Explain what is meant by
Diversity is understanding that each individual is unique and recognizing our individual differences. These can be along dimensions of race, ethnicity, gender, sexual orientation, social-economy status, age, physical abilities, religious beliefs, political beliefs, or other ideologies.

Best services for writing your paper according to Trustpilot

Premium Partner
From $18.00 per page
4,8 / 5
Writers Experience
Recommended Service
From $13.90 per page
4,6 / 5
Writers Experience
From $20.00 per page
4,5 / 5
Writers Experience
* All Partners were chosen among 50+ writing services by our Customer Satisfaction Team

Equality is about treating people alike according to their needs. It means to make sure make that everyone is given equality of opportunity. For example, it may need to give information in different format or make sure there is access to a building for an individual in a wheelchair.

Inclusion is to make sure an individual feel included to feel valued and respected irrespective of their race, gender, personal appearance, sexual orientation.
Discrimination occurs when we judge people on their differences and use these differences to create disadvantages or oppression. Discrimination prevents opportunities to access employment or services. In work place it can occur because of assumptions made about people based on their differences
There is direct and indirect discrimination.

Direct discrimination is on purpose and can be easily noticed, example include unfairly treating a person differently because of their race, religion or sexual orientation, skin colour age, excluding people who use wheelchairs by not providing access.

Indirect can be as damaging but one may not be aware of it. It applies to way of working which is aimed at majority but do not take into account differences between people , For example leaflet information about services provided might be aimed at majority of service users, there are several translations but forgetting that there are service users who are not able to read. They are therefore discriminated against because it has not acknowledged their needs have been ignored.

Describe the potential effects of discrimination
There can be long and short term effect of discrimination of the individual, their social group and society. There can be social, political and economy consequences.

For the individual discrimination can be very personal and leaves them feeling marginalised, victimised and despondent. It has an adverse effect on mental well-being. They may feel distress, low self-esteem, anxiety, aggressive behaviour, withdrawn from others and community, and in the event of serious effect an individual and individual may commit suicide.

Social groups who are discriminated against will sometimes “turn in” on themselves and retreat from wider society.

Families may feel distrust on service, distress and harassed and can take legal action the person or organisation that discriminates.

Wider society; General public of wider society may feel distrust on authority, they may take legal action against authority. They may divide in groups and start conflict and they can call for strike, possession and even in worst scenario revolution.

Explain the importance of inclusive practice in promoting equality and supporting diversity
When we work inclusive way, then every individuals are valued equally, and their opinion and preferences are respected equally regardless any differences. It is legal requirement to maintain equality and support diversity in workplace.
Person centred approach is one of the requirement to maintaining standard of care which recognises individuality, preferences and cultural differences. This will not be functional unless service provider’s practices are inclusive. If practices are inclusive and there is no omissions, everyone will be treated equally, regardless their gender, race, colour, ethnicity, and disability.
If our practices are not inclusive, then we will be failed to treat people equally and support diversity. Hence inequality occurs and discrimination starts prevailing everywhere.

Inclusive practice in work should promote social inclusion and integration this includes
Building on the strengths and achievement of individuals
Providing support in times of vulnerability. To do this is to acknowledge the personhood of the individual and impart that discrimination can have on one’s life.

There are various pieces of legislation which have been put in place to promote quality and reduce discrimination; The legislation is in place to promote equality for everyone regardless of sexuality, age, disability, race, religion or any other differences.

The legislation have impact on the way organisations provide services and the way practitioners approach their practice. It is important to recognise that whilst is important as it project people it cannot change people’s attitudes. It is important. It is good practice to ensure that practitioners are constantly able to evaluate what they do and they receive appropriate support and training in equality and diversity.
Inclusion is a right to be included and can be done by making sure that everyone is included in day to day activities they have change to learn and develop, feel safe and know they belong and is valued as a unique individual. Inclusive work is built on promoting equal opportunities and it is anti-discriminatory. In practice it means to work flexibility, system in place that take into account what each individual can offer and what individual need.

Inclusion involves making sure individuals have opportunity to be involved in day to activities if they wish to be involved. Care workers need to be aware of inclusive practice in their day to day work as this will enhance individual’s satisfaction, increase their confidence, create a safe environment and reduce people feeling left out and become more vulnerable.

2:1 Describe key legislation and codes of practice relating to diversity, equality, inclusion and discrimination in adult social care settings
There are key legislation and codes of practice relating diversity, equality, inclusion, and discrimination in adult social care setting. This legislation governs the way in which we ensure and treat minority and disadvantaged members of the society in a non- discriminatory way. The codes of practice include protecting the rights and promote the interest of people and their carers, uphold public trust and confidence in social care services, promote independence of people while protecting them from danger or harm, respect the rights of people while seeking to ensure that their behaviour does not harm themselves or other people and be accountable for the quality of one’s work improving your knowledge and skills.

These legislation include:
Human Right 1998
The Equality Act 2010
Disability Discrimination Act 1995
The sex Discrimination 1975 ( amended 1986)
Race Relations Act 1976 ( amended 2000)
Some legislation and codes of practise may directly affect ones work, such as Human Right Act. The Act prohibits discrimination on a wide range of grounds including sex, race, colour, language, religion, political or other status.
At work you should never judge, or give preferential treatment to one person over another based on their background, age or disability. Care and support is offered based on assessed need.

Others laws which aim at legislating policies in Health and Social sector include
The Residential Care and Nursing Homes
Regulations 2002 which outlines standards for care Homes
The Children Act 1989 put a responsibilities on local Authority to meet children’s needs in a more tailored way and placed the needs of the child as `paramount`.

The NHS and Community Care Act 1980 put an emphasis on choice, and living and receiving care in the community. This put statutory responsibility on Local Authority and NHS providers to ensure services are delivered in a fair and impartial way.
The equality Act 2010 and The Care act 2014 have bearing on it.
Equality Act 2010 has replaced other laws like Disability, Discrimination Act and the Race Relations Act. The Act is aimed at removing inequalities. It places a duty on all public sector organisations to:
Eliminate discrimination, harassment, and victimisation in the workplace
Advance equality of opportunity between people from difference groups
Foster good relations between people of different groups
The Care Act aims to promote equality and diversity in the provision of services.

Code of practice set out safe and effective practice in the professions that are regulated by different professional bodies. Codes which are drawn from relevant legislation are aim to:
Protect the public
Ensure workers are accountable for their conduct
Give guidance on behaviour related care and interaction with individual and the public
The regulatory bodies are
Nursing and Midwifery Council ( NMC)
Skills for Health and Care National
Occupational Standards which also hosts current standards for health and care support workers.

2:2 Explain the possible consequences of not actively complying with legislation and codes of practice relating to diversity, equality, inclusion and discrimination in social care settings
The most possible consequences of not actively complying equality, diversity, inclusion and discrimination are to be investigated by Care Quality Commission (CQC) and shut down the business operations. There are other consequences that company will experienced from other partners before involving with CQC. Equality, diversity inclusion and discrimination are not just a piece of legislation but it’s a code of ethics for a business. Codes of ethics are the moral value or belief of a business, that is what the business viewpoint or stand on those beliefs about equal pay, right, respecting, ethics values, disability and anti-discrimination practices. These codes of ethics are vital to partner with other businesses such as local Authority, suppliers, National Health Services(NHS), General Practitioner (GP), and agencies. These partners may not start or continue to partnership with a business, for not having same codes of ethics. Hence business cannot be operational until complying with legislation and code of ethics relating equality, diversity, Inclusion and discrimination.
2:3 Describe how own beliefs, culture, values and preferences may affect working practices
The nature of our work means that we support some of the most vulnerable and disadvantaged people in society. It also means we are in a position of power. We asses make decisions and clinical judgements and deliver care in way to meet the client’s needs.
Everyone has different values, beliefs and preferences. What you believe in, what you see as important and what you see as acceptable is an essential part of who you are. When building relationship with people it will be easy to communicate with people who have the same interests, values and cultures.

However when building professional relationships you are required to provide the same quality of support for all service users not for the only individuals you share your views and beliefs with. Working in the health and social care sector you are bound to come across people whose views you do not agree with and who don’t understand your point or view, being aware of differences and your reaction to them are a crucial part of you and your personal and professional development. If you allow your own preferences to control your work you will fail to perform to the standards, code of practice, legislation and law in place. All the standard, code of practice legislation and law are designed to promotes peoples individual views, belief and values. Regardless of care workers beliefs and opinion, they must ensure that they provide the same quality of care and support, regardless of whether they agree.

2:4 Describe ways to ensure that own interactions with individuals respect their beliefs, culture, values and differences
When interacting with individuals, it would be good to find out about their beliefs, culture, values and preferences by communicating with them and discussing way they would like their care plan to be undertaken. Example is what time they wish to get up in the morning, what clothes they want to wear. However my beliefs, culture, value and preferences may be different from the individuals, I would never impose my differences on other nor would I treat people any different because I don’t agree with their ways. One should have an opened mind view on other people opinion and remain professional throughout interaction with people. One should not make assumption about an individual based on beliefs, culture, values and preferences. Their styles of communication should be followed as it is requested by the individual.

2:5 Compare inclusive practice with practice which exclude an individual
Inclusive practice is when you include the individual in every step of their care plan and encourage them to make decisions for themselves promoting independence, right, choice, and respect for the individual. It gives individual confidence in the care that they were receiving, it gives them the option to have an input with the care they are having as they are being given opportunity to do so.

Practice that excludes the individual is when you make decisions for the individual and exclude them from making decisions in the care they receive. Excluding service user could have consequences on their own health. For example if the individual speaks English and were provide with care worker that speaks and understand a bit of English, these can result in carer and individual not able to communicate. The individual cannot communicate what they want or whether they are feeling ill and they may need to see a doctor, this can make their health deteriorate.

3:1 Describe how to challenge discrimination in a way that promotes change
Discriminating against someone implies putting them at disadvantage or oppressing them. Feeling oppressed or disadvantage affects the individual’s sense of self, their dignity, their confidence and mental well-being.

Discriminatory behaviour should not be accepted nor ignore or excuse someone if the person inflicted pain on someone. If discriminatory behaviour is observed it must be addressed to ensure individuals are aware of their behaviour. To promote change, people’s attitude needs to be changed. Education is a key part of promoting change in any organisation. Focus groups, reflective exercises, training days all aid in promoting change as people are interactively getting involved in the culture to be promoted. When people understand the reason behind change, they are more inclined to adopt the change than if the change is just enforced.

3:2 Explain how to raise awareness of diversity, equality and inclusion
There are many way to raise awareness