Promote Equality and Inclusion in Health and Social Care.

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AC 1.1

Diversity means the state or fact of being diverse.
For society to respect diversity it recognises and respects differences, it welcomes and encourages the differences and variety that individuals and groups have to offer.

Equality means the state or quality of being equal.
To treat everyone fairly and respect their human rights, to give all people equal opportunities, fair access to jobs, training, goods and services as well as certain legal rights.

Inclusion is the act of including or the state of being included. Everybody is part of society and being treated fairly, it promotes access to opportunities and supports all people to participate, it is anti-discriminatory and works in partnership with equality and diversity.

AC 1.2

Direct discrimination means treating a person or group of people less favou rably than others who are in the same, or similar, circumstances because of their age, gender, race or some other characteristic.

Indirect discrimination occurs when a set of requirements or conditions is applied equally to all people but results in less favourable treatment of certain individuals, or groups, as they find it more difficult, or impossible, to comply or achieve.

Generalisations and stereotyping can influence discrimination because it can result in all people being treated the same, for example that all people with a particular disability are the same, it helps to perpetuate people’s pre-conceived ideas & beliefs about a person or particular group of people, judgements & opinions are formed, often not based on fact or experience, it doesn’t acknowledge the uniqueness of all people or treat them with dignity or respect.

The people I support may experience many different types, and levels, of discrimination and inequality. Someone may assume that an individual isn’t able to make their own decision as to what they would like to eat and so ask myself instead of the individual. A taxi driver may ask me where the service user lives instead of asking the service user themselves. A person at the checkout may tell me how much there is to pay instead of addressing the service user. A person who is deaf isn’t aware that they have a right to have an interpreter with them at their health appointment. A health professional may ask myself what the problem is that the service user is having. If a person I support isn’t able to access information in a format that is suitable for them then they may miss out on gaining information on the benefits they are entitled to & the support services that may be of help to them. If a person who uses a wheelchair is made to feel as though they’re a nuisance when using a bus or train then they may not continue to use these forms of transport, their opportunities on how to travel may become limited & may result in isolation or financial difficulties if they feel that their only option is to use a taxi.

The potential effects of discrimination can lead to an individual feeling frustration, anger, confusion, lack of confidence and self-esteem, fear, stress, anxiety or depression, they may experience panic attacks, lack motivation, it may lead to them not wanting to go out and lead to isolation, there may be a loss or increase in appetite, their sleep patterns may be affected, they may neglect themselves, feel worthless, self-harm or experience mental illness. The person’s rights may be reduced, it may lead to the person having limited access to services and opportunities, the individual’s financial situation may be affected, for example they may not be getting the financial help they require or may be having to pay out for taxis because they cannot use public transport, the individual may become more vulnerable to other types of abuse. The potential effects on an organisation of discrimination may include it having poor reputation, low staff morale, staff shortages and financial implications if the organisation is taken to court and legal action is taken...
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