1.1 Explain models of practice that underpin equality, diversity, and inclusion in own area of responsibility.
It is my responsibility as a Manager to safeguard that all individuals, their families, member of staff and those I am working in partnership with, are treated equally. For example, everyone should be treated with dignity and respect. There are many pieces of Legislation, code of practice and Company policies which regulate equality diversity and inclusion within my role some as follows:
Equality Act 2010
Essential standards for quality & Safety
Health and social care act 2008
The Disability Discrimination Act 1995
Race Relations Act 1976
The Data Protection Act 1984
The Mental Health Act 1983
Sex Discrimination Act 1975 and 1986
Care Standards Act 2000
Care Homes Regulations 2001
Human Rights Act 1998
The Disability Discrimination Act 2005
GSCC Code of Practice for Social Care Workers
HCPC Health and Care Professionals Council.
1.2 Analyse the potential effects of barriers to equality and inclusion in own area of responsibility.
Potential barriers are those things that make things more difficult for certain groups and individuals. The barriers faced in my workplace could include:
For example:
Age: Each age group has a different general approach to work which can often lead to conflict. Older workers may describe younger workers as slackers and younger workers criticizing older workers for being out of touch. You may also find that the older generation of workers may not be an ability to carry out some strenuous tasks that the younger generation may be able to do.
Mental Health: An individual with mental health may face barriers due to a lack of understanding from other members of staff, fears and negative stereotypes that result in discrimination are often based on the assumption about a person traits or abilities based on what people may have heard or witnessed before. This could result in ignorance, harassment and discriminatory behavior from other members of the team.
Disability: For people with a disability they may face barriers, this could be due to a lack of self-esteem for themselves, they may also find that due to their disability other employees feel sorry for them and can result in them feel like they are being patronized, as they may feel that they are not capable of fulfilling their job robe and are incapable. Other employees may also be worried they may say the wrong thing which could result in employees avoiding that person.
Faith: If you follow a certain faith or have certain beliefs this may cause barriers as that employers may require certain times or days off from work due to their beliefs, for those staff members who do not follow a faith they may feel like they are treated unfairly as allowances are made for that person.
Sexual orientation: This could cause potential barriers as an employee with a different sexual orientation may feel isolated if other people have strong views or other beliefs on the matter. An employee of a certain sexual orientation may feel as though they do not wish to disclose this to others in fear of what others may say and if people may talk about them or make jokes or remarks.
Communication: Literacy and Language with the increased influence of globalization many workplaces have employees who come from other countries, workers who speak with a strong accent could find their colleagues have difficulty understanding them.
Some of the individuals we work with may need more support to ensure their voice is heard and they are able to have power in the decision.
Making process: Remember that everyone is an individual. People do not always like to be categorized as from an equalities group. And individuals within equalities groups will have vastly different experiences, views, and opinions.
The Legislation relating to equality, diversity, and inclusion offers protection from discrimination on grounds of age, disability, gender, race and ethnic origin, religious faith or belief and sexual orientation. It has a huge impact on service providers as they responsible for ensuring that needs are met and that individuals are receiving quality care and respect. It is also security meet certain standards. We must be compliant with the legislation it must be embedded in the policies covering Equality, Diversity, and Inclusion in the workplace. Since working in a managerial role, I have adopted a very broad-based approach to ensure that all relevant legislation and requirements are taken seriously and adhered to and I take full responsibility for actions in my responsibility.
As a manager, I am responsible for ensuring ongoing appropriate staff development and training to support all staff in promoting equality and diversity and meeting legislative requirements. I also meet with staff in promoting equality. As a manager, I am responsible for ensuring ongoing appropriate staff development and training to support all staff in promoting equality and diversity and meeting legislation requirement. I also meet with staff to give updates on relevant events and legislation and to discuss issues. Health and Social Care providers are obliged to incorporate legislation relating to equality, diversity, and discrimination in their policies and procedures. A workplace procedure ensures best practice regarding how support must be carried out, and they must be followed. Anything else would be breaching an individual’s rights and could also lead to disciplinary action.
