Mental illness caused by stress The impact of inclusion: By doing the following at Barkat house we are helping the residents help themselves by promoting individualism and honouring their abilities. Promote and support access to social networks.
Hannah Greening Champion equality, diversity and inclusion Unit 3 1.
Everyone should be treated with dignity and respect. Older workers may describe younger workers as slackers and younger workers criticizing older workers for being out of touch. You may also find that the older generation of workers may not be a able to carry out some strenuous tasks that the younger generation may be able to do.
This could result in ignorance, harassment and discriminatory behavior from pother members of the team. Other employees may also be worried about offending an employee with a disability as they would be worried they may say the wrong thing which could result in employees avoiding that person.
An employee of a certain sexual orientation may feel as though they do not wish to disclose this to others in fear of what others may say and if people may talk about them or make jokes or remarks.
Some of the individuals we work with may 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 categorized as from a particular equalities group. And individuals within equalities groups will have vastly different experiences, views and opinions. The legislation relating to equality, diversity and inclusion offers protection from discrimination on grounds of age, disability, gender, race and ethnic origin, religious faith or belief and sexual orientation.
It has a huge impact on service providers as they are responsible for ensuring that needs are met and that individuals are receiving quality care and respect. It is also security for the individuals to know that we as support staff have an obligation to meet certain standards.
We must be Compliant with the legislation it must be embedded in the policies covering Equality, Diversity and Inclusion in the workplace.
Since working in a managerial role I have adopted a very broad- based approach to ensure that all relevant legislation and requirements are taken seriously and adhered to and I take full responsibility for actions in my responsibility.
As a manager I am responsible for ensuring ongoing appropriate staff development and training to support all staff in promoting equality and diversity and meeting legislation requirements.
I also meet with staff to give updates on relevant events and legislation and to discuss issues.
Health and social care providers are obliged to incorporate legislation relating to equality, diversity and discrimination into their policies and procedures. Workplace procedures ensure best practice regarding how support must be carried out, and they must be followed.
As a team we promote the following: When providing information to service users it should be made available in different formats for example large print, Braille, video, total communication, other languages, providing an interpreter.
It is vital that each individual has the choice to make their own decisions and that each decision and opinion is valued. It is important to also create a productive environment in which everybody feels valued, their talents are fully utilized and services meet the requirements of diverse service users.
Avoid using negative or offensive language and images which convey stereotypes. It is important that staff attend relevant training meetings and supervision so they are aware of their role and accountability with regards equality and diversity.
They are able to learn the principles of good practice and keep up to date with new developments and changes to relevant legislations. During supervision I ensure staff are fully aware of the complaints procedure and they are encouraged to report any issues they feel need to be challenged regarding discrimination.
Present staff with a vision of goals we are working towards and where we see ourselves in future years and having a mission statement which states what our aims are as a company.
Create an environment which supports equality and challenge discrimination. Work together with the staff team and raise their awareness of the importance of equality and equip them through training, standards and supervision to recognize and tackle discrimination, and enhance equality.
It is also about challenging others if necessary and speaking up for the individuals you support when they cannot speak up for themselves. It can be difficult to challenge discrimination, so it is important to consider how to deal with different and often difficult situations.
To be able to challenge discrimination I require knowledge of policy, procedures and practice.
If I feel confident about what is good practice, it will be easier to deal more effectively with incidents that arise.
When discrimination happens it may be not always be intentional it can be because of ignorance or lack of understanding. It is not easy to change the views of others but it is important to challenge discriminatory comments and actions.
Use positive language and never use words or phrases that could be disrespectful towards another person and do not allow prejudices and stereotyping to influence you and do not accept any type of discriminatory behavior. I also discuss things during team meetings, supervisions and appraisal.
I try to ensure all staff are aware of the procedures to follow if they suspect discrimination is taking place or they are themselves are experiencing any form of discrimination.
In terms of the workforce, inclusion may lead to the feeling of acceptance in an organization which links to satisfaction with the organization and commitment to it.
This leads to increased productivity and more effective team and partnership working.Question: Unit Champion Equality, Diversity and Inclusion Unit code: SHC 53 3 Understand how to develop systems and processes that promote diversity, equality and inclusion Analyse how systems and processes can promote equality and inclusion or reinforce discrimination and exclusion.
Understand how to develop systems and processes that promote diversity, equality and inclusion ) Analyse how systems and processes can promote quality and inclusion or reinforce discrimination and exclusion * Using relevant legislation; ant discriminatory practice to combat Racism, -Help to provide and implement policy and procedure by.
Challenge discrimination and exclusion in policy and practice Analyse how systems and processes can promote equality and inclusion or reinforce discrimination and exclusion Evaluate the effectiveness of systems You May Also Find These Documents Helpful.
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Additional Assessment Requirements This unit must be assessed in accordance with Skills for Care and Development's. Analyse how systems and procedures can promote equality and inclusion or reinforce discrimination and exclusion.
There must be written policies, designed to reflect the rights and responsibilities of those living within the homes environment, also plans of actions are put into place to prevent future incidents within work place.