Principles of diversity, equality and inclusion in adult social care settings
Diversity- means to be different. We all can have the same interests and likes but we are also unique and different. We as carers need to be aware of these differences as they can be visible and non-visible .i.e. visible- can be an individual’s race, sex, and age. Non-visible- can be disability, different experiences, and preferences. By recognising diversity we can better understand our service users and in turn provide a better environment for everyone. Equality- means to treat individuals fairly and equally. To not exclude an individual for any reason .i.e. a carer has no religious beliefs but has been asked by a service user to go to church. This service user is blind and needs a carer with him when assessing the community. Due to carer not having an interest the service user misses out. Inclusion- this means to make sure all service users are involved, in activities or decision making. By using diversity and equality and to not be discriminatory against them. Discrimination- this is the when an individual can be treated poorly by a carer or another service users .i.e. for their choices, race and disability. Example- Mr R has a tendency to make very loud noises and bite his own hands. Due to this some staff members don’t like taking Mr R out into community. This is causing him to miss out. This is discrimination as he is being treated differently because of his learning disability.
1.2- Discrimination can cause the individual, who is being discriminated against, low self-esteem. This can cause them to become withdrawn then can lead to self-neglect, weight loss, poor hygiene and missed opportunities (an outing or activity, seeing friends or family). This can also lead to depression, changes in mood they can become aggressive. Discrimination doesn’t always affect the service users it can also affect staff. Example – I was working with two female staff members who were both Pilipino. From working with them previously I knew they were close due to their families knowing each other. The shift was going well all jobs had been completed. During our lunch break they sat talking together in their language, which I don’t understand. I tried to start a conversation with them hoping to be included, but they carried on. At the time I felt embarrassed to ask them to stop so I carried on with the rest of the shift. The next day I spoke to my manager about this and explained I felt excluded. He then had a meeting with them to explain it is not fair for the service users or the other staff members. The next time I did a shift with them it was very awkward. They still talked in their language in front of me and the service users. This made me feel uncomfortable and hurt, as I know they had been told.
1.3- Inclusive practice helps to promote equality by making sure an individual is being included in all aspects of decision making .i.e. care planning. Giving them choices which can empower them making them feel valued. This in return promotes good self-esteem. Inclusive practice is to make sure we as careers are supporting our service users to live their lives as fully as possible .i.e. making sure if in a wheelchair there are ramps, checking with a venue prior to going to make sure they meet the needs of the service user.
2.1- legislations and codes of practices relating to diversity, equality, inclusion and discrimination: Fundamental Standards; regulation 9- person centred care regulation 10- dignity and respect, regulation 12-safe care and treatment. Code of conduct for health care support workers and adult social care workers- this sets out standards all support workers need to work to The Care Act 2015- this act sets out how local authorities should carry out carer's assessments and needs assessments, how local authorities should determine who is eligible for support; and the new obligations on local...
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