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Transcript of Unit 3
Models of practice might include:
egalitarianism, equity, equality of opportunity, rights, privacy, individuality, independence, dignity, respect, partnerships respecting diversity, empowerment, equality of care, individual rights, individual choice, acceptance, confidentiality, redress, person-centred practice, wishes and needs, supporting privacy and dignity, allocating resources, current codes of practice, partnership working, quality assurance systems, protection from abuse and harm, support and attention for individuals, family, friends, carers, groups and communities, meeting national minimum standards, complaint procedures (the belief that all people are equal and should
be treated as such. It is the belief that all people
should have the same rights) Unit 3
Diversity and Inclusion Outcome 1 Outcome 3 What is Equality
Diversity ? Outcome 2 Analyse the potential effects of barriers to equality and inclusion in own area of responsibility
What the the potential barriers that exist?
the cycle of oppression;
dis empowerment, diminished life chance;
poor interpersonal interactions and communication;
risk assessment and case for action;
new organisational structures and systems;
lack of group cohesiveness;
the media; prejudice;
implications of non-compliance e.g. financial, legal, moral, health Analyse the impact of legislation and policy initiatives on the promotion of equality, diversity and inclusion in own area of responsibility
Equality Act 2010 Although sometimes used interchangeably, the terms ‘equality’ and ‘diversity’ are not the same.
Equality in the workplace takes on the same meaning as it does in your everyday life. It is defined as treating everyone the same, regardless of their differences. Whether the difference is a person's age, race, sex, sexual orientation, religion, national origin or physical disability, he/she is entitled to be held in the same esteem as any of his co-workers
Literally means difference. When it is used as a contrast or addition to equality, it is about recognising individual as well as group differences, treating people as individuals, and placing positive value on diversity in the community and in the workforce Outcome 4 Learned helplessness
Definition: A condition in which one becomes unable to help oneself due to previous failed attempts at controlling one's life; also, a condition in which a person establishes and maintains contact with another by adopting a helpless, powerless stance
Example: Learned helplessness is conditioned behaviour in which an individual gives up trying to escape a painful situation after repeatedly failing to escape.
Visit www.equalityhumanrights.com/ea2010 for the Commission’s guidance and starter kit live from 1st October 2010.
You can also contact: email@example.com with any queries.
I would also recommend that you visit the following website for details relation to codes practice:
For general questions you can call the Equality and Human Rights Commission Helpline: England: 0845 604 6610 ~ Scotland: 0845 604 5510 ~ Wales: 0845 604 8810. How do I find out more? 4. Harassment.
5. Third party harassment.
6. Discrimination arising from disability.
7. Duty to make reasonable adjustments. Prohibited conduct 1. Direct discrimination, including by association and perception
2. Indirect discrimination – now covers all characteristics
3. Pregnancy and maternity discrimination. Prohibited Conduct 1. Extending the equality duty to require the public sector to take into account the needs of all protected groups.
2. Protecting disabled people from potentially discriminatory questions in the recruitment process.
3. Protecting carers from discrimination.
4. Protecting pregnant women and mothers from discrimination when using services etc. So, what does this mean for society?
Here are four examples: Strengthening, harmonising and streamlining 40 years of equalities legislation:
Strengthening: improving the effectiveness of equality legislation
Harmonising: providing the same levels of protection from discrimination across all the protected characteristics and all sectors, where appropriate
Streamlining: simplifying and consolidating approximately 116 pieces of separate equality legislation Purpose of the Act Services and Public Functions
Associations, including Political Parties Where does the Act apply? Protected Characteristics What the new Act means for you The Equality Act
2010 Work base assessments Training session: (observation)
Policies and procedures: implemented by you, as the manager
Work products: implemented/used in your day to day work practice i.e. monitoring tools, examples to illustrate inclusive practice Egalitarianism Confidentiality versus disclosure;
Protection issues relating to individuals and to communities;
Sharing data between professionals;
Conflicts between principles of good practice and the values of others;
Rights and responsibilities of users of the service versus care workers and others;
Personal values and beliefs;
Legal responsibilities of disclosure Describe ethical dilemmas that may arise in own area of
responsibility when balancing individual rights and duty of care 1. Explain models of practice that underpin equality, diversity and inclusion in own area of responsibility
2. Analyse the potential effects of barriers to equality and inclusion in own area of responsibility Learning Outcomes 4. Describe ethical dilemmas that may arise in own area of responsibility when balancing individual rights and duty of care 3. Analyse the impact of legislation and policy initiatives on the promotion of equality, diversity and inclusion in own area of responsibility
Equal Pay Act 1970
Sex Discrimination Act 1975
Race Relations Act 1976
Disability Discrimination Act 1995
Employment Equality (Religion or Belief) Regulations 2003
Employment Equality (Sexual Orientation) Regulations 2003
Employment Equality (Age) Regulations 2006
Equality Act 2006, Part 2
Equality Act (Sexual Orientation) Regulations 2007 The 9 main pieces of legislation that
have merged are the: http://video.uk.msn.com/watch/video/gay-couple-win-hotel-discrimination-case/2gdjuxvj HARASSMENT - When you can be held legally responsible for someone else’s unlawful discrimination, harassment or victimisation.
As an employer, you are legally responsible for acts of discrimination, harassment and victimisation carried out by workers who are employed by you in the course of their employment.
You are also legally responsible as the ‘principal’ for the acts of your agents done with your authority. Your agent is someone you have instructed to do something on your behalf, but who is not employed by you. It does not matter whether you have a formal contract with them, as long as:
• The worker was acting in the course of their employment (i.e. while they were doing their job), OR
• Your agent was acting within the general scope of your authority (i.e.while they were carrying out your instructions)
It does not matter whether or not you:
a) knew about or b) approved of what the worker or agent did.