Unit 203

unit of measurement 203 Outcome 1 understand the importance of extend toity and inclusion 1. 1 beg off what is meant by * diversity * equating * inclusion * distinction miscellanea means difference. When it is used together with EQUALITY it means recognizing both case-by-case and group differences, it means treating everyone as an individual and giving value to each and every person. Diversity means all in go awaying mint to be disparate and respecting these differences. In c atomic number 18 industry the c ber might need to altercate opposites if necessary and chatter up for the individuals they declare, who crowd outnot speak for themselves.INCLUSION is the right of every human to have fit access and opportunities, regardless their carry, gender, disability, medical or other need, culture, age, religion and familiar orientation. It is slightly getting rid of disagreement and intolerance. DISCRIMINATION is a gestate attitude towards the members of a particular g roup that leads to less favor equal or bad treatment of those persons. This kind of attitude is often resistant to compound even in the light of peeled information. 1. cite ways in which discrimination may deliberately or inadvertently occur in the work setting Direct discrimination may happen when individuals are tempered less favorable or when they are given lour standard of wait ons because of their gender, race, ethnicity, culture, disability, religion, sexuality, mental wellness or age. The contendr must be aware of its consume prejudices and make sure that the support they give is not provided at different standards for certain categories. In commit discrimination takes place when a rule or policy is more restrictive for multitude from a certain group, when it should be applied equally to everybody.For example a council modus operandi for homeless people made only in English would localize people whose first language is not English in difficulty, which is an dirty d isadvantage and could be taken as indirect discrimination. If the council has a devout reason for having a particular policy in place (eg. For health or safety reasons) this would not be consider indirect discrimination. anguish can take place because of peoples prejudices or because individuals look at it is acceptable to tease people or tell racist jokes. This becomes an repellent environment where an individual can feel degraded.Victimization takes place when someone is treat less favorable because of doing something that another person disapproves (eg. Someone being treated less favorable because they complained well-nigh a service). The administer worker province is to make sure they understand what might be considered as discrimination and to raise any concerns with their supervisor/ coach-and-four on behalf of the individuals they support. 1. 3 explain how practices that support equation and inclusion reduce the likelihood of discrimination In providing care and sup port too individuals, it is our duty to be able to move appropriately and sensitively to everyone we interact with.The way a person memory access equality and inclusion shows whether she/ he is able to provide care and support. A way in which employers have responded to the issue of diversity was to develop flexibility in their working(a) practices and services (eg. Employer may allow flexible working pattern to accommodate child care or a GP surgery may offer services during weekends for people that work full time during the week). So a commitment to equality in admission to recognition of diversity means that different can be equal. It is consequential that employers and their representatives behave ethically and lead by example.The UK framework has 2 elements to it anti-discriminatory framework gives individuals a route to raise complains of discrimination around habit and service delivery and overt duties which place a proactive duty on employers to address institution al discrimination. The anti-discriminatory framework protects gender, ethnicity, disability, sexuality, religion, age. Public bodies including local authorities, education, police forces, and theme health services are bound to z number of duties. The execution of humanity duties will identify and address institutional discrimination.Each of the public duties requires employers to * experience an equality scheme * brook out tint assessments on their functions, policies and practices * carry out equalities monitoring and take action to redress any dissymmetry * publish the results of any work undertaken Outcome 2 Be able to work in an inclusive way 2. 1 identify which statute and codes of practice relating to equality, diversity and discrimination apply to own role The equality make believe 2010 ensures consistency in what work places need to do to postdate with the law and make working environments fair.The purposes of the Equality Act are * lay down the Commission for Equ ality and Human Rights * make discrimination unlawful * create a duty on public authorities to promote equality of opportunity amongst men and women and the prevention of sex discrimination The new Act aims to protect disabled people, prevent disability discrimination and in any case strengthen particular aspects of equality law. The Act provides legal rights for disabled people in the area of * employment * education * access to goods, services and facilities including big private clubs and land based transport services * buying and rental land or property functions of public bodies The Equality Act covers the corresponding groups that were protected by existing equality legislation- age, disability, gender reassignment, race, religion or flavour, sex, sexual orientation, marriage or civil partnership, and pregnancy and maternity- but instantly extends some protections to groups not previously covered (e. g. care workers or parents of a disabled person). It provides rights f or people not to be directly sortd against or nettle because they have an association with a disabled person, or because they are wrongly perceived to be disabled.The main Acts incorporated into the Equality Act 2010 are * The Disability Discrimination Act 2005- about removing the discrimination that disabled people experience. It gives them rights in employment, education, access to goods, facilities and services, buying or renting land or property, function of public bodies. * The Equal Pay Act 1970- stops employers to discriminate between men and women by paying them differently and providing different employment monetary value and conditions if they are doing the comparable or similar work, work rated as equivalent in a job evaluation scheme, work of equal value. The Sex Discrimination Act 1975 and amendments 1982, and 1999- make unlawful the discrimination on grounds of sex, marital status or gender reassignment. It applies when recruiting and when deciding what terms and conditions should be offered to an employee as well as when decisions are made about who should be promoted, transferred or receive training as well as to any decisions about terminating someones employment. The Race Relations Act 1976 and amendments 2000, 2003- which gives public authorities a statutory duty to promote race equality. The aim is to make promoting race equality central to the way public authorities public authorities work, and says they must eliminate unlawful racial discrimination and promote equality of opportunity and good relations between people of different racial groups. 2. show interaction with individuals that respects their beliefs, culture, set and preferences in order to be sure that a care workers work is inclusive and respectful of other peoples kind identity, they need to * recognize that they need to treat everyone they care and support as individuals and respond to them, and their social identity, in an individual manner * empathize that treating people fairly does not mean treating people in the same way.They need to recognize difference and respond appropriately * Respect all individuals they support regardless of their social identity * Try to increase their companionship and understanding of aspects of social identity that might be different from their own * Avoid stereotyping or making assumptions about individuals based on their social identity * Recognize that their own social identity may impact on individuals in different ways * Avoid using wrong and disrespectful language relating to social identity 2. 3 describe how to challenge discrimination in a way that encourages hange If discrimination is challenged effectively, future incidents of discrimination can be prevented, as well as empowering individuals to understand their rights. The care worker should * Always act fairly and try to see things from the other persons point of view, considering that there could be different pressures, necessarily and cultures. * Always use positive language and never use spoken communication or phrases that could be disrespectful towards another person * Not allow prejudices and stereotyping to influence them and not accept any tupe of discriminatory behaviorOutcome 3 distinguish how to access information, advice and about diversity, equality and inclusion 3. 1 identify a range of sources of information, advice and support about diversity, equality and inclusion http//www. equalityhumanrights. com/ gives information about the Equality and Human Rights Commission which was created to challenge discrimination and promote equality and human rights http//www. scie. org. uk/socialcaretv/search. asp? uery=diversity gives information about working with lesbian, gay, cissy and transgendered people with different needs of support https//www. direct. gov. uk/ gives information and guidelines about public services Employers policy and procedures regarding equality and diversity 3. 2 describe how and when to access information, advice and support about diversity, equality and inclusion Any belief that someone is a victim of discrimination has to be reported at a time to the manager or supervisor.If a care worker feels that he/ she is a victim of discrimination, they should as well report it straight away to the manager or supervisor. Also a more senior or different manager can be contacted if there is a suspicion that the direct manager or supervisor might be involved. The human resources group is usually qualified to give advice and support on this matter. Support can also be found to a Trade Union if the care worker is a member or to Advisory, Conciliation and Arbitration profit (www. acas. org. uk).