Diversity: differences between individuals and groups eg culture, nationality, ability, ethnic origin, gender, age, religion, beliefs, sexual orientation, social class. Equality: individual rights; giving choices; respect; services in response to individual need Inclusion: placing individuals at the centre of planning and support; valuing diversity Discrimination: direct discrimination; indirect discrimination; treating some individuals less favourably than others; effects of discrimination. Deliberate and inadvertent discrimination: institutional discrimination; discrimination by individuals; the effects of lack of knowledge and understanding; prejudice; labelling; lack of opportunity; stereotyping; harassment; bullying; use of inappropriate language Work settings: health settings; care settings; childcare setting Support for equality and inclusion: policies and procedures in workplace setting; challenging discrimination; promoting rights; empowering; removing barriers eg physical access, communication; improving participation; promoting dignity; placing individuals at the centre of planning and delivery of services
2 Be able to work in an inclusive way
Legislation and codes of practice: Codes of practice of sector; policies of workplace setting; Human Rights Act 1998; Disability Discrimination Act 1995; Disability Discrimination Act 2005; Special Educational Needs and Disability Act 2001; Race Relations (Amendment) Act 2000; The Equality Act 2010 (due to become law in October 2010 and will replace the Race Relations Act 1976 and the Disability Discrimination Act 1995); Equality and Human Rights Commission Interactions: interactions with individuals including colleagues, adults using services, children and young people in childcare settings; active listening; knowledge of individuals eg beliefs, cultures, values, preferences; maintaining confidentiality; appropriate use of language. Challenging discrimination: challenging discriminatory behaviour; challenging own beliefs and attitudes; disciplinary procedures; complaints procedures; staff training; reviewing and developing policy and procedures 3 Know how to access information, advice and support about diversity, equality and inclusion
Sources of information and advice: Sector Skills Councils eg Skills for Health, Skills for Care, Children’s Workforce and Development Council; Professional organisations eg Nursing and Midwifery Council, Teacher Development Agency; third sector organisations;government websites for current legislation and guidelines; books; journals. Accessing information and advice: colleagues; feedback on own practice; interagency working; liaison with community leaders or organisations; professional development opportunities
1.1: Explain what is meant by diversity
Diversity describes the range of visible and non-visible differences that exist between people whilst equality means having the same value -indicating a state of balance. When we talk about managing diversity therefore, we are referring to the harnessing of these differences to create a productive environment in which everybody feels valued, where talents are fully utilised and in which organisational goals are met 1.2: Explain 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.
1.3: Describe ways in which discrimination may deliberately or inadvertently occur in the work setting
A local authority produces an information leaflet about its services for local people. It does not produce an easy-to-read version of the leaflet in order to save money. This would make it more difficult for someone with a learning disability to access the services and could amount to indirect discrimination, (inadvertently) 1.4: Explain how promoting equality and inclusion reduces the...