Diversity 1

1.2

There are many barriers to diversity and inclusion. The biggest ones are generally prejudice, culture and upbringing and religious beliefs. Prejudice is
“a preconceived opinion that is not based on reason or personal experience” thus creating barriers to recognizing equality of rights for all. Cultural barriers can prevent, for example, consideration of spiritual, relational or dietary needs that do not conform with traditional expectations.
Personal barriers, where staff can hold individual prejudices that influence their practice. These actions may be conscious, but they can often be unconscious or unwitting. Some vulnerable and disadvantaged individuals need more support to ensure their voice is heard and they are able to have power in the decision making process.
–
We make sure thst all clients participate in thgeir activity plans and we make sure all there activitiwes are adhered to. All practices and procedures in the setting are discussed and anything that is identified as being discriminatory towards any group or individual is amended. Management has a sound knowledge of diversity, equality and anti-discrimination issues.
We assess and raise the level of awareness amongst the team about diversity and equality issues and practice. Families and staff working together support the development and implementation of a diversity and equality approach. The detrimental effect of barriers to diversity and inclusion can foster low morale and lack of motivation in practitioners as well as our clients. Having an awareness of these potential barriers and their effects allows us to address them timely and effectively.