Outline the knowledge, understanding and skills required to enable a whole systems approach to equality, diversity and inclusion. Please ensure you include all of the assessment criteria, some of which will have already have been covered by the worksheets. Your case study needs to reflect your actual work settings and you will need to upload examples of the systems and process within your workplace to promote equality and diversity. Examples must include some of the following:
* Policies (only key points, not the whole policy)
* Documentation used to record reported incidents of discrimination * Literature / brochures etc depicting inclusion
I had observed that a Muslim member of staff never had any eye contact with female colleagues or service users when he was talking to them. I was concerned that this would impact on his relationships. He did have direct eye contact with male colleagues. Conclusion
We always want to respect the cultural perspective of others. However, in this context there are certain ‘non-negotiables’ we need to consider. Employees are required to treat all people with respect. This includes colleagues and service users, regardless of any aspect of their social identity. HC-One has an equalities policy which covers all employees and requires them not to discriminate on any aspect of social identity, including gender. Refusing to have eye contact with women could be considered discriminatory. There is a legal framework around sex discrimination that would prevent an individual directly treating someone less favourably on the grounds of their gender. It is not acceptable for an individual to use one aspect of their social identity to discriminate against another person because of an aspect of their social identity. As a practical way forward I felt that to meet with the staff member and discuss my concerns with him and my expectations regarding his future behaviour. The discussion was effective, the member of staff stated that he had not realised that this was an issue and has since dealt with the situation. Equality, Diversity, Discrimination and Inclusion
Equality is about ‘creating a fairer society, where everyone can participate and has the opportunity to fulfil their potential. By eliminating prejudice and discrimination, companies can deliver services that are personal, fair and diverse and a society that is healthier and happier. This means making it more accountable to the service users and tackling discrimination in the work place. Diversity literally means difference. When it is used as a contrast or addition to equality, it is about recognising individual as well as group differences, treating people as individuals, and placing positive value on diversity in the community and in the workforce. Historically, employers and services have ignored certain differences such as background, personality and work style. However, individual and group diversity needs to be considered in order to ensure that everybody’s needs and requirements are understood and responded to within employment practice and service design and delivery. One way in which organisations have responded to the issue of diversity in recent years has been the development of flexibility in working practices and services. For example, an employer may allow an employee to work a flexible working pattern to accommodate child care arrangements, or a GP surgery may offer surgeries at the weekends to accommodate those who work full time during the week. These approaches recognise that in order to provide accessible services and to ensure we promote inclusive working environments, organisations may need to respond differently to both individuals and to groups. A holistic approach means making a commitment to equality through the recognition of diversity. Equality and diversity is becoming more important in all aspects of our lives and work for a...