Equality week 3 2015
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This document outlines the objectives and content covered in an introductory training course on equality and inclusion in health, social care, and children's and young people's settings over three days. The course covered identifying the effects of racism, learning about different cultures, behaviors that promote inclusion, and overcoming barriers as a service provider. Participants learned about being role models, legal responsibilities, the importance of training and challenging exclusion. The impact of inclusive services on communities was discussed.
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Equality week 2
This document provides an introductory awareness training on equality and inclusion in health, social care, and children's and young people's settings. It covers several key objectives: identifying the effects of discrimination; describing barriers to equality and inclusion; evaluating how barriers prevent inclusion; and examining influences as a role model. The training discusses concepts like the social model of disability, uses activities to demonstrate barriers, and promotes providing inclusive resources to overcome stereotypes.
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This document provides an overview of a training session on equality and inclusion in health and social care settings. It includes the following key points:
- The objectives are to identify protected characteristics, describe equality and discrimination, and analyze stereotypical attitudes.
- There is a discussion of developments in equality over time, including changing views of women, ethnic minorities, LGBTQ+ people, and disabled individuals.
- The Equality Act of 2010 is introduced, which protects individuals from discrimination based on characteristics like sex, race, sexual orientation, and disability.
- Examples of discriminatory behaviors and attitudes are discussed, along with how they can negatively impact individuals. The training aims to promote inclusion and respect for all.
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Here are 3 potential responses you could have to overhearing a discriminatory remark:
1. Politely but firmly call out the discriminatory language and explain why it is inappropriate and hurtful. Request that more inclusive language be used going forward.
2. Discreetly pull the person making the remark aside later and have a respectful conversation about why certain words or assumptions can promote harm, and how we can all work to be more understanding of different people and perspectives.
3. If I felt unsafe directly confronting the person, I would report the incident to the proper authorities according to my workplace or school's policies, so the issue could be addressed through approved channels. My goal would be to establish an environment of dignity
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This document defines key terms related to diversity, equality, inclusion, discrimination, racism, homophobia, and Islamophobia. It provides definitions for diversity, equality, inclusion, direct and indirect discrimination. Examples are given for various types of discrimination including racism in criminal justice, homophobia in employment, and Islamophobia experienced by women in public. Ways to promote equality and diversity are outlined as well as some effects of exclusion and discrimination such as higher rates of unemployment and poverty for disabled individuals.
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This document provides an overview of a unit on equality, diversity and rights in health and social care. The key learning outcomes are described as:
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2) Outline one global topic, gender equality.
3) Explain the responsibilities of health and social care practitioners in relation to whistleblowing.
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Unit hsc m1 equality week 3
This document outlines a unit on equality, diversity and rights in health and social care. It provides learning outcomes focused on describing frameworks for global goals of sustainable development and gender equality. It also explains practitioner responsibilities regarding whistleblowing. The document includes activities like discussing gender inequality, analyzing Care Quality Commission reports, and explaining how self-awareness can influence care delivery. Practitioners must report poor practice and are legally protected for whistleblowing.
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This document provides an overview of a multi-day training course on equality, diversity and rights in health and social care. It outlines the daily learning objectives which include describing key terms, identifying disabilities, explaining inclusive practice, and discussing relevant legislation. The document also describes various classroom activities, such as group tasks to define important concepts, presentations on laws and policies, and discussions of barriers to equality. The overall goal is for practitioners to understand how to support an inclusive environment and meet all individuals' needs.
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This document provides an introductory awareness training on equality and inclusion in health, social care, and children's and young people's settings. It covers several key objectives: identifying the effects of discrimination; describing barriers to equality and inclusion; evaluating how barriers prevent inclusion; and examining influences as a role model. The training discusses concepts like the social model of disability, uses activities to demonstrate barriers, and promotes providing inclusive resources to overcome stereotypes.
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This document provides an overview of a training session on equality and inclusion in health and social care settings. It includes the following key points:
- The objectives are to identify protected characteristics, describe equality and discrimination, and analyze stereotypical attitudes.
- There is a discussion of developments in equality over time, including changing views of women, ethnic minorities, LGBTQ+ people, and disabled individuals.
- The Equality Act of 2010 is introduced, which protects individuals from discrimination based on characteristics like sex, race, sexual orientation, and disability.
- Examples of discriminatory behaviors and attitudes are discussed, along with how they can negatively impact individuals. The training aims to promote inclusion and respect for all.
Equality and Diversity
Here are 3 potential responses you could have to overhearing a discriminatory remark:
1. Politely but firmly call out the discriminatory language and explain why it is inappropriate and hurtful. Request that more inclusive language be used going forward.
2. Discreetly pull the person making the remark aside later and have a respectful conversation about why certain words or assumptions can promote harm, and how we can all work to be more understanding of different people and perspectives.
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This document defines key terms related to diversity, equality, inclusion, discrimination, racism, homophobia, and Islamophobia. It provides definitions for diversity, equality, inclusion, direct and indirect discrimination. Examples are given for various types of discrimination including racism in criminal justice, homophobia in employment, and Islamophobia experienced by women in public. Ways to promote equality and diversity are outlined as well as some effects of exclusion and discrimination such as higher rates of unemployment and poverty for disabled individuals.
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This document provides an overview of a unit on equality, diversity and rights in health and social care. The key learning outcomes are described as:
1) Describe the framework of the Global Goals for Sustainable Development.
2) Outline one global topic, gender equality.
3) Explain the responsibilities of health and social care practitioners in relation to whistleblowing.
Various topics are discussed including the Global Goals, gender equality, whistleblowing policies and procedures, and the roles and responsibilities of the Care Quality Commission. Small group and individual activities are assigned related to these topics.
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This document outlines a unit on equality, diversity and rights in health and social care. It provides learning outcomes focused on describing frameworks for global goals of sustainable development and gender equality. It also explains practitioner responsibilities regarding whistleblowing. The document includes activities like discussing gender inequality, analyzing Care Quality Commission reports, and explaining how self-awareness can influence care delivery. Practitioners must report poor practice and are legally protected for whistleblowing.
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This document provides an overview of a multi-day training course on equality, diversity and rights in health and social care. It outlines the daily learning objectives which include describing key terms, identifying disabilities, explaining inclusive practice, and discussing relevant legislation. The document also describes various classroom activities, such as group tasks to define important concepts, presentations on laws and policies, and discussions of barriers to equality. The overall goal is for practitioners to understand how to support an inclusive environment and meet all individuals' needs.
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This document outlines a presentation on exploring equality and diversity in the curriculum. The presentation discusses why equality and diversity is important, reviews key principles, and reflects on ways to embed these topics in classroom practice. It provides examples of how to incorporate inclusive teaching strategies, develop student understanding of rights and discrimination, discuss diversity in employment contexts, and celebrate diverse groups and identities. Links to further resources on the topics are also included.
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- 45% of Indian adults are illiterate according to government data, while NGOs estimate it is closer to 50 million.
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- Students will make presentations to community leaders and organize rallies to encourage more adults to enroll in education programs.
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Inclusion, Attitudes, Behavior and Social Concept.
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many, particularly in the workplace where increased awareness of diversity issues has changed the
nature of organizations.
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1) What kinds of diversity do you believe strengthens a group or organization? Why?
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REPLY TO MY CLASSMATES’ DISCUSSION TO THE ABOVE QUESTIONS
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or group is beneficial and important, especially when it comes to teamwork.
Researching this from [Kahn,2015], which states, " Having cultural diversity in a team
does improve performance, particularly where creativity, problem-solving, and decision-
making skills are concerned". It is also important to have other elements of diversity,
such as ages, different types of skill sets, and of experience, and with all these
contributing factors the team will remain strong.
What are the advantages and disadvantages of having a diverse work team?
When your apart of a diverse work team it starts with the training when your strengths
and weaknesses are exploited, such as your temperament, thinking and learning styles,
as well as what will be required of you within the team. The most noticeable down fall of
diversity in a team is social stress, trust, conflict, and communication. This can be a
disadvantage to the team if a member is suffering from these psychological conditions,
[Kahn, 2015].
Diversity in a workplace is very challenging and ongoing but everyone is capable of
learning and receive the fruits of their labor so building a positive work environment,
trust, teamwork, good communication skills, and solving problems is the glue to holding a
team together, [Your Career, 2022].
References:
Kahn, A. [2015]. The Ecology of Diversity Examining Individual Societies, and Cultures,
San Diego, CA. Bridgepoint education.
Your Career, 2022, https://www.yourcareer.gov.au/articles/diversity-in-the-workplace
https://www.yourcareer.gov.au/articles/diversity-in-the-workplace
Collapse Subdiscussion
Brianna Lynn
Brianna Lynn
TuesdayDec 20 at 3:41pm
Manage Discussion Entry
Description of my culture
Trying to determine a description of my culture was difficult at first because I needed to figure out what characteristics of my life truly display my culture. I grew up in a lower-middle-class, protestant household in a small town in Northern Ohio. The area I grew up i.
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According to Duffy, et al, a culturally diverse
society or interaction among different cultures
encourages exchange of, and competition
between ideas and different world views. Studies
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increase the rate of entrepreneurship in the
presence of good institutions. Discuss ways your
institution can support a cultural revolution in
entrepreneurship.
Learning Objectives:
• Identify who is not in the room and/or missing
on on campus
• Understand who the entrepreneurship players
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Presenters:
Nerita Hughes, Director of Professional Training & Development, North Hennepin Community College, MN
Dr. Edith McElroy, Dean of Business, International Business and General Studies, Central Piedmont Community College, NC
H. Leigh Toney, Executive Director, Miami Dade College, North Campus, Carrie P. Meek
Entrepreneurial Education, FL
Karen-Michelle Mirko, VP, Marketing, Sales & Meaningful Collisions, NACCE , NY @KMMirko
Spirit of Culture
Lori Hoffner, ProfesLori A. Hoffner
Professional Speaker ~ Trainer ~ Consultant
Supporting CommUnity, Inc.
www.SupportingCommUnity.com
2 cultural diversity
The document discusses cultural diversity in healthcare and the workplace. It outlines national standards introduced in 2000 to increase cultural competence in healthcare. Many federal agencies now require cultural competence training for healthcare professionals. Workplace diversity training focuses on developing respect for cultural differences and effective teamwork. Managers must consider cultural differences related to ethnicity, religion, gender, and geography when evaluating their organizations. Training, mentors, and sensitivity to differences can help employees from various cultures work together effectively.
TIME'S UP/ADVERTISING Minneapolis Event Recap
On May 14, 2018, women from ad agencies across the Twin Cities gathered at Colle McVoy to show their support for the TIME’S UP/ADVERTISING movement. The event was part of the movement’s launch when community meetings took place in 15 cities across North America to begin drawing a roadmap for real change. Here is a recap of highlights and learnings from the TIME’S UP/ADVERTISING Minneapolis event.
Working with CALD Carers - Ingrid Boland & Stephanie De Lorenzo (ECSC)
Working with CALD Carers - Ingrid Boland & Stephanie De Lorenzo (ECSC)CulturalCompetencyinDisabilityConference
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Cur-518 Multicultural Strategies for the Adult Learner
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- 21. Always Challenge Colleagues or Report to Your Manager
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- 26. • Students to feedback to the group from their session this morning with the service users. • How was the session inclusive?
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- 28. Directed Study Task • Research for Friday’s lesson
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- 31. Objectives • Identify behaviours which promote inclusion • Outline how cultural knowledge develops an inclusive society • Explain the importance of inclusive language as a service provider • Evaluate the impact on the community when services make a positive change
- 32. Recap • Around the World Presentations- China
- 33. Inspirational • Nobel Peace Prize 2014
- 34. Communication Communication Communication Cultural differences should not be a barrier to communication. What would you do if you found communication difficult?
- 35. Understanding different cultures and religions helps us to become an inclusive, equal society.
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- 38. Have you met your objectives?
- 39. Awareness in the workplace
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- 42. Have you met your objectives?
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