain what is meant by
Diversity means people being different and varied having unique and different characteristics, including cultural speaking different languages and ethnic backgrounds. We all have different beliefs, religion we are all different size, shape, gender. We have to understand the importance and respecting individual’s “differences”. Two people are never the same, we have to respect that a certain person who has different beliefs and religion, may not be able to do personal care on a gentleman for cultural reasons, to understand that it is because of beliefs instead of the situation.
Celebrating individuals’ differences, asking questions if you do not understand and treating people as individuals, if they can’t perform as quick other members of staff we would recognise uniqueness of individuals.
1.1b Explain what is meant by
Equality means that we are all treated fairly we all have the same support and we all have equal rights.
In my workplace at the Limes we all have the same opportunities, this means ensuring access to opportunities for all. We all have different job roles from management to senior to junior carers, it does not mean we are better at job as a senior; it means we have a different knowledge to a junior, at the Limes we always are preventing discrimination if someone is different. We understand people, not treating them the same as fails to take peoples different needs wishes and preferences. It’s about supporting each person to live their lives as they wish.
1.1c Explain what is meant by
- Full and active participation,
- Feeling respected not talking down to people because a certain person feels they know better or could do the job quicker and better.
- Feeling a sense of belonging being made part of something, being part of a team, supported feeling they bring different knowledge to the team making a member of staff valued. Inclusion does not happen by chance, it’s being included.
1.1d Explain what is meant by
- Unfair treatment of an individual which could include disability, gender, race, religion,
- Being treated less favourably than someone else in same situation, staff member favouring a certain team member, never giving a certain person a chance, this could result in
- Being unfairly excluded.
Common discrimination in the workplace is racial remarks, being called insulting names and being the butt of hurtful jokes.
1.2 Describe the potential effects of discrimination
The potential effects of discrimination can be different for different people. The effects can be physical, emotional or a combination of both causing a person to have low self- esteem, forming depression, stress, humiliation, weight loss or weight gain, the fear of coming to work, the fear of rejection if they do something wrong being rejected by others as they are not popular, causing other people disliking them. Low self-worth, feeling withdrawn from society, anger. Long-term effects of discrimination could cause loss of motivation, restricted opportunities, limited access to services, long-term depression, increased behaviour problems, difficulty communicating, lack of education, lack of achievement.
1.3 Explain the importance of inclusive practice in promoting equality and supporting diversity
It is important because I have to treat each member of the team as individuals, I have to remember that member of staff has a unique qualities and particular needs, this is important to avoid prejudice and discrimination. Making a person feel welcome as this wants them to perform to the standard and retain the work that we do. Providing the best care we can as team members my team trust they can come to me with any issues they may have. Its making a person feel safe to support them achieves success. Making that person feel welcome and they add to the knowledge of the team making them feel valued.
2 Understand how to work in an inclusive way
2.1 Describe key legislation and codes of practice relating to diversity, equality, inclusion and Discrimination in adult social care settings
- Equality Act 2010
- Human Rights Act 1998
- European convention on human rights 1953
- Race relations amendment act 2000
- Disability discrimination act 2005
2.2 Explain the possible consequences of not actively complying with legislation and codes of Practice relating to diversity, equality, inclusion and discrimination in adult social care settings
If I didn’t comply with the legislation it could result in being prosecuted, being fined or result in losing my job. We have this legislation to safeguard ourselves and other around us in the workplace it to prevent anyone from getting harmed if we don’t follow legislation. We would have to be held accountable for our actions it’s bringing the organization you work for into disrepute.
2.3 Describe how own beliefs, culture, values and preferences may affect working practice
I have my own beliefs, I am vegetarian and it means I don’t eat meat or like to touch it but this is my belief and preference and when I go to work I have to put that aside because if I refused to make the individual a ham sandwich or ham and cheese toasties I am taking that right away from that person due to my preference and that is not profession.
I would try to include people by helping to empathize with others and even if I did not understand that someone’s beliefs culture I try to find understanding by asking the person with the beliefs are, looking up information helping me to understand making myself raise awareness of individuals’ differences. I would be opening minded and nonjudgmental.
Helping to understand and being open to others, Influencing practices, Influencing interactions with others having a good understanding.
2.4 Describe ways to ensure that own interactions with individuals respect their beliefs, culture, values and preferences
Ensuring interactions respect individuals by e.g. finding out about their beliefs, culture, values and preferences what their cultures mean, what they believe in, what they can and can’t do due to beliefs not asking them to do something they are not capable of doing. Not making assumptions about the individual being open to beliefs, culture, values and preferences that are different to your own, if I don’t believe what they believe in I do not try to force my beliefs onto them, understanding and respect. Interacting with individuals in ways they choose and prefer.
2.5 Compare inclusive practice with practice which excludes an individual An individual is someone requiring care or support
Inclusive practice may include actively and fully involving, not excluding a person making them feel uncomfortable to the individual. Must be respecting the individual, valuing the individual, recognizing the uniqueness of the individual, if they have a capability extending on their strong skills, supporting on weak areas. Practice that excludes may include not involving the individual, disrespectful interactions de-valuing the individual, making assumptions about the individual placing own beliefs, culture, values and preferences. 3 Understand how to raise awareness of diversity, equality and inclusion
3.1 Describe how to challenge discrimination in a way that promotes change
Challenging discrimination by e.g.: not tolerating any form of discrimination, if you hear or see someone that is discriminating confront the person ,have a quiet word tell the person if you hear them again you will have to report it to management, its taking immediate action when discrimination occurs, empowering individuals to challenge discrimination themselves.
When it occurs recording and reporting fully all incidents of discrimination that occur, getting the person discriminating sign a consent proof and invidence you have addressed the situation. Providing information, a code of practice or policy that explains the discriminatory practices that must not occur providing training to make everyone aware of ways to prevent and challenge.
3.2 Explain how to raise awareness of diversity, equality and inclusion
Raising awareness may include: training making sure everyone has an understanding keep up to date with legislations and produces. Providing information looking up researching making employees and individuals aware of discriminatory practices, showing them where handbooks can be found the rules and consequences if the legislation is not keep to safeguarding people in their workplace.
3.3 Explain how to support others to promote diversity, equality and inclusion
Making others aware of workplace policies, procedures and codes of practice making others aware of the law and the consequences of action, if not applied supporting others to attend training, going to training myself, leading example, providing information and advice have a good understanding supporting others in situations where discrimination may occur. Valuating situations with others where discrimination has occurred being advocate non-judgmental and open minded.