Equality n diversity unit essay

You may also find that the older generation of workers may not be a able 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 bout 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 pother 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 patronizing, as they may feel that they are not capable of fulfilling their job role and are incapable.

Other employees may also be orried about offending an employee with a disability as they would 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 employee 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 iews or other beliefs on the matter.

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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 rocess. Remember that everyone is an individual. people do not always like to be categorized as from a particular 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 are responsible for ensuring that needs are met and that individuals are receiving quality care and respect. It is also security for the individuals to know that we as support staff have an obligation to 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 quality and diversity and meeting legislation requirements. 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 into their policies and procedures.

Workplace procedures ensure 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. 1. 3 Analyse the impact of legislation and policy initiatives on the promotion of quality, diversity and inclusion in own area of responsibility Through the company policies and procedures and in the delivery of the service, as a team we promote equality and uphold individuals equality of opportunity, individual rights and choice, their privacy, individuality, independence, dignity, respect, promote empowerment, equality of carer confidentiality and their wishes and needs.

As a team we promote the following: Complaint procedure – readily available in various formats to meet the needs of service users meetings – Residents have the right and are encouraged to articipate in meetings regarding changes to the home, or their care and gives them the chance to discuss meals they would like on the menu that week and day trips and new activities they wish to do. Individual’s care plans are regularly reviewed and updated to take into account any changes to the individuals health, needs and wishes this is done monthly by the key worker and then as the manager complete reviews every 3 months. Maintaining confidentiality ” Storing all service users information safely and securely and only sharing information on a need to know basis and where appropriate. Person centered care planning – each individuals has a person centered plan which informs others of their wishes, likes and dislikes etc. his plan is used on a daily basis to ensure that the service user has person centered care delivered to them in a way that meets their own preferences. Various planned activities ” all service users where able to choose their activities which are inclusive and individual to them. Offering choices and encourage independence- all service users are given choice in many aspects Of their lives some of these are what meals they wish to eat, what they wish to wear, what ctivities they wish to do, what time they want to get up and go to bed. All residents are allowed to practice their religious beliefs in the manner they wish, we have service users who we support to go to church and another individual whose preference is to attend a catholic church, so we support her to do so. Respecting individuals privacy – we intend to respect every individuals privacy and dignity at all times some of the ways we do this are by knocking on doors before entering any service users bedroom, keeping curtains and blinds closed when carrying out personal care, giving service sers their own space when they wish. Workplace policies and procedures readily available to all in various formats. 2. 1 promote equality, diversity and inclusion in policy and practice It is my role and responsibility to ensure that all staff promote equality, diversity and inclusion, to all of the individuals we support some of the ways in which we do this are by showing Dignity and respect and allowing privacy and dignity in the way that suits the individual and also the way that information is handled making sure that it is passed on only when it consented and done in a dignified manner.

When providing information to service users it should be made available in different formats for example large print, Braille, video, total communication, other languages, providing an interpreter. It is vital that each individual has the choice to make their own decisions and that each decision and opinion is valued. It is important to also create a productive environment in which everybody feels valued, their talents are fully utilized and services meet the requirements of diverse service users. Avoid using negative or offensive language and images which convey stereotypes. Avoid aking assumptions about people’s ability to do things or not do things. Don’t assume that you understand their needs and requirements it IS imperative that individuals are involved in their care as much as possible.

It is important that staff attend relevant training meetings and supervision so they are aware of their role and accountability with regards equality and diversity. They are able to learn the principles of good practice and keep up to date with new developments and changes to relevant legislations. During supervision I ensure staff are fully aware of the complaints procedure and hey are encouraged to report any issues they feel need to be challenged regarding discrimination. 2. 2 challenging discrimination and exclusion in policy and practice As manager am always seeking to ensure equality and eliminate discrimination my own way of managing this is by engaging people using services and their families in shaping future support.

Present staff with a vision of goals we are working towards and where we see ourselves in future years and having a mission statement which States what our aims are as a company. Create an environment which supports equality and challenge discrimination. Work together with the staff team and raise their awareness of the importance of equality and equip them through training, standards and supervision to recognize and tackle discrimination, and enhance equality. It is also about challenging others if necessary and speaking up for the individuals you support when they cannot speak up for themselves. It can be difficult to challenge discrimination, so it is important to consider how to deal with different and often difficult situations.

To be able to challenge discrimination I require knowledge of policy, procedures and practice. If I feel onfident about what is good practice, it will be easier to deal more effectively with incidents that arise. When discrimination happens it may be not always be intentional it can be because of ignorance or lack of understanding. It is not easy to change the views of others but it is important to challenge discriminatory comments and actions. When challenging discrimination it is important to gather accurate information and when dealing with it is important to always act fairly and try to see things from the other person’s point of view and consider that there could be different pressures, needs and ultures.

Use positive language and never use words or phrases that could be disrespectful towards another person and do not allow prejudices and stereotyping to influence you and do not accept any type of discriminatory behavior. 2. 3 provide others with information about -the effects of discrimination -the impact of inclusion -the value of diversity A good way to provide staff with information about the effects of discrimination is to ensure they regularly attend the appropriate equality, diversity and inclusion training. I also discuss things during team meetings, supervisions and appraisal. I try to ensure all staff are aware of the procedures to follow if they suspect discrimination is taking place or they are themselves are experiencing any form of discrimination.

Discrimination can affect people both physically and emotionally by causing; The effects of discrimination Depression Anger Loss of self-esteem Isolation Feeling stressed or unable to cope more long-term effects could include: Loss of motivation Reduced individual rights Restricted opportunities Limited access to services Mental illness caused by stress The impact of inclusion. In terms of the workforce, inclusion may lead to the feeling of acceptance in an organization which links to satisfaction with the organization and commitment to it. This leads to increased productivity and more effective team and partnership working. In respect of the service users, by considering their needs and then designing the services to meet those needs inclusion can be attained. By enabling people to access services and informing and supporting them, developing their skills and developing meaningful services. This improves health and wellbeing, reduces discrimination and increases inclusion. The value of diversity.

Having a diverse group of workers and service users simply means recognizing that all the people are unique in their own way. Their differences could consist of their ability, cultural background, personality, religious beliefs, the list goes on. When people value diversity, they recognize and respect the fact that people are different and that these differences is generally a good thing. For example, when attempting to solve a problem, it is better to assemble a diverse team with many skills and many different ways of approaching the problem than it is to assemble a team that has all their trength concentrated in one area. This in turn will not only benefit both the organisation and the team as a whole but also the service users who use the service. 2. support others to challenge discrimination and exclusion My role as Manager, one of my most important responsibilities, with regards to discrimination and exclusion is to ensure all staff have attended training and are fully aware of the workplace policies and procedures in this area. By ensuring staff have this information, knowledge and skills they will then be more able to identify situations where discrimination is taking place and will e aware of the correct procedures to follow in the event of dealing with it. Supporting both staff and service users to challenge discrimination and make a complaint will also be part Of my responsibility.

Service users should also be supported and encouraged to complain if they feel discriminated against or excluded. By providing service users with details of where they can seek further support and advice regarding discrimination, will allow them to feel they have more choice and control over their lives. Every workplace should have the following in place to ensure both service users and staff knows how o complain Whistle blowing policy, Complaint procedure, Appeals procedure once a complaint has been made it is important to monitor and review the situation to ensure no reoccurrence happens. Some complaints may result in a review of practice and a change to the workplace policies. 3. analyze how systems and processes can promote equality and inclusion or reinforce discrimination and exclusion We have a mission statement which sets out the commitment of the service towards diversity, inclusion and equality. There is also written policies that reflect the rights and responsibilities of those living within the environment. Policies provide guidance for staff and visitors to the home on ways to ensure inclusive practice. Policies are developed in response to legislation. By having these systems and processes in place it ensures that any discrimination is dealt with in the correct way and according to my workplace s practices ensuring all individuals are treated in a fair and equal manner. Policies which promote equality and inclusion give out a positive message and encourage an atmosphere of mutual respect.

There are also systems in place for effective monitoring, reviewing and reporting on progress in relation to equality of pportunity, diversity and inclusion. Monitoring includes, providing service users and their families with questionnaires to complete. Also by having a complaints procedure in place and ensuring everyone is aware of the procedure, individuals are able to voice their opinions and report any discrimination or inequalities they have experienced and access support. All complaints are carefully monitored and acted upon. As a member of the team, I share responsibility with my staff, to ensure that anti-discriminatory practice is promoted and also recognize when discrimination is happening. 3. valuate the effectiveness of systems and processes in promoting equality, diversity and inclusion in own area of responsibility It is important to evaluate the effectiveness of the systems, as this enables me to reflect on my current practice, look at my strengths and achievements and also to ensure any gaps are addressed. This can be done by carrying out regular reviewing, monitoring and evaluating the effectiveness of my systems and processes. It will also provide opportunities to gather the views of colleagues, service users and their families. Using self-evaluation in this way builds up the orale Of the setting and reassures all involved that it is working to improve the quality and its effectiveness.

My evaluation include: How effective my current systems and processes are at addressing issues Do my policies and procedures cover all current legislations Is there an effective communication system in place for reporting/registering complaints Are service users happy with the service provided Is staff morale good 3. 3 propose improvements to address gaps or shortfalls in systems and processes After evaluating the workplace the next stage is to decide what ction needs to be taken to address gaps and shortfalls in systems and processes and produce a report of my findings. would then set out an action plan of what changes are needed. It also includes details of how improvements will be made and a timescale for any changes to take place. All team members should be aware of their own role and responsibility regarding the implementation of the plan.

You should actively involve all employees so they are aware of what goals and improvements you are working towards and they can then be given their own responsibility using their strengths to participate in improving the service. . 1 describe ethical dilemmas that may arise in own area of responsibility when balancing individual rights and duty of care When working in a health or social care environment, we are often faced with situations involving moral dilemmas. Therefore, it is very important that the manager has a clear understanding of how everyone differs and has their own opinions and morals. When working with vulnerable people we have a duty of care to protect their rights. If a proposed course of action or a proposed treatment could be harmful to the individual, we have to weigh up the advantages and disadvantages.

We should ensure that environments safeguard vulnerable individuals. Empowering an individual means ensuring that they know enough to make an informed choice about decisions that could affect the quality of their life. This helps individuals to have control over their own lives. It is important that support workers empower individuals to make their own decisions. 4. 2 explain the principle of informed choice Service users should be able to make informed choices about the services they receive and the most suitable treatments for themselves. They should be treated in ways that enhance their capacity to choose, and should not ndermine their capacity’.

Informed choice means that service users are encouraged to consider a range of options, that they have the decision, and share responsibility for the outcomes. My role is to give an unbiased but accurate advice and information about the options available, enabling them to make an informed decision based on that information. 4. 3 explain how issues of individual capacity may affect informed choice For a service users consent to be valid, the person consenting must have the capacity to make the decision. it must be made voluntarily and the decision to onsent or not consent to treatment must be made alone, and must not be made because of pressure from staff, friends or family.

They must be given full information about what the decision involves, including the benefits and risks, the person must be capable of giving consent, which means that they understand the information given to them, and they can use it to make an informed decision. There may be several reasons why an individual is unable to make an informed choice and decisions can be made on behalf of the service user without consent, if decisions are made in the person’s best interests. The reason could be because they have mental health or physical issues where they are unable to communicate their wishes and have a lack of understanding. Every adult has the right to make his or her own decisions and it must be assumed they can unless it is proved otherwise.

Also, a person must be given all reasonable help before anyone treats them as though they are unable to make their own decisions. Just because someone makes what might be seen as a poor decision, it should not be assumed that they are unable to make any decisions. Any decision made for a person who is unable o so for themselves must be done in their best interests. Any decisions made for someone else should not restrict their basic rights and freedoms. 4. 4 propose a strategy to manage risks when balancing individual rights and duty of care in own area of responsibility This may involve carrying out risk assessments which allow the individual to undertake positive risk taking, whilst protecting and safeguarding them.

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