Unit 203 Principles Of Diversity, Equality And Inclusion...

Unit 203 Principles of Diversity, Equality and Inclusion...
Unit 203
Principles of diversity, equality and inclusion in adult social care settings.
1.1)
* Diversity is essentially another word for different, it recognises that people are different and unique in many ways such as, personal characteristics,
background, culture, personality, race, disability, gender, religion, belief, sexual orientation and age. It means recognising and understanding
individual's differences and embracing them, to allow people feel more valued. * Equality means treating people in a way that is appropriate for their
needs. For example, an individual not able to mobilise efficiently but has been told they can't use the lift they have to use the stairs like everyone else.
This is not a great way to cater to the ... Show more content on Helpwriting.net ...
1.3)
By supporting an individual's diversity by recognising their differences and valuing them and their individuality, by supporting a individuals equality,
treating a person equally, by including them in all group activities and encouraging individuals to express their views and opinions, by not treating
anyone differently due to their background, ethnicity, culture, race, age, sexual orientation, personality, disability, religion, beliefs and gender and
overall promoting good practice can prevent/stop the likelihood of abuse.
2.1)
Key legislations and codes of practice relating to diversity, equality, inclusion anddiscrimination in adult social care settings are: * Equality Act 2010
* Human Rights Act 1998 * Essential Standards * GSCC Code of Practice * Employment Act 2002 * Disability Equality Duty 2006 * The Gender
Equality Duty 2007
2.2)
A few ways you can interact with an individual in an inclusive way could be allowing them to be fully involved in their daily life, allowing them to
make their own decisions about their own care needs. You should take a genuine interest in the individual and be respectful towards them. You should
try be open to a person's needs, beliefs, wishes, culture and views, don't be judgmental and assume you know the individual.
2.3)
Discrimination can be challenged in adult social care settings by providing the appropriate training to make everyone aware of how
... Get more on HelpWriting.net ...

The Implementation Of New Policies
The implementation of new policies always presents challenges for HR managers, especially in the field of equality and diversity. According to
Kumra and Manfredi (2012, p.5) equality means "that everyone should be treated equally." In a workplace application it is closely tied to the
concept of workforce diversity. For many organisations this presents a challenging task to provide diversity models that consider the entire
workforce, which is often viewed as a universal group instead of one with cultural and demographic differences that affect each employee in a
different manner (Martin Alcazar, Romero Fernandez and Sanchez Gardey, 2013, p.39). In order to successfully implement policies that foster
equality and diversity in the workplace a complete transformation of all HR strategies is necessary (Martin Alcazar et al, 2013, p.43). This
transformation is necessary because organisations will benefit from having people that feel accepted in their workplace as it overall increases the
employees' motivation and effectiveness. It also enhances the organisation's competitive advantage by the creation of diverse teams with diverse skills
and perspectives (Kirton and Greene, 2010, p.226). This essay will explore the challenges that HR managers face when introducing and implementing
policies that support the LGBT community. It will specifically focus on the context of the United States, and provide examples of what the American
Multinational Microsoft does to address these

An Employers Guide Inclusive Workplace
An employer's guide to creating an inclusive workplace
Contents Page
Section 1: Introduction 1
Section 2: What does an inclusive workplace look like? 2
Section 3: What are the benefits of an inclusive workplace? 3
Section 4: How can I create an inclusive workplace? 4
4.1 Consider what you want to achieve 5
4.2 Undertake an inclusion review 6
4.3 Create an action plan 10
4.4 Communicate and implement the action plan38
4.5 Review policies, practices and informal working culture on a regular basis 43
Section 5: How will I know if I'm successful? 44
Section 6: Practical ideas for ... Show more content on Helpwriting.net ...
More employers are coming up with solutions to create and promote an inclusive workplace in order to maximise productivity, attract new talent and
increase employee commitment. Organisations' action on equality and human rights issues can have a significant impact upon their brand reputation, so

inclusion makes good business sense.
Attract new talent
Working teams that are diverse in their make–up are able to come up with a wider range of solutions to business problems. Inclusive workplaces that
openly communicate their values and strategies on equality, human rights and inclusion are capitalising on this as they are able to attract a wider pool
of applicants and talent. Candidates from minority groups may be put off applying for positions in organisations that do not make their commitment to
inclusion known.
Retain productive and committed staff
Inclusive workplaces that understand the needs of their employees and make staff feel valued and respected also have greater success in retaining
staff. Having a range of policies and facilities in place to ensure that all employees are able to balance work with other aspects of their lives has a
positive impact on job satisfaction, productivity and commitment. In contrast, in organisations where stereotypes persist and some groups of employees
face barriers to success, these employees experience negative consequences on performance, health and wellbeing.
Create wider customer appeal and access to untapped

Target Diversity Case Study
Reputation Target has done an exemplary job at incorporating diversity within their organization and it has not gone unnoticed. Though they were not
always one of the best companies in terms of diversity and acceptance of diversity. Target has worked very hard to change the publics, the industry's,
and the stakeholder's view on their reputation over the past couple years. Public In 2010, Target received backlash when the company sent corporate
donations to an anti–gay candidate (la times). Protests and boycotts were made and Target was put on the offensive to meet with gay activists. They
promoted their diversity inclusiveness intensely and eventually the backlash was diminished (la times). From the events in 2010, Target has reached
number 25 on DiversityInc's Top 50 Companies in Diversity (DiversityInc, 2015). Target has also reached a score of 100 on the Human Rights
Campaign's 2015 Corporate Equality Index (Target, 2015). While most consumers will still shop at Target whether another event like the anti
–gay
contributions, Target has really changed how the public perceives them as a whole. Industry... Show more content on Helpwriting.net ...
Target is the only discount retailer on DiversityInc's Top 50 (DiversityInc, 2015). Worried about what about the disparate laws around marriage equality
and the impact it would have on business, in August 2014, Target signed an amicus brief, along with several other organizations, in support of marriage
equality (marriage equality). Before marriage equality was passed in 2015, Target had a difficult time attracting top talent, providing meaningful
benefits to employees, and effectively conducting business all across the United

Unit 4222-303 Promote equality and inclusion in health,...
Unit 4222–303 Promote equality and inclusion in health, social care or children's and young people's settings
Outcome 1: Understand the importance of diversity, equality and inclusion
1. Explain what is meant by:
Diversity – In the literal sense the word 'diversity' means different. Through diversity we recognise the uniqueness of the individual and value these
differences. Diversity can consist of factors which include personal characteristics such as background, culture, personality and work–style. However,
certain characteristics are protected under discrimination such as gender, sexuality, religion, ethnicity,disability and age.
Equality – Equality is about creating a fairer society, where everyone can participate and has the ... Show more content on Helpwriting.net ...
The Blue Badge parking scheme is organised by the local council and Llanerchrugog Hall is a participant; the scheme allocates permits for parking
spaces that are often wider and closer to the destination e.g. supermarket entrance. This scheme promote equality by addressing the needs of those
with disabilities that effect their mobility and by participating in the scheme we are making a conscious effort to bring service user's needs in line
with able bodied people who can walk longer distances. Inclusive practice can support diversity through a variety of means from the way kitchens
operate by including kosher and halal meats, to the facilitation of prayer space for colleague/service user religious beliefs.
Outcome 2: Be able to work in an inclusive way
1. Explain how legislation and codes of practice relating to equality, diversity and discrimination apply to own work role
I generally believe in treating all people as I would like to be treated, with respect and courtesy; as a carer I regularly deal with two different groups of
people – service users and colleagues. A consistent part of my job is to meet the needs of service users who would fall under the disabilities
characteristic in the Equality Act 2010.
Legislation that applies to my work role is outline in the company Equality policy and

Diversity Strengths And Strategies Of Eli Lilly And Google
Companies that actively support and nurture diversity are appealing to employees and consumers. When diversity is a priority, employees feel
empowered, consumers feel positive about supporting the business and the company ultimately outperforms the competition. The task of fostering
diversity within a business can be challenging and not all companies use the same approach. Having a comprehensive diversity plan is the first step in
achieving a diverse workforce and the benefits that come along with it. In this paper, I will explore the diversity strategies of Eli Lilly a recognized
leader in employee diversity and Google a company struggling with employee inclusion. Through this process, analyze the strengths and weaknesses of
Eli Lilly and ... Show more content on Helpwriting.net ...
Similar to Eli Lilly's, these groups promote diversity through many initiatives designed to support minorities in technology. The Black Googlers
Network has a mission to cultivate Black leaders and has created internship and mentoring opportunities. Gayglers works to inform all employees
about LBGT workplace issues and ensure employee policies are LBGT friendly. Women at Google the largest employee group provides professional
development opportunities for women around the globe and encourages young girls to explore careers in technology. Diversity Core resulted from
these ERG's and allows Google employees to spend 20% of their time working on projects that attract more women, minorities and small business
owners to work for and with Google. Current growth in employee diversity can be attributed to the outreach efforts form these passionate

1.1Explain how current and relevant legislation and...
QCF Level 3 Diploma in Children & Young People's Workforce
Unit 030 Understand How to Support Positive Outcomes for Children and Young People
Title
Unit 030 Understand How to Support Positive Outcomes for Children and Young People
Level
3
Credit Value
3
Learning outcome 1 – Understand how the Social, Economical and Cultural environments can impact on the outcomes and life chances of Children and
YoungPeople:
1.1 Describe the Social, Economic and Cultural factors that will impact on the lives of Children and Young People:
There are many Social, Economic and Cultural factors that will impact the lives and development of the Children and Young People in my care, these
can include:
Poor Housing
Cramped, damp or cold conditions ... Show more content on Helpwriting.net ...
Keyworking sessions can also be a good tool in aiding individual thought processes and allowing them personal choices, such as college courses,
hobbies and extra–curricular activities.
Learning outcome 2 – Understand how practitioners can make a positive difference in outcomes for Children and Young People:
2.1 Identify the Positive Outcomes of Children and Young People that practitioners should be striving to achieve:

All Children and Young People grow up in different environments but the quality of care and experiences offered in settings and by other services can
contribute significantly towards positive outcomes for all children.
The Every Child Matters framework (2003) was introduced as a direct result of a review of services offered to Children and Young People and
identifies some of the ways in which practitioners can aid the Children and Young People in their care to make positive and personal choices and
experiences that will have a positive impact on their lives. Positive outcomes for Children and Young People include:
Be Healthy
Enjoy and Achieve
Stay Safe
Make a Positive Contribution
Achieve Economic Well–Being
Each local authority has the duty to ensure that all Children and Young People placed with them achieve the 5 positive outcomes as a minimum.
2.2 Explain the importance of designing services around the needs of Children and Young

Why A Diverse Workplace Matters?
Introduction
Today's an age of competition. Every organization finds ways to be successful. The success of an organization lies in making profits and building
brand image. The search by various scholars has found that a diverse workplace, if managed properly, can do wonders for the success of an organization.
Diversity means differences due to race, gender, ethnic groups, age, personality, tenure, organizational function, educational background, etc. Diversity
involves how people perceive themselves and how they perceive others. These perceptions affect their interactions.
Why a diverse workplace matters? / Benefits of workplace diversity
An organization's success and competitiveness depends upon it's ability to embrace diversity and realize it's benefits. Due to divers workplace
multiple benefits are reported such as below:
Encouraged adaptability – Organizations applying a diverse workforce can supply a greater variety of solutions to problems in services, sourcing and
allocation of resources. Employees from different backgrounds bring individual talents and experiences in suggesting ideas that are flexible in adapting
to fluctuating markets and customer satisfaction.
Broader service range – A diverse collection of skills and experiences, for example languages, cultural understanding, allows a company to provide
services to a customer on a global basis.
Variety of viewpoints– A diverse workforce that feels comfortable communicating various points of views

Discrmination, Diversity, Equality and Inclusion in Health...
Discrimination
Diversity, Equality and Inclusion
To understand what discrimination is, we first have to understand the meanings of diversity, equality and inclusion within our society and social health
care.
Diversity outlines difference and variety; we are all different we have characteristics that make us individual, these come from and include: race,
religion, age, gender, beliefs, appearance, abilities, talents and sexual orientation.
These characteristics give us our uniqueness in society, not only as individuals but also within groups and different cultures.
Equality means treating people fairly, where everyone can participate and has an equal opportunity to fulfil their potential.
To be able to understand what diversity ... Show more content on Helpwriting.net ...
These are all discriminative. Telling jokes about particular groups of people, based on their race, age, religion, culture, gender, sexual orientation,
ability or disability, is discrimination.
We must think about not only what we say or do but also what our colleagues say and do. Stereotyping, generalisations and labelling do not define
the people we care for. Calling someone little as in ' Little Mary' because the lady is small in height, this does not define her as a human being. She

Transgender Discrimination At The Workplace : An...
Nicolette Diodati
Psychology of Identity
Professor Carson
March 31, 2015
Transgender Discrimination in the Workplace: An Educational Workshop on Inclusion and Respect
As the recognition and inclusion of the LGBT community continues to grow and progress, there has been an increase in the importance of creating
awareness about many issues surrounding the inequality this group faces. With much of the focus solely on Gay and Lesbian issues and awareness,
other groups facing gender equality issues are pushed aside. Today, the proportion of employees who identify astransgender does not even qualify as a
fraction of the workforce, however those who do identify as a trans person in the workplace constantly feel the pressure of inequality and exclusion on
them. Transgendered people face serious challenges and discrimination within the workplace. Some of the most prominent and pressing issues are said
to be proper pronoun identification, acceptance of use of gender–specific facilities, and a general misunderstanding that as physical characteristics
change, the work–rate and productivity will still be the same. In a study done by Brewster, Velez, Mennicke, and Tebbe (2014), they aimed to decipher
where the biggest problem is – whether it be interpersonal issues, intrapersonal factors, systemic/organizational issues, or logistics issues. By asking
139 self–identified transgender people a series of open ended questions pertaining to their experiences, successes, and/or struggles

Social Care Settings
QCF Unit 303 Principles of diversity, equality and inclusion in adult social care settings.
Level 2 and 3 Certificate in Induction into Adult Social Care in Northern Ireland
Outcome 1 Understand the importance of diversity, equality and inclusion
1. explain what is meant by diversity, equality, inclusion,discrimination
2. describe the potential effects of discrimination
3. explain the importance of inclusive practice in promoting equality and supporting diversity.
Outcome 2 Understand how to work in an inclusive way
1. describe key legislation and codes of practice relating to diversity, equality, inclusion and discrimination in adult social care settings
2. explain the possible consequences of not actively complying with ... Show more content on Helpwriting.net ...
It means offering the same choices, opportunities and access to services for all. This is indetified in The Human Rights Act 1998.
Inclusion "Inclusion is recognising our universal "oneness" and interdependence. Inclusion is recognising that we are "one" even though we are not the
"same". The act of inclusion means fighting against exclusion. Fighting for inclusion involves making sure that all support systems are available to
those who need support. It is everyone's responsibility to remove the barriers to inclusion." (Standard 4,CIS)
This recognises that everyone is different but all have the right to to be included regardless of their differing needs, wishes and preferences.
Discrimination means being judgemental. It is a preconceived attitude towards members of a particular group formed only upon the basis of their
association of that group that leads to less favourable or bad treatment of that person. This attitude is often resistant to change even in the light of new
information.
Discrmination can occur directly (intentional) or indirectly (unintentional).
Direct discrimination occurs as a result of individuals being treated less favourably or given a lower standard of service than other individuals because
of their gender, race, ethnicity, culture, disability, religion,

Hillshire Brands Company: Racial Discrimination In The...
EEOC Presentation
Spencer Rhine
Hum/315
Stephen Ruddick
April 27th, 2016
Racial discrimination can come in many different forms, and can be found in many different places. Businesses across the country are beginning to
realize they need to take action to combat discrimination in the workplace. Although America has come a long way in reforming socially acceptable
behavior towards minorities, racial discrimination can still be prevalent in the workplace. This was made more apparent by a recent case against
Hillshire Brands Company, formerly known as the Sara Lee Corporation. The case highlights the issues that minorities in TheUnited States of America
still face in their everyday lives. The case also emphasizes the need for a regulating body on employment discrimination, in this case the Equal
Employment Opportunity Commission. ... Show more content on Helpwriting.net ...
It was found that there was racist graffiti on the walls in the bathrooms and locker room, and the former employees also alleged that they were called
racial slurs by supervisors and some of their white co–workers. The Equal Employment Opportunity Commission conducted an extensive investigation
and substantiated the former employee's claims. They eventually determined that the workers indeed felt embarrassed and intimidated by the racist
graffiti, as well as the racial slurs. When the case was finally settled, Hillshire Brands Company was ordered to pay four million dollars to the group of
74 African–American workers. The company was also required to implement various preventative approaches regarding discrimination or harassment
based on race. They were also forced to implement anti–discrimination

Pentadic Analysis
On May 22nd, 2014, a group of women technologists and leaders made a huge contribution in the fight for gender equality for women in technology1.
They grabbed the attention of their audience in an equality issue that has been a hard fought battle of gender equality. At this time, male and female
tech employees seem to be divided on how it is that a direct call to action and solution to the issue of gender inequality in tech be taken2. This group
of women has offered to give a voice to the people and organizations that are willing to and actively making changes in gender equality3. It has been
this mentality and perseverance of this group of women that have made this plight visible and women's experiences valid. On one hand, there is a
group of women who believe that the workplace need be diversified, focusing on inclusion and talent to reach gender equality. On the other hand, there
are male employees who believe that because they do not choose to participate in the discriminatory behavior against female counterparts, there is no
problem that exists and therefore there is no need for changes in the workplace. This paper seeks to utilize pentadic analysis ... Show more content on
Helpwriting.net ...
Here, the women specifically recall personal stories of the many ways in which women woking in technology are subjected to unfair treatment, which
works to instill a sense of rage amongst the tech workplace male and female employees. They utilize the topic of "diveristy" throughout the artifact
that gives the audience hope for the future of the tech workplace. "With time, the benefits of building a diverse team will become increasingly
obvious... We want you to know it is cool to strive to work towards diversity in tech in general.8" By choosing to use statements like these, the idea of
inclusion and tolerance becomes the main motivation in this artifact, and helps advance the sense of change taking place in the

Management and Manager Induction Standards
Manager induction standards
Standards for managers new in post in adult social care, including those managing their own support workers 2012 'Refreshed' web edition, with
guidance and certificate
we help employers to manage their workforces
Contents
Introduction Core standards 1 2 3 4 5 6 7 8 Governance and accountability Systems and processes to promote communication Partnership working and
relationships Using person–centred practice to achieve positive outcomes Team leadership and management Managing resources Equality, diversity and
inclusion Safeguarding and protection 5 8 9 10 12 14 16 17 1
Optional standards 9 10 11 12 Certificate References Personal development Change and growth Managing business Ensuring quality 18 20 ... Show
more content on Helpwriting.net ...
Are physically and mentally able to do the job, with a plan of support, showing any reasonable adjustments, where necessary. This means the manager:
– does not present a risk to people who use services because of any illness or medical condition they have – is not placed at risk by the work they will
do because of any illness or medical condition they have. Have the qualifications, knowledge and experience to manage the regulated activity. Are
appropriately skilled, including as a minimum: – effective communication skills to enable good communication with their staff and the people who use
their service – basic management skills to ensure that the service is delivered to meet essential standards of quality and safety." The Manager
Induction Standards are the first step to equip new and aspiring managers to achieve these goals. If they are covered in depth as suggested in the
guidance they will ensure that managers do develop the knowledge and understanding to help
Manager induction standards, 2012 'Refreshed' edition 1
them gain basic management and effective communication skills. The value base The standards are based upon management practice which has
person–centred support at its heart, with people who use services firmly in control and identifying what is personally important for the achievement of
preferred outcomes. The standards emphasise relationship–centred care as the major approach. Managers

Marriott International Diversity Report
In a report issued in October 2015, Marriott International recognized the 25th anniversary of its diversity and inclusion program, though the tradition of
inclusion goes back decades. Formally launched in 1990, the program's track record of success is extensive: continual increasing commitment to
diversity and inclusion and full support of the contributions of all of its associates; suppliers; guests; and the communities they serve. From a rise in
the number of diverse– and women–owned hotels to exceeding diverse spending goals to its #LoveTravels campaign, Marriott continues to stand at the
forefront of equality.
As leading hospitality brand, Marriott has made diversity and inclusion a core aspect of its business strategy. These efforts are crucial to the company's
success, especially with a continually growing global business portfolio. And this commitment to diversity starts at the very top with its Committee for
Excellence. This group, established in 2003, is comprised of senior–level executives. Board members meet regularly and identify diversity objectives at
all levels of the organization.
Marriott's diversity and inclusion policy is a company–wide and extends to:
Guests;
The "For You, We're MarriottВ®" campaign focusing on African
–American, Hispanic and LGBT business travelers.
The "Be You, With Us" marketing campaign aimed at lesbian,gay, bisexual and transgender (LGBT) travelers, friends and families was launched in
celebration of Pride season.
Associates;
"ONE

Promote Equality and Inclusion in Health, Social Care or...
Promote Equality and inclusion in Health, Social care or Children's and Young People's Settings (SHC33)
Outcome 1 : Understand the importance of diversity. Equality and inclusion
1. Explain what is meant by: Diveristy, Equality and Inclusion
Diversity is about acknowledging your prejudices, allowing people to be different and respecting these differences. It is also about challenging others
if necessary and speaking up for the individuals you support when they cannot speak up for themselves. For example, an care home will have different
service users, with different background, culture, language and with different needs and level of support.
Equality is about recognising individual as well as group differences, ... Show more content on Helpwriting.net ...
Health and Social Care Act 2008.
This Act established the Care Quality Commission (CQC), whose remit is to protect and promote the right of people using health and social care
services in England to quality care and to regulate its provision. CQC took over the roles of the Healthcare Commission, Commission for Social Care
Inspection and the Mental Health Act Commission in March 2009.
For instance, my working place ensure that service users have right to quality care by following the standard care procedure and as well engaged
experience staff.
The Race Relations Act 1976 and amendments 2000, 2003
This Act gives public authorities a statutory duty to promote race equality. The aim is to make promoting race equality central to the way public
authorities work and says they must:
Eliminate unlawful racial discrimination Promote equality of opportunity and good relations between people of different racial groups
For instance, at my place of work, we have service user from different racial background and provide support in line with individual needs.

Codes of Practice
In my working place, there are standard and

Principles of diversity, equality and inclusion in adult...
Assignment 303 Bi Create a leaflet Legislations and codes of practice relating to diversity, equality, inclusion and discrimination Health and Safety
at Work Act 1974 You share the responsibility with your employer for your own safety and of all people that you support Employment Equality
(Age) Regulations 2006 An employee is refused a promotion, because of their age Employment Equality (Religion or Belies) and (Sexual
Orientation) Regulations 2003 An employee is refused e.g. training or lost a job, because of their beliefs, race or sexuality Equal Pay Act 1970 A
female employee is paid less than a male employee for doing same job Sex Discrimination Act 1975 If a female employee is refused a promotion or
training, because... Show more content on Helpwriting.net ...
It is therefore very important to respect and honour their personal beliefs. Some want to go to church on Sundays and others do not want to speak
about church at all and I must respect the fact that they do not want to speak about anything about the Church. It is part of the work that I do to
make sure my clients are happy and therefore am conscious at all times that they feel comfortable about anything they want to talk to me about. It
is most important to remember that my own preferences are different to others and that I can never expect others to think, act and feel the same as
I do. For example, I like to bath at night and shower in the morning but some of my clients fear water and they really hate the idea of being
showered, washed or bathes even once a week. I have to respect their decision but at the same time I need to encourage them to maintain a healthy
and clean state of mind and body. I in cases like this will spend more time encouraging the client that they will feel better and not try and tell them
how I feel when I am clean and fresh. As a provider of care and support you will need to ensure that you understand the legal framework regarding
equality, diversity, discrimination and rights and be able to relate this to your everyday role. Discrimination could take the form of stereotyping, making
assumptions, patronising, humiliating and disrespecting people, taking some people less seriously. These are some of the things you can do to make sure

Pros And Cons Of A Business Essay
What are the pros and cons of a business case approach to diversity management? The world's increasing globalization requires more interaction
among people from a wide variety of cultures, values and backgrounds. People no longer live and work in a one–dimensional marketplace– they are
living in a highly complex and competitive environment that has growing demands of innovation in order to perform successfully amongst other
industries. Business and organizations need to respond to this new diverse landscape, and the best corporations increasingly align with it. A strong
diversity initiative and inclusion in an organization is crucial in remaining competitive in the current business world. Diversity is in the workplace is
claimed to foster and spark creativity and innovation in employees. On the other hand, it is perceived to increase conflict and communication in an
organization. Thus, in theory, diversity is allegedly advantageous to worker productivity, though counterproductive in work–group processes and
dynamics. However, there is a lack of validity and reliability in the empirical research conducted to support this assumption. First and foremost, it is
important to note that diversity expands on and is exceedingly correlated to the concept of equality. Hence, in order to recognize how the two terms
co–exist within each other when either one is being referenced, one must distinguish how diversity and equality management function as two different
initiatives in

Big Pharma Case Study
Diversity Within Big Pharmaceuticals: A Closer Look at Pfizer Healthcare today is often dictated by insurance companies and the pharmaceutical
companies. Often in the news, we hear a lot of talk about "Big Pharma." and their control over the health care industry as a whole. To some degree,
pharmaceutical companies even hold power over the insurance companies. Additionally, Big Pharma has a lot of control over the hospitals, the doctors,
and the media. Pfizer is a well known pharmaceutical company and it is known on the global market as on of the "world's premier innovated
biopharmaceutical companies" (Pfizer,2002). It is also well known for its top ranking profit margins. According to the website homepage, pfizer.com,
Pfizer's mission is ... Show more content on Helpwriting.net ...
A companies website is the face of any organization. With technology and remote access to everything at our fingertips via the world wide web, it is
crucial for websites to promote their message of diversity and inclusiveness in order to draw applicants to the company. Pfizer promotes its goal of
diversity in the workplace throughout its website. Prospective employees, investors, and customers can easily access the companies views on diversity
and integration within the company as a whole. Pfizer CEO Ian Read states, Bringing innovative therapies to patients that significantly improve their
lives requires us to have colleagues who approach problems from different angles based on different life experiences. It is with a diverse workforce that
has wide–ranging capabilities and talents that we can address the world's most important medical needs (Pfizer,2002,

Shc 31-3
SHC 31 1. Understand why effective communication is important in the work setting 1. Identify the different reasons people communicate People
communicate for different reasons, to portray their feelings, emotions, pain, opinions, etc. The communication could be professional (formal), or
personal (informal). It is important within a social work environment that information is recorded, as it may be called upon for legal reasons. All
communications are confidential, and on a "need to know", basis. Communication between colleagues is essential, so that it ensures a continuity of
care for the client, and all staff are aware of the current needs of the client. People also communicate to promote and maintain their relationships. When
... Show more content on Helpwriting.net ...
13. To be aware of the high profile of the Nursery and to uphold its standards at all times. 2. Explain expectations about own work role as expressed
in relevant standards I am a mother of 3 and I LOVE children. Obviously loving children is mandatory, but being a mother isn't. I have (most of the
time) amazing patience. Although no one has perfect patience but patience is one of those mandatory child care qualifications. Being trustworthy is
crucial for any relationship between parents and providers. I have high standards for morals and values. We are the care providers for our future
generations. I have a sense of humour and I am prepared to have fun. Another expectation is for me to rearrange my life, my home, and my schedule I
am anxious to learn more about child development, discipline, child education, nutrition, health and child care qualifications. SHC 33 1. Understand the
importance of diversity, equality and inclusion 1. Explain what is meant by: Diversity Diversity refers to something that is diverse, means that has
different kinds or types. Example different languages, culture, religion, colour and background come together in a group is a diverse group. Equality
Treating everyone same with equal respect and providing them same opportunities is equality. Inclusion An approach to working that allows all
children to participate in all activities of a setting regardless of their background such

Understand Diversity, Equality and Inclusions in own area...
1.Understand Diversity, Equality and Inclusions in own area of Responsibility
1.1 Explain Models of practices that underpin equality, and diversity and inclusions in own area of responsibility.
In looking at this model I have found that many people have views that based on discrimination and prejudice they are embedded in today's society,
the attitudes and the surrounding environment often focuses on what a person lacks in terms of disability and focuses on condition or illness or a
person's lack of ability. To combat this prejudice within making space we use person centred care planning it is my responsibility to promote the use
of this and to ensure that the support workers who deliver it are fully trained to do so. It is also ... Show more content on Helpwriting.net ...
Personal barriers where support staff may hold individual prejudices that influence their practice, these actions may be conscious, but can often be
unconscious or unwitting inflicted on an individual.
Attitudinal barriers are not as easy to identify as physical barriers may be but they can feel every bit as real to those who are exposed to them.
Causing low self esteem low confidence, depression ect.
Physical barriers in a built up environment could be not having access into buildings, narrow doorways, or the absence of lifts and accessible toilets.
When any of the above occurs individuals may feel oppressed, helpless and disempowered, low self–esteem, withdrawn and depressed.
1.3 Analyse the impact of legislation and policy initiatives on the promotion of equality, diversity and inclusion in own area of responsibility
There are many Legislations, Codes of practice (Some of which are listed below) and also my workplace policies which regulate equality diversity
and inclusion within my area of responsibility.The equality and diversity act is the most significant piece of legislation to be introduced for a long
time. And has recently be modified it states that all people male or female people from different races, disabled people, people of different ages, gay
lesbian, straight and bisexual people or transsexual people. People from different religions or different beliefs, pregnant women,

Unit 503 Essay
1.1пЃ† Explain the models of practice that underpin equality, diversity and inclusion in own area of responsibility The client groups at my current
place of work are adults with autism, learning disabilities and some of the residents have a dual diagnosis of mental health issues as well. Both the
social and medical model has an impact on their daily life. The home empowers the residents and enables them to lead a normal positive life where
possible. We do this by providing and engaging them in their own individualized care plans and asking their opinions on what they like how they like
things and allowing them to make informed choices for themselves and whether they have the capacity to make these decisions. 1.2пЃ† Analyse the...
Show more content on Helpwriting.net ...
2.2 пЃ†Reflect on a real work situation where you have challenged discrimination and exclusion in policy and practice I have challenged
discrimination and exclusion in my workplace because quite regularly a certain service user refuses to work and cooperate with a member of staff
who is from a different background. He often says 'She's not white so why do I have to listen to her.' I have to challenge this and explain that we are
all different and we call come from different backgrounds. He sometimes listens and takes this on board but sometimes doesn't and we have to swap
staff around. To help the service user understand what I am trying to say i have to use makaton to help explain this to him. 2.3пЃ† Reflect on a real
work situation where you have provided others with information about: the effects of discrimination the impact of inclusion the value of diversity I
have provided a service user with information about the affects of discrimination as he doesn't understand how this can impact someone as he
regularly discriminates against other members of staff from an ethnic background. I have to explain to him using makaton that it can have a negative
affect on the person and that they may develop low self esteem, have lack of confidence and may become isolated. I have provided service users with
information about the impact of inclusion as I regularly check to make sure they are attending services out in the community, I check

Diversity In The Workplace
Google, one of the largest American multinational technology companies, is one of the many Silicon Valley tech industries accused by friends and
colleagues to lack gender and racial diversity (Swartz 1). Companies are required to report to the Equal Employment Opportunity Commission, which
aims to ensure non–discrimination in the workplace (Coldewey 5). These reports are usually private however Google's senior vice president, Laszlo
Bock, publicly released the reported stats revealing that a diversity problem is indeed present at Google. Charts showed that "70 percent of Google's
employees are men, 61 percent of its total workforce is white, another 30 percent are Asian, three percent are Hispanic and two percent are African
American" (McGregor... Show more content on Helpwriting.net ...
They are looking at diversity through the eyes of a business owner, employee, costumer, and overall community. Even though Google's diversity issue
is not yet resolved and may take years to overcome, they remain optimistic about employee workshops involving diversity education and
consciousness. These two factors will play an important role in every employee's ability to accept and understand difference within the workforce and
within the community. However, the problem may lie in the company's ability to fully adapt and perceive cultural differences. The downside to
workshop education is that there is no way to tell if employees will be influenced to change their diversity biases. As of right now, Google has only
slightly increased diversity percentages for female and minority workers. The future of Google is dependent on whether or not they will be able to tackle
gender and racial diversity along with the promotion of community and business wide diversity consciousness. If the company wants to avoid future
issues they must remain vocal about any concerns they may face and publicly report any advancements/regressions made in regards to diversifying
their workforce. The company's reputation and name are at stake if they cannot follow through with the well set notions they have put in place. Works
Cited:
Coldewey, Devin. "'Time to Be Candid': Google Admits Lack of Workplace Diversity– NBC News." NBC

The Constant Monitoring And Promoting Effective Management...
This case study report will discuss about the constant monitoring and promoting effective management of the Windsors Residential Care Ltd. The
organisation's management processes, interventions and appropriate communication that will contribute and encourage impact of change within a
workplace. Firstly, the definition of diversity, equality, and inclusion will be tackled as to present and introduce its importance in an organization.
Secondly, the analyses of Windsors Residential Care on the probable diversity characteristics, the key impacts involving the organisation, and
recognize the advantages of managing diversity in the workplace. Lastly, a table presentation that will provide recommended plans, interventions,
strategies and presumed outcomes that aims to manage equality and diversity of the organisation. A.Diversity As a start, diversity evidently means
different3. People are different one way or the other, it may be obviously shown or not. These may include: age, gender, race, sexual orientation,
ethnicity, culture, beliefs, social status, etc. Society is as diverse itself because of people. Being a diverse society draws wide perception of views and
experiences that harness these variations to meet the changing needs of the people. In an organisation, diversity acknowledges people from different
backgrounds, skill, attitudes and experiences. A diverse workforce benefits the society in a way that varied views, ideas and experiences are
communicated. In this way,

Essay on Champion Equality Diversity and Inclusion
HARROW COLLEGE
HEALTH AND SOCIAL CARE QCF:
Level 5 Diploma in Leadership for Health and Social Care and Children and Young People's Services (England
Unit CU 2943
Champion Equality, Diversity and Inclusion
YOUR ANSWERS MUST BE YOUR OWN WORK. If you wish to introduce other sources of information, this must be referenced
This workbook meets the following assessment criteria for the unit : Assessment criteria
Achieved
Date
1.1
в€
љ
23/10/13
1.3
в€
љ
23/10/13
3.1
в€
љ
23/10/13
4.1
в€
љ
23/10/13
Candidate Name (print) Mariann Molnar
Candidate signature .........................................................Date12/10/13

Assessor signature 23/10/13 ... Show more content on Helpwriting.net ...
One of the service user like to spend most of his time in his room to read his books and watch telly alone.
Independence
One of the service user able to use public transport so he goes to daycentre alone by bus.
One of the service user does cooking for himself twice a week in support of staff.
Respect
We call the service users with that name what they prefer, all of them wants us to use their first name.
All service can practice their religious beliefs in the manner they wish–staff remove their shoes before they enter into the temple too.в€
љ
CU2943 – 1.3.
How do the relevant acts, regulations, guidance and codes of practice impact on
a) The policies and procedures within your own work setting
The legalisation relating to equality, diversity and inclusion originated from the UK government and the European Union. It offers protection from
discrimination on disability, age, gender, race and ethnic origin, religion and sexual orientation. The legalisation has implication on all workplaces not
only in health and social care.
Compliant with the legislation is written in our Equality, Diversity and Inclusion Policies.
Health and social care providers (such as Newton House) are required to contain legalisation relating to equality, diversity and discrimination into their
policies and procedures.
These procedures offering best practice regarding how work activities must be carried out and they must be followed. If we do not follow

Tour De Georgia and Young People
Level 2 Children and Young People's Workforce CU1510 Contribute to the support of child and young person development Credit value 3 Level 2
GLH 25 [pic] Learner name_______________________ Date started_______________________ Date completed_____________________ Section 1
Be able to contribute to assessments of the development needs of children and young people. 1.2 Identify the different observation methods that you
have used in your workplace? 1. 2. 3. 4. 5. 6. 7. 1.4 How did you meet the child's needs, which you have identified when completing your observations?
... Show more content on Helpwriting.net ...
____________________________________________ 1.2 Who can you speak to if you had concerns about health and safety in the workplace?
____________________________________________________________________________________________________________________________
1.3 Explain why you do risk assessments? Get a copy of your work place risk assessment and see if they have the same reasons
____________________________________________________________________________________________________________________________
Section 2 Be able to recognise hazards in the work setting and during off site visits 2.1 Explain why it is important to have a safe but challenging
environment for children and young people?
____________________________________________________________________________________________________________________________
2.2 Identify the hazards between risk and hazard, explain what they are? What is a risk? Give an example?
____________________________________________________________________________________________________________________________
What is a hazard? Give an example?

1.1 Explain What Is Meant By Diversity
1.1a Explain what is meant by Diversity
Diversity is a reality created by individuals and groups from a broad spectrum of demographic and philosophical variations. It is important to support
and protect diversity because of valuing individuals and groups free from prejudice, and by fostering a climate where equity and mutual respect are
intrinsic.
"Diversity" means more than just acknowledging and/or tolerating difference. Diversity is a set of conscious practices that involve:
Understanding and appreciating interdependence of humanity, cultures, and the natural environment.
Practicing common respect for qualities and experiences that are different from our own.
Understanding that diversity includes not only ways of being but also ways of ... Show more content on Helpwriting.net ...
Making a space for a wheel chair user so they can participate in a group activity, by not putting them to one side of the room while others continue
their discussion because of their disability. When working with clients we need to interact with individuals in an inclusive way. The language we
use with babies would not be appropriate with adults and this would seem as if we are treating them with disrespect. With babies, we use the word
Choo Choo to train, whereas we would not use this term with an older client, it would seem we were talking down to them. In some cultures it is
wrong to make eye contact, touch the head, shake hands so it is polite to observe the person's culture and ask before we presume to take an
offending action. It would be wrong to sit a deaf and blind person in front of a telly, pass a blind person a magazine to read, more forethought would
be to get them a book in Braille. Another big issue with people in wheelchairs is to talk to them, most people talk to the person pushing the
wheelchair and ignore the person in the wheelchair, just because a person is in a wheelchair it does not mean they are incapable of having a

Unit 1 Equality and Diversity
Unit 1 Equality and Diversity Level 4Theory assignment Methodology The aims and objectives of this unit are to show an understanding of the
role of Equality and Diversity in education I have chosen to research and write about those areas that are relevant and appropriate to the work that I
am doing, in order to improve my teaching practice. This hopefully means that the skills I have learned pertaining to research around the subjects
will help to fill in any gaps in my knowledge as I continue to develop professionally. The way in which I approached my research was to begin
writing notes on all the information I already knew about each area. I then concentrated on the areas I had little or no knowledge about; I began to...
Show more content on Helpwriting.net ...
As a teacher my work is influenced by the following legislations and codes of practice Race Relations Act 1976 and 2000 This legislation states that
schools/colleges have a duty to promote race equality. All schools must have a race equality policy with an action plan. The legislation also states that
it is unlawful to discriminate in admissions, treatment as a pupil, exclusion, decisions made by the LEA and decisions on SEN. Schools/colleges must;
*eliminate racial discrimination *promote equality of opportunity between different racial groups *promote relationships between different racial
groups Schools must follow specific duties outlined in the legislation, an example of these are; *to have a policy for promoting racial equality *assess
the impact of their policy including staff, pupils and parents of different racial groups *monitor their impact on attainment levels of such pupils Overall
it is the responsibility of the school/college management team and the staff to ensure that pupils, staff and parents of different racial groups are treated
equally, given the same opportunities and attaining the same targets as their peers. Disability Discrimination Act 1995/2005 It is now a requirement for
the inclusion of

Unit 412 : Equality And Diversity
UNIT 412: EQUALITY AND DIVERSITY IN HEALTH, SOCIAL CARE OR CHILDREN'S AND YOUNG PEOPLE'S SETTING The Equality Act
became law on the 1st of October, 2010, replacing prior legislation such as the Race Relations Act 1976 and the Disability Discrimination Act 1995.
Broadly, it ensures regularity in what employers and employees are required to do to make their workplaces a fair environment, conform and abide with
the law, defining the nine protected characteristics, Age, Disability, Gender reassignment, Marriage and civil partnership, Pregnancy and maternity,
Race, Religion or belief, Sex, Sexual orientation . It comprises of three sets of main guides which in summary, stipulates the following ; Equality and
Discrimination: understand the basics – This identifies with and outlines the essentials of what employers, and employees and their representatives
need to know, and must and should do to make their workplaces a fair environment and act in accordance with equality law. Prevent discrimination:
support equality – This sector of the act explains where discrimination is most likely to occur in the workplace and how to stop it happening
Discrimination: what to do if it happens – is a step–by–step guide covering how an employee should raise a complaint of discrimination and how an
employer should handle it. The above guides not only relate to the workplace, but can also be applied to the society at large and within the adult
support work role. Within the role of work of an

Unit 503 Qcf 5 Essay
503 CHAMPION EQUALITY, DIVERSITY AND INCLUSION In my role as senior I am responsible for ensuring that all individuals, their
families, friends, carers and members of staff and those I work with (ty mawr) in partnership, are treated equally. Everyone should be treated with
dignity and respect. There are many legislations, Codes of practice which ty mawr follow. The workplace policies which regulate equality diversity
and inclusion with each area of responsibility. Below is a list of acts. Every child matters Rights to action Equality act 2010 Essential standards for
quality & safety compliance criteria The equal pay act 1975 The disability discrimination act 1995 Race relations ... Show more content on
Helpwriting.net ...
Cultural barriers can prevent, for example, consideration of spiritual, relation or dietary needs that do not confirm with traditional expectations. For
example it took 3 days to organize halal food. Personal barriers, for example where healthcare staff hold individual prejudices that influence their
practice. These actions may be conscious, but as we have discussed, they can often be unconscious or unwitting. Attitudinal barriers are not as easy
to identify as physical barriers, but they can feel every bit as real to those who are exposed to them. 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. Remember that everyone is an
individual. People do not always like to be categorised as from a particular equalities group. And individuals within equalities groups will have vastly
different experiences, views and opinions. 1.3 The legislation relating to equality, diversity and inclusion, stems both from UK government and
European union. It offers protection from discrimination on grounds of age, disability, gender, race and ethnic origin, religious faith or belief and
sexual orientation. The legislation has implications on all workplaces, in terms of employment practice and in terms of the services provided.
Compliance with the legislation must be embedded in your Equality, Diversity and Inclusion policies.

Causes Of Poverty In America
America is among the world leading economic, political and socially diverse countries on the planet and emerges as a great stakeholder in various
global policy making. However, America is on verge some frail state because of Economic and political mismanagement that is halting back to create a
better image of America globally. This includes some of the external and internal problems which need to be addressed, however I would discuss the
internal factors that can help in making America better. This is called project EREO (Economic and Racial Equality opportunities) which is based to
improve America economic and stability conditions. So far America faces these internal problems (along with immigrant problem), however this
project aim to increase equal opportunity among minorities, females and other migrants to further enhance the productivity without sense of
discrimination. Background Research:
Project EREO is based the idea of keeping human interest at first because America is land of opportunity and diversity. More than 18% incorporate into
minority population in America which include several racial groups including Latino, African Americans, Asians, Europeans and other cultural groups.
However, the employment rate among these minorities are decreasing because of discrimination or unequal opportunities. Along with that, the
discriminative problems of equal opportunities for the women at workplace has been researched for past 5 years. Discrimination and inequality

Discrimination and Young People
Final draft Feb 2010 Title Promote equality, diversity and inclusion in work with children and young people 3 2 Assessment criteria The learner can:
1.1 Identify the current legislation and codes of practice relevant to the promotion of equality and valuing of diversity 1.2 Explain the importance of
promoting the rights of all children and young people to participation and equality of access 1.3 Explain the importance and benefits of valuing and
promoting cultural diversity in work with children and young people 1.4 Interact with children and young people in a way that values diversity and
respects cultural, religious and ethnic differences 1.5 Demonstrate ways of applying the principles of equality, diversity and antidiscriminatory... Show
more content on Helpwriting.net ...
the unit and relevant national occupational standards or other professional standards or curricula (if appropriate) STL18 Support pupils' learning
activities STL23 Plan, deliver and evaluate teaching and learning activities under the direction of a teacher STL38 Support children with disabilities
or special educational needs and their families (CCLD 321) Promote equality, diversity and inclusion in work with children and young people (level 3)
final draft Feb 2010 Page 2 of 4 Final

Sch 33 Equality and Inclusion in Health Essay
SHC 33 Promote Equality and Inclusion in Health,
Social Care or Children's and Young People's
Settings
1. Explain what is meant by:
Diversity
Equality
Inclusion
Mean by Diversity the differences between individuals and groups in society arising from gender, ethnic origins, social, cultural or religious
background, family structure, disabilities, sexuality and appearance. Our society is made up of people with a wide range of characteristics. Where
people vary in a multitude of ways, including in their age, sex, sexual orientation, physical characteristics such as height, weight and skin colour, ability,
personal experiences and personal attributes, such as beliefs, values and preferences
Diversity contributes strength to a ... Show more content on Helpwriting.net ...
Discrimination against people on the grounds of their income, for example treating people living in poverty as inferior, is known as povertyism
3. Explain how inclusive practice promotes equality and supports diversity.
Discrimination and prejudice interfere with:
Children's right to have access to equality of opportunity ,promoting the positive aspects of diversity. And they have no place in setting for children
. Setting should always aim for inclusion is the opposite of discrimination. `inclusion requires us to appreciate the barriers real or perceived to all
children and families participating in and benefiting from what a setting has to offer on an equal footing. Working towards inclusion involves striving
to ensure that such barriers are broken down. When we start to remove these barriers and make sure that all children and families can be ( and feel
themselves to be) part of our settings, we are taking steps to open up equality of opportunity and promote positive attitudes to diversity. We offer each
child opportunities to achieve and flourish which are as good as the opportunities experienced by other children and families has an opportunity to
participate in a setting.

4. Explain how legislation and codes of practice relating to equality, diversity and discrimination apply to own work role
Setting to promote equality of opportunity and ensure that every family is included. Learn child name, same for parents knowledge

Diversity Within The Organization : Workforce Diversity...
The term "diversity" usually refers to individual characteristics such as gender, ethnicity, culture, age but as time has advanced, it is now also known to
defer between those of sexual orientation and physical or mental abilities. Through time, not only the notion of diversity has become more broad but it
has also been more focused on. Due to its ability to provide benefits such as improved morale, contrasting perceptions and strategies, enhanced
teamwork and mutual understanding within the organisation, workforce diversity management has evolved to become an increasingly significant unit of
human resource management in organisations. However, through each advantage there are challenges which may range from legal, moral to ethical.
By incorporating contrasting personas into a corporation, there are several benefits however the main advantage is the greater and broader viewpoints
that are available. "The variety of experiences and perspective which arise from differences in race, culture, religion, mental or physical abilities,
heritage, age, gender, sexual orientation, gender identity and other characteristics". These differing perceptions and interpretations, businesses are able
to mimic the hundreds of contrasting clients they may have or want and thus alter their product or service to better fit their clientele. Through Bertone
and Leahy's studies (Bertone, Leahy, 2002), they distinguished that only a small percentage of corporations recognised that employing

Principles of Diversity, Equality and Inclusion in Adult...
Principles of diversity, equality and inclusion in adult social care settings
Understand the importance of diversity, equality and inclusion
What is Equality?
Equality is about making sure people are treated fairly and given fair chances. Equality is not about treating everyone in the same way, but it recognises
that their needs are met in different ways.
Equality focuses on those areas covered by the law, namely the key areas of race, gender, disability, religion or belief, sexual orientation, transgender
and Age.
People must not be unfairly discriminated against because of any of these factors and we must all contribute to creating a positive workplace and
service delivery environment where discriminatory practices and ... Show more content on Helpwriting.net ...
Race Relations Act 1976
(amended 2000). This states that everyone must be treated fairly regardless of their race, nationality, or ethnic or national origins.
Disability Discrimination Act 1995.
This states that a person with a disability must not be treated less fairly than someone who is able–bodied.
Employment Equality (Religion orBelief) Regulations 2003.
This says it is unlawful to discriminate against people at work because of their religion or belief. The regulations also cover training that is to do with
work.
Employment Equality (Age) Regulations 2006.
This says it is unlawful for an employer or potential employer to discriminate against you at work because of your age.
Essential Standards
CQC has set 28 essential standards of quality and safety ("outcomes") which GP practices must comply with.
The essential standards are set out in the Care Quality Commission (Registration) Regulations 2009 and the Health and Social Care Act 2008

(Regulated Activities) Regulations 2010.
Of the 28 outcomes, there are 16 core outcomes which relate to the quality and safety of patient care.
When you apply for registration, you may be compliant with most, but not all, 28 standards. CQC states that this is acceptable providing there is no
risk to patients.
When you register with CQC you will make an initial declaration of compliance (or non–compliance) in respect of the 16 core outcomes, but are not
required to submit

Diversity: Discrimination and Service Users
UNIT 203 1. What is meant by Diversity Diversity simply means a variety of things. It is understood that each individual is unique, and recognising our
individual differences. These can range from race, ethnicity, gender, sexual orientation, socio–economic status, age, physical abilities, religious beliefs,
political beliefs. It is the exploration of these differences in a safe, positive and nurturing environment Diversity is about recognising, valuing and
taking account of people's different backgrounds, knowledge, skills, and experiences, and encouraging and using those differences to create a
productive and effective educational community and workforce. 2. What is meant by Equality Equality simply means equal... Show more content on
Helpwriting.net ...
On these occasions, if after dialogue and discussion their behaviour continues – you may have to take further action away from the incident or event. 7.
Explain how you promote equality and inclusion in your work and how this helps to reduce discrimination Practices that support diversity, quality
and inclusion to reduce the likelihood of discrimination may include encouraging everyone to express their views and have them listened to which
in turn helps us to respect and celebrate peoples differences, promoting good practice valuing their individuality enabling them to be fully involved
not only in their own lives but everyone around them. Also by having policies in place that all can read and follow within the setting , managers can
go on and /or send staff on training to make them more aware of discrimination and what it is and ways that they could prevent it. 8. Which
legislation and codes of practice relating to equality, diversity and discrimination apply to your own role There are various pieces of legislation in
place to promote equality and reduce discrimination. These include: * The Disability Discrimination Act 1995, Amendment in force from October 2004
* The Special Educational Needs and Disability Act 2001 * The Race Relations Act 1976, Amendment 2000. Amendment Regulations 2003 * The
Human Rights Act 1998 * The Sex Discrimination Act 1975, amendment 1982, 1999 * Equality Act 2006 * Disability Rights Commission

Problems with Affirmative Action Essay
Affirmative Action For many years, people have presumed that Affirmative Action has played and continues to play a vital and important role in the
lives of most minorities . However, some people have raised questions about the effectiveness of Affirmative Action. Since it's conception, it has been
believed that in some instances, Affirmative Action has been more harmful then helpful. One may ask the question, is Affirmative Action really worth
fighting for? Some may argue, that if it had not been for Affirmative Action, the minority unemployment rate would be much higher. Like any program,
Affirmative Action has its flaws. One major downside occurs when employers over look one's credentials and hires people solely on the ... Show more
content on Helpwriting.net ...
Taking Affirmative Action away fromminorities would be equivalent to setting the African American race back a hundred years. At the same time,
using Affirmative Action as a crutch as opposed to a stepping stone, will also aid in the decline of minorities, in the work force and everywhere
else. In the United States, promoting diversity in the workplace is becoming virtually impossible. Laws such as Tile VII of the Civil Rights Act of
1964 and the fourteenth Amendments were both created to protect the American people from discrimination on the grounds of race, creed,
religion, sex and color. However; Affirmative Action was created to encourage diversity on the basis of race, creed and color. The real problem is
created, when job employers do not apply enough strict scrutiny to the hiring process. The lack of strict scrutiny being applied to the hiring
process makes it easy for an employer to cross the thin line between discrimination and equality. What I mean by this is, when an employer decides
that he or she needs to create a more diverse working environment, the employer may tend to hire a person, strictly on the basis of color and not so
much on their merit and ability to handle the job at hand. Unless an employer can prove that the person he or she has hired is more qualified for the
position than one of the applicants that was turned down, then he or she is liable to be faced with a case of reverse discrimination. If we take a look
at Title

Unit 203 Principles Of Diversity, Equality And Inclusion...

Recommended

Recommended

More Related Content

Similar to Unit 203 Principles Of Diversity, Equality And Inclusion...

Similar to Unit 203 Principles Of Diversity, Equality And Inclusion... (6)

More from Alicia Johnson

More from Alicia Johnson (20)

Recently uploaded

Recently uploaded (20)

Unit 203 Principles Of Diversity, Equality And Inclusion...