Diversity: Discrimination and Service Users

Topics: Discrimination, Disability Discrimination Act 1995, Disability Pages: 5 (1377 words) Published: April 13, 2013
UNIT 203
1. What is meant by Diversity

Diversity simply means a variety of things. It is understood that each individual is unique, and recognising our individual differences. These can range from race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs. It is the exploration of these differences in a safe, positive and nurturing environment

Diversity is about recognising, valuing and taking account of people's different backgrounds, knowledge, skills, and experiences, and encouraging and using those differences to create a productive and effective educational community and workforce.

2. What is meant by Equality

Equality simply means equal rights for people regardless of what factors they might have that is different. Equality is often defined as treating everyone the same. True equality means treating everyone differently in order to treat them the same.

3. What is meant by Inclusion

Inclusion is the action or state of including or being included within a group. The term inclusion is seen as a universal human right and aims at embracing all people irrespective of race, gender, disability, medical or other need. It is about giving equal access and opportunities and getting rid of discrimination and intolerance.

4. What is meant by discrimination

Discrimination means treating a person or group less favourably than another in the same situation, usually on account of their race, gender, disability, age, sexual orientation or religion. Discrimination could be direct or deliberate or indirect or unintentional. Direct - Where one person is treated less favourably than another is, has been or will be treated in a comparable situation Indirect - Where an apparently neutral provision, criterion or practice will put persons at a disadvantage, compared with other persons

5. Example of how in your workplace deliberate (direct) and unintentional (indirect) discrimination could occur.

Direct discrimination in the work setting could be where someone is refused a job because of their race or religion. Indirect discrimination in a work setting could be where a person could be told they have the job but they can only work on the bottom floor as there is no lift.

Discrimination deliberately or inadvertently could occur when someone could ignore a colleague, because they are discriminating them purposely, they come from a different area/class/culture/religion or they may not actually have anything to do with them because they feel they have nothing in common with them. But we’re not aware that others had noticed they never spoke to the other person, and they (other colleagues) thought it was because they (the existing colleague) were discriminating against them for whatever reason.

Direct Discrimination may occur if an employee is not considered for a promotion because of age or a job is refused to a person because of their disability. Indirect Discrimination may occur when employees are insisted to do night shifts as this could exclude those who have children to care for or by not making reasonable adjustments at work could exclude those employees with a disability.

6. How could you challenge the examples given above
I could challenge discrimination by:

* Question someone’s motivation.
One of the most successful ways of challenging in appropriate behaviour or remarks is to question the motivation of the perpetrator. Ask them questions like, “Why would you say that?” “What evidence do you have for that assertion?” “What are you really trying to say?” “Why are you being so defensive?” * Take your time and step back.

If a situation is becoming over=heated and people are not listening to what is being said and therefore are not hearing then slowing the pace to de-escalate the anger is often helpful. I am not suggesting taking a break because that can just at fire to the angry exchange… but slow...
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