Unit 05 - Promote equality and inclusion in care settings

A/616/4053

Assessment Criterion 1.1

Explain what is meant by:

 Diversity

Diversity refers to the many ways in which people differ from one another. Biological
characteristics are what distinguish one individual from another. Age, gender, religion, culture,
and similar factors. We should all take pride in our individuality.
To promote diversity, it is crucial to value and celebrate the unique qualities of others. The
colour of one's skin, one's nationality, one's sexual orientation, one's gender identity, one's
social standing, one's age, one's level of physical ability, one's religious beliefs, and one's
political Such distinctions can be explored in a safe, encouraging, and pleasant setting. This
isn't just about being nice to one another on the surface; it's about getting to know one other on
a deeper level and understanding and enjoying the differences that set us apart. For a
workforce to be considered diverse, it must include people of varying ages, socioeconomic
statuses, educational levels, physical abilities, sexual orientations, and racial and ethnic
backgrounds. A diverse workforce includes people who work in different departments and who
each bring something special to the table. When people and groups from various backgrounds
and ideologies interact, diversity emerges as a result.

 Equality

There should be no distinction in treatment of persons based on factors such as age, ability,
religion, sexual orientation, or race. This can be shown in the form of adapting services to the
specific requirements of individual clients. Providing documents in audio or braille format, or
having someone read the document to the person who is visually impaired are all examples of
how to make facilities more accessible to individuals with disabilities.

It is important to treat employees and job applicants fairly as part of a larger effort to promote
equality in the workplace. In accordance with the principles of equality, it is forbidden to
discriminate against someone on the basis of their sex, age, race, religion, national origin,
disability, or any other "grounds of discrimination."
  Inclusion

Each of us is unusual and unique in our own ways, yet we are all human and deserving of the
same rights and opportunities. To be inclusive is to welcome and value everyone without
exception and to work to eliminate discrimination of any kind. Do what you can to remove any
barriers that might prevent someone from joining an organisation or attending an event.

 Discrimination

Discrimination occurs when someone are excluded or treated unfairly because of their identity,
such as their gender, race, age, or ability. This refers to the unfair treatment of individuals
based on their membership or perceived membership in a particular group. Understanding the
meaning of these terms is essential, even if their use is accidental. Extreme types of
discrimination include harassment and hate crimes.

Assessment Criterion 1.2

Describe the effects of discrimination

All types of discrimination can lead to restricted opportunities and access to health and social
care provision. Aside is there are several negative effect discrimination may have on the:
Victim: Feelings of worthlessness, remorse, rage, and depression are all possible outcomes.
The impact on their mental health may be disastrous. A failure to empathise can lead to deadly
conflicts. It may cause the individual to withdraw from society. It causes a person to feel like
they have no value, which can lead to suicidal thoughts and actions. Their social and
professional lives may be severely impacted.
Their family and friends: The friends and family of a discrimination victim may also suffer.
They may become overly possessive of this individual. A variety of negative emotions,
including rage, guilt, and depression, may also surface.
The workplace: Workplace morale can plummet to rock bottom. Reduced output may be the
result of inefficient employee communication. If a victim of discrimination experiences a decline
in health as a result of their treatment, they may no longer be able to maintain gainful
 employment.
The perpetrator: Those who discriminate may do so because they have experienced
prejudice themselves or because they have witnessed it in others and are left feeling wounded,
angry, or confused. The offender may need compassion as they face repercussions like
possible termination from their position or perhaps criminal proceedings.

Assessment Criterion 1.3

Explain how inclusive practice promotes equality and supports diversity

To be accepting of others means to focus on their strengths rather than their weaknesses. If
inclusive practise is to succeed in promoting equality and appreciating diversity, then all
members of society must have access to appropriate medical care, treatment, services,
housing, education, and employment. Individuals with and without disabilities benefit equally
from inclusive community development's opportunities for professional and personal
development, as well as public participation. One of the laws passed to promote equality and
reduce discrimination is the Disability Discrimination Act of 2005. Legal action can be taken
against discriminatory people and organisations.
Inclusion of people of different races is a good thing. Each of the world's many cultures brings
its own unique body of experience and way of thinking to bear on any given problem. Everyone
should have a say in their care from the very beginning to the very end. This will ensure that
your service is accessible to people of all backgrounds. The patient is always kept in the loop
and included in all treatment and decision-making processes. Caregiver responsibilities include
encouraging clients to participate in activities to the extent that they are able.
If bigotry is allowed to persist, it will divide society and make it harder for individuals to work
together. When people are taught to appreciate differences, it benefits them personally, their
organisations, and the larger community. Those who claim to cherish diversity might
demonstrate this value by avoiding behaviour that is likely to offend others and by avoiding
misrepresentation or insult of other people's views and practises.
Inclusive practises that promote equality and welcome diversity include a focus on core values
such as respect for everyone and the creation of an environment where people of various
backgrounds and beliefs are treated with the same level of respect and decency. All people,
including those with disabilities, need to be treated with respect and dignity and given the
opportunity to fully participate as equal members of society; this is central to the principles of
inclusive practise in health and social care.

Assessment Criterion 2.1

Explain how legislation, policy and codes of practice relating to equality, diversity and
discrimination apply to own work role
As a healthcare provider, I should be well versed in the rules and regulations governing issues
of diversity, inclusion, and discrimination. This will help me give all of my patients the same
high-quality care.
Legislation
Legislation relating to equality, diversity and discrimination include:
The Equality Act of 2010 forbids all forms of workplace discrimination, harassment, and
victimization. Regardless of the size of their business, this law applies to all employees and
employers.
Disabled individuals are guaranteed protection from bias under the Equality Act of 2010. This
refers to someone who has a mental or physical handicap that severely limits their daily
functioning and is expected to last for an extended period of time. Age, race, gender,
pregnancy, parenthood, marital status, transgender identity, religious affiliation, and military
service are among factors that I take into account when determining an individual's right to
equal treatment.
The rights of British citizens are safeguarded by the Human Rights Act of 1998. The right to
be treated equally, the protection of one's personal and family life, the autonomy of one's
beliefs and the freedom to express those beliefs are all examples of such rights. People with
disabilities have the same right to not be treated unfairly as anybody else, as guaranteed by
the Human Rights Act of 1998. A person with a physical or mental impairment that substantially
and adversely affects their capacity to perform major life activities is considered disabled under
the Act.
An employee who suspects discrimination on the job could bring it up in a casual conversation
with a supervisor or manager. If this does not solve the problem, a formal complaint can be
submitted.
If the problem is not resolved, the worker may file a claim with the appropriate employment
committee. The Committee will investigate allegations of unlawful or unfair treatment by the
employer. An employee who alleges discrimination on the basis of disability or disease must
provide evidence that they were treated less favorably than those without such conditions. If an
employer doesn't know what they're supposed to do, it could lead to discrimination allegations,
the loss of a valuable employee, or even a costly court claim.
The Mental Capacity Act 2005 is a law that sets out how people who are unable to make
some or all decisions for themselves can be supported and protected. It applies to people aged
16 and over living in England and Wales. The Act is relevant to equality, diversity and
discrimination because it aims to:
Respect the rights and dignity of people who may lack capacity to make certain decisions, such
as those with mental health problems, dementia, learning disabilities or brain injuries.
Empower people to make their own decisions as much as possible, and to receive support and
guidance to do so.
Protect people who lack capacity from abuse, neglect and exploitation, and ensure that any
decisions made on their behalf are in their best interests and least restrictive of their rights and
freedoms.
Policy
Local and national policies are rooted in the legal framework and represent the strategies and
values employed to comply with and advance the law. Within my workplace, my employer has
established organizational policies that outline how we should operate in terms of equality,
diversity, and discrimination. Different employers may have their own policies, such as those
related to equal pay or equal opportunities. Nevertheless, if someone observes discrimination,
there are documented procedures detailing the necessary actions to be taken. At the national
level, the Care Quality Commission (CQC) oversees and regulates adult care providers. During
their inspection process, they assess how well the organization promotes and supports
workplace equality and diversity
Codes of Practice
The code of conduct for healthcare support workers in England is a document that sets out the
minimum standards of behaviour and attitude that people who use health and care services
should expect from them. It is based on the principles of protecting the public by promoting
best practice, and ensuring that healthcare support workers provide safe, effective and
compassionate care. The code of conduct covers seven areas:
Accountability: Healthcare support workers should be able to answer for their actions or
omissions, and follow the policies and procedures of their employer.
Privacy, dignity, rights, health and wellbeing: Healthcare support workers should respect the
privacy, dignity, rights, health and wellbeing of people who use health and care services and
their carers at all times, and treat them with kindness and compassion.
Collaboration: Healthcare support workers should work in collaboration with their colleagues to
ensure the delivery of high quality, safe and compassionate healthcare, care and support.
Communication: Healthcare support workers should communicate in an open and effective
way to promote the health, safety and wellbeing of people who use health and care services
and their carers, and report any concerns or issues to their supervisor or manager.
Confidentiality: Healthcare support workers should respect a person’s right to confidentiality,
and only share information with those who have a legitimate need to know.
Continuing professional development: Healthcare support workers should strive to improve the
quality of healthcare, care and support through continuing professional development, and seek
feedback and guidance from others to enhance their skills and knowledge.
Equality, diversity and inclusion: Healthcare support workers should uphold and promote
equality, diversity and inclusion, and respect the individuality and diversity of people who use
health and care services and their carers.
The Mental Capacity Act 2005 is a law that sets out how people who are unable to make
some or all decisions for themselves can be supported and protected. It applies to people aged
16 and over living in England and Wales. The Act is relevant to healthcare support workers
because it aims to:
Respect the rights and dignity of people who may lack capacity to make certain decisions, such
as those with mental health problems, dementia, learning disabilities or brain injuries.
Empower people to make their own decisions as much as possible, and to receive support and
guidance to do so.
Protect people who lack capacity from abuse, neglect and exploitation, and ensure that any
decisions made on their behalf are in their best interests and least restrictive of their rights and
freedoms.
Enable people to plan ahead for a time when they may lack capacity, by making a lasting
power of attorney or an advance decision to refuse treatment.
 How they apply to my work role
In my professional capacity, it is my responsibility to adhere to the applicable laws, regulations,
and ethical guidelines that endorse fairness, inclusivity, and the prevention of discrimination.
This might include ensuring that individuals with diverse dietary requirements receive food of
equal quality and variety as those with typical dietary preferences. It also involves respecting
the religious freedom of individuals who follow different faiths, allowing them to practice their
beliefs and observe religious festivities. Additionally, it may entail providing additional
assistance to individuals to facilitate their understanding of available choices and enable them
to make informed decisions.

Assessment Criterion 3.3

Describe how to challenge discrimination in a way that promotes change

A zero-tolerance policy against discrimination in the workplace will become stale if it does not
address all forms of prejudice, whether they are deliberate or not. The people you work with,
the people you come in contact with, the media, and even yourself could all be contributing
factors in an environment of bias. The Equality Act protects individuals from prejudice by
making it a crime to discriminate against them (2010). All organisations should have anti-
discrimination policies in place specifying how they will handle reports of discrimination.
Caregiver prejudice is not something you can afford to ignore. As soon as feasible, show
courage by confronting the offended party head-on so that you can move forward with your
aim. If you want to defuse a potentially explosive situation, try posing questions or making
ideas instead. If this is not the case, however, you should inform your superiors so that they
can investigate the situation and assist you avoid similar ones in the future. When someone
has shown unintended bias, it is important to take the time to explain their actions and the
consequences to them. People who exhibit bigotry on a regular basis should be held
accountable.
Reference list / bibliography

Please list your sources of information in the box below. This includes anywhere
you have accessed to gain the information required to answer the questions. At
level 3 and above, it is expected that you read widely, and we would recommend
that you include at least 3 references. These can be any books you have read,
websites you have accessed or the NCC materials. Please try to reference
according to Harvard. For help with this, please visit the following website:

https://www.ncchomelearning.co.uk/referencing

If you have gained information from other sources, please ensure that this has been
referenced and written in your own words. Plagiarised work will not be accepted,
and your work could be checked at any point throughout the course. If in doubt,
please check your work using a plagiarism checker.

Reference
Archibong, U., & Sharps, P. 2011, ‘A comparative analysis of affirmative action in the United
Kingdom and United States’. Journal of Psychological Issues in Organizational Culture, vol. 41,
no. 3, pp. 51-61

Herdman, A., & McMillan-Capehart, A. 2010, ‘Establishing a diversity program is not enough:
Exploring the determinants of diversity climate’. Journal of Business & Psychology, vol. 25,
no.4, pp. 39–53.

Scott, T., Mannion, R., Davies, H., & Marshalls, M. 2003, ‘Implementing culture change in health
care: Theory and practice’. The International Journal for Quality in Health Care, vol. 15, no. 5,
pp. 11–18.

https://dictionary.cambridge.org/dictionary/english/equality
https://www.skillsforcare.org.uk/resources/documents/Developing-your-workforce/Care-
Certificate/Care-Certificate-Standards/Standard-4.pdf
https://digitalcommons.unl.edu/cgi/viewcontent.cgi?
article=1108&context=ncpacapstone#:~:text=Research%20shows%20those%20who
%20are,%2C%20and%20lower%20self%2Desteem.&text=Discrimination%2C
%20stereotypes%2C%20and%20prejudice%20dominate,no%20way%20to%20avoid
%20them.
https://eschooltoday.com/learn/effects-of-discrimination/
https://www.qcc.cuny.edu/diversity/definition.html
http://aspecmaps.free.fr/NVQ3/SHC33.pdf