What is Equality?
Equality is about making sure people are treated fairly and given fair chances. Equality is not about treating everyone in the same way, but it recognises that their needs are met in different ways. Equality focuses on those areas covered by the law, namely the key areas of race, gender, disability, religion or belief, sexual orientation, transgender and Age. People must not be unfairly discriminated against because of any of these factors and we must all contribute to creating a positive workplace and service delivery environment where discriminatory practices and discrimination no longer happen.
What is Diversity?
Diversity is about valuing individual difference. So ‘diversity’ is much more than just a new word for equality. A diversity approach aims to recognise, value and manage difference to enable all employees to contribute and realise their full potential. Diversity challenges us to recognise and value all sorts of differences in order to make our environment a better place for everyone to work.
Why are equality and diversity important?
Diversity is also about recognising that our customers come from different backgrounds. If we welcome diversity as colleagues, value each other and treat each other fairly, we will work better together. In doing so we will provide a better service to the people of Sefton. It will help our customers to approach us and use our services if we have a diverse workforce that feels comfortable with and understands their different needs. So diversity will also contribute to improving the services we provide.
What is social inclusion?
Positive action taken to include all sectors of society in planning and other decision-making by reducing inequalities between the least advantaged groups and communities and the rest of society by closing the opportunity gap and ensuring that support reaches those who need it most. The potential effects from discrimination can come in many factors:
•loss of self-esteem
•feeling stressed or unable to cope
The long term effects could include:
•loss of motivation
•reduced individual rights
•limited access to services
•mental illness caused by stress
The importance of keeping a service user within the community is to keep them well and active as well as been accepted into the community. The service user has the right to be respected and treated as an individual to create their own social inclusion.
Understand how to work in an inclusive way.
As you know, discrimination is an injustice and has devastating effects. The UK has in place numerous pieces of legislation (laws),rules, regulations, guidance documents and statutory codes of practice, all of which are intended to promote diversity, ensure equality and end discrimination. In other words, they are in place to promote everyone’s right to fair and equal treatment, regardless of their differences. You may be familiar with the following anti-discriminatory Acts of Parliament and regulations:
The Human Rights Act 1998.
This covers many different types of discrimination, including some that are not covered by other discrimination laws. Rights under the Act can be used only against a public authority, for example, the police or a local council, and not a private company. However, court decisions on discrimination usually have to take into account what the Human Rights Act says.
Equal Pay Act 1970
(amended1984). This says that women must be paid the same as men when they are doing the same (or broadly similar) work, work rated as equivalent under a job evaluation scheme, or work of equal value.
Sex Discrimination Act 1975
(amended 1986). This makes it unlawful to discriminate against men or women in employment, education, housing or in providing goods and services, and also in advertisements for these things. It’s also against the law, but only in work-related.
Race Relations Act 1976
(amended 2000). This states that everyone must be treated fairly regardless of their race, nationality, or ethnic or national origins.
Disability Discrimination Act 1995.
This states that a person with a disability must not be treated less fairly than someone who is able-bodied.
Employment Equality (Religion orBelief) Regulations 2003.
This says it is unlawful to discriminate against people at work because of their religion or belief. The regulations also cover training that is to do with work.
Employment Equality (Age) Regulations 2006.
This says it is unlawful for an employer or potential employer to discriminate against you at work because of your age.
CQC has set 28 essential standards of quality and safety (“outcomes”) which GP practices must comply with. The essential standards are set out in the Care Quality Commission (Registration) Regulations 2009 and the Health and Social Care Act 2008 (Regulated Activities) Regulations 2010. Of the 28 outcomes, there are 16 core outcomes which relate to the quality and safety of patient care. When you apply for registration, you may be compliant with most, but not all, 28 standards. CQC states that this is acceptable providing there is no risk to patients. When you register with CQC you will make an initial declaration of compliance (or non-compliance) in respect of the 16 core outcomes, but are not required to submit evidence at that stage. CQC says you may later need to make evidence available to them to demonstrate that you meet these outcomes, or that you have an action plan to do so in place if you currently do not. The 16 core outcomes are:
Outcome 1 Respecting and involving people who use services
Outcome 2 Consent to care and treatment
Outcome 4 Care and welfare of people who use services
Outcome 5 Meeting nutritional needs
Outcome 6 Co-operating with other providers
Outcome 7 Safeguarding people who use services from abuse
Outcome 8 Cleanliness and infection control
Outcome 9 Management of medicines
Outcome 10 Safety and suitability of premises
Outcome 11 Safety, availability and suitability of equipment
Outcome 12 Requirements relating to workers
Outcome 13 Staffing
Outcome 14 Supporting workers
Outcome 16 Assessing and monitoring the quality of service provision
Outcome 17 Complaints
Outcome 21 Records
The law will not tolerate any behaviour that breaches our equality and diversity policy.
Any such breaches will be regarded as misconduct except for serious offences such as discrimination on protected grounds; serious offences including harassment, bullying, or victimisation will be treated as gross misconduct and may lead to disciplinary action including dismissal from employment without notice.
Any more serious consequence could lead to prosecution of been fined or imprisoned if found guilty.
Everyone has different values, beliefs and preferences. What you believe in, what you see as important and what you see as acceptable or desirable is an essential part of who you are. The way in which you respond to people is linked to what you believe in, what you consider important and what interests you. You may find you react positively to people who share your values and less warmly to people who have different priorities.
When you develop friendships, it is natural to spend time with people who share your interests and values. However, the professional relationships you develop with people you support are another matter. As a professional, you are required to provide the same quality of support for all, not just for those who share your views and beliefs. This may seem obvious, but knowing what you need to do and achieving it successfully are not the same thing. Working in the child care sector, you are bound to come across people whose views you do not agree with, and who never seem to understand your point of view. Awareness of differences, your reaction to them and how they affect the way you work is a crucial part of personal and professional development.
If you allow your own preferences to dominate your work with people, you will fail to perform to the standards of the Codes of Practice for service users care workers set out by the UK regulating bodies. All the codes require service users care workers to respect and promote people’s individual views and wishes.
But how do you manage to make the right responses when there is a clash between your views and those of the people you are working for? The first step is to identify and understand your own views and values. Being aware of the factors that have influenced the development of your personality is not as easy as it sounds. But keeping your views to one side and not been judgemental with the service user, and respect their views and opinions.
Inclusive practice means that you provide for the diverse needs of of all of your individuals so that they can feel that they are included and wanted.
If your setting catered only for those who, for example, can speak English or are able bodied then others attending would not feel included. Their needs would not be met.
Working in an inclusive way means that you celebrate diversity and recognise equality by including everyone regardless of differences.
Understanding how to raise awareness of diversity, equality and inclusion
The way that you would challenge discrimination in general is to discuss the reasons why certain practises are in place with your supervisor or with other staff who are working under you. Provide evidence e.g from childcare journals to demonstrate how changes can be made which help prevent discriminatory practise. If you observe discrimination then you might organise a team meeting or training session where you demonstrate examples of discrimination and show staff ways that they can change their work to prevent this.
If for example you worked in a child care setting and found that certain activities were arranged for girls and certain ones for boys, you would approach other staff and discuss why they were separating the genders and explain the benefits of children working in mixed groups and not conforming to gender stereotypes. This would promote changes in activities that involve mixed groups and increase staff awareness of their current practises.
Encourage and enable organisations to adopt and develop behaviours and practices which promote inclusion, equality, diversity and achievement. By understanding the different needs of your stakeholders whether they are employees or customers, or the many other groups that your organisation comes into contact with, we can help you recognise, adapt and enhance your culture to instigate positive changes. By committing to embrace diversity you will see many business benefits which range from meeting legal requirements, reducing staff turnover and enhancing new product development.
Inclusion is about creating a secure, accepting and motivating environment, where every student is valued thereby creating a foundation for good achievement for all students. •A teacher has to identify the various needs of learners, through assessments and monitor their performance throughout the course. Additional time has to be taken to teach new concept in several ways, allowing greater understanding. Teacher should be committed to educate each child to the maximum extent. Students with special educational needs should be provided support services in the same class as the other students rather than isolating them from normal students. All students regardless of physical and special needs will be in regular classroom where different teaching styles are practised to include every student, for example body language, facial expression, large fonts, Braille documents.
Equality is making sure that every student is treated in the same way and their needs are met in different ways. All learners are entitled to education according their needs, regardless of any difference. •A teacher has to be aware of the different learning styles of each student and be patient, listen and help learners overcome their learning difficulties. Learning challenges should be set appropriate to different pupils, promoting equality through different teaching methods. Discrimination, bullying and other issues have to be addressed. Good behaviour has to be managed and accesses to additional resources have to be available for learners with disabilities or difficulties.
Diversity is valuing individual differences, regardless of age, sex, religion, race, nationalityA teacher has to recognise the differences and also the reality that all students do not learn in the same way. Teaching a diverse group of students needs monitoring student progress, and responding to student input. The cultural backgrounds, interpersonal relationships, sociability and expectations of every learner have to be taken into account, as each individual brings with them diverse perspectives, work experiences, life styles and cultures.