Unit 303

Unit 303

Outcome 1
Understand the importance of diversity, equality and inclusion

1.1 Diversity

Diversity is about variation. The fact that everyone is different and as unique as a fingerprint. The way in people differ such as in appearance or gender. The way in people differ from one another such as ; appearance, gender, race, age, culture, ability or beliefs.

Equality

Equality is about treating everybody with the same dignity and respect no matter what your personal beliefs are and/or what the diversity of the third party is. It's about giving everyone an equal chance to thrive and one example could be positive action, ensuring that people are able to enter into fair competition with others.

Inclusion

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. It's including everybody despite their differences e.g. A non-verbal service user included in residents meetings although they can't participate as such you can't exclude them.

Discrimination

To discriminate is to treat someone differently because of them being different. This can be positive for example hiring only Spanish speaking support workers to support a Spanish support worker.

1.2 Describe the potential effects of discrimination.

On the individual: It could damage their self esteem and make them lose self worth. They could feel angry, humiliated or frustrated.

On the families or friends of the individual: The families of the individual might wish them to be moved to another placement if they feel their quality of life is affected or they are suffering which could more distress for the individual. The family and friend themselves would be feeling helpless and maybe guilty for letting the individual moving into a place where this has happened or it might relate back to personal experience for example racial abuse.

Those who discriminate: The people who discriminate may at the very least lose their job or be prosecuted for what they do or say. They would be labelled as a discriminator and would possibly affect future career opportunities.

Wider Society: At first wider society would frown upon the discrimination but ultimately good would come out of it such as a new act to protect those at the heart of the discrimination and government would have to step in and issue new white papers such as Valuing People and Valuing People Now. These are critical in the health and social care and learning disabilities services.

1.3 Explain the importance of inclusive practice in promoting equality and supporting diversity

Inclusive practice is very important as it's all about removing barriers that would exclude people or make it difficult for them to fully participate in society whether it's because of an illness or disability. In essence you are including everyone and there should be no excuse for not doing so. If you exclude someone you are discriminating and are potentially damaging their progression as a person in society.

Outcome 2
Understand how to work in an inclusive way

2.1 Describe key legislation and codes of practice relating to diversity, equality, inclusion and discrimination in adult social care settings.

One of the key codes of practice is the National Minimum Standards which is what the Care Quality Commission (CQC) in England use to explain to people using the service what to expect and there are five of these. Number one is that a service user should expect to be respected, involved in their care and support, and told what’s happening at every stage. Meaning that they're to be dealt with dignity and respect and to be helped to live as independently as possible. Number two is that the person should expect care, treatment and support that meets their needs. This means that the resident can expect their home to meet their needs relating to their cultural background, language, gender, disability, age, sexuality, religion or beliefs. The last three do not relate to diversity, inclusion, equality or discrimination.

There is also Codes of Practice for both employers in the social care field and for the social care workforce. These include:

Protecting the rights of people and promote their interests. This includes treating each person as an individual and respecting diversity and different cultures and values.
Establishing and maintaining the trust and confidence of the people we support. This means we should not neglect abuse or exploit people. Also not discriminate or condone discrimination.

An important piece of legislation is the UK's Human Rights Act. This legislation means that residents of the UK are entitled to seek help from the courts if they believe that their human rights have been infringed.

Another crucial piece of legislation is the Equalities Act 2010 which supersedes 10 previous acts relating to equality and rights. Giving everyone protection from discrimination.

2.2 Explain the possible consequences of not actively complying with legislation and codes of practice relating to diversity, equality, inclusion and discrimination in adult social care settings.

You will not be providing an adequate service to the people we support by promoting their best interests. Also by not complying with certain aforementioned codes of practices and legislation we may possibly be guilty of abusive and discriminating activity. Therefore the non compliant people would be liable to disciplinary action and/or legal action against them.

2.3 Describe how own beliefs, culture, values and preferences may affect working practice.

Own beliefs, cultures, values and preferences would affect working practice. This is because you could be prejudice and this could conflict with work situations. For example you could believe in Islam and you have a person you support who is a Christian. You may not be comfortable taking them to church on a Sunday.

2.4 Describe ways to ensure that own interactions with individuals respect their beliefs, culture, values and preferences.

You could try learning more about the individuals beliefs, cultures, values and preferences. The more you know about a person, the harder it is to be intolerant of their beliefs, cultures, and values. Also try matching staff to those of the same or similar preferences so to avoid conflicts of interest.

2.5 Compare inclusive practice with practice which excludes an individual

An example of Inclusive practice could be including someone on the autistic spectrum who can't do a puzzle to help turn the pieces over one direction so the pictures all faced up. Then practice which excludes would be that thinking that because a service user had a mobility impairment that they would not like to participate in a home sports day. To be clear when you show inclusive practice you are respecting and valuing an individual as well as respecting their own individual uniqueness. Then when excluding an individual would be placing your own beliefs, values and cultures before that of the client and making assumptions about them.

Outcome 3
Understand how to raise awareness of diversity, equality and inclusion

3.1 Describe how to challenge discrimination in a way that promotes change.

The way to deal with discrimination is to deal with it at the time it has arisen and encourage talking and to discourage this behaviour. You would ensure that the service users you work with know their rights and give them access to any information that they need, as well as offer any support they might need. If needed you could make contact with an advocate who can help the service user to understand their choices and rights.

3.2 Explain how to raise awareness of diversity, equality and inclusion.

There are many ways of which to raise awareness you could do this through training, reading the company's policies and procedures relating to inclusion, posters and leaflets and team meetings. Also having this information in easy to read formats or for people with other disabilities so provide in audio or Braille. Many charities seem to do an amazing job or raising awareness through events and letting anyone and everyone participate in their events providing a basis for inclusion.

3.3 Explain how to support others to promote diversity, equality and inclusion.

The easiest way to support others for myself as a team leader is to lead by example and set up activities and make others aware of the company's policies and procedures surrounding this. Also identifying where staff need to attend training on subjects like diversity, inclusion and active support. Another way is giving additional support to staff where discrimination or exclusion is likely to occur and evaluating the situations to see if we can do it any better next time.