This was brought about in order to ensure consistency in what all workplaces need to do to comply with the law in making work environments fair and a better place to work in. This proves to be an effective service as there are other individual and organisational benefits such as improved staff performance and health, reduced staff turnover and absenteeism, which will have a positive impact on customer services. In 1995, there was a Disability Discrimination Act put in place which ensured that people. Providing casework representation for people on access issues. Health and social care staff who do not respect individual rights and have condescending attitudes towards they are caring for, implies that those individuals are perceived not to be equal as others who are not receiving care.
These individuals include staff, service users, professionals, family members and friends and members of the public. Difference and Diversity Model Walker, 1994. The mechanisms allow staff to understand and deal with their issues before they become formal grievances or complaints. It is critical to be aware of how barriers to equality and inclusion are formed and how these can negatively impact individuals, which highlights the importance of having policies and procedures that promote equality, diversity and inclusion. Recognising how and why some groups are underrepresented… 1032 Words 5 Pages follow assessment will have a brief description of the importance of inclusion and inclusive practices in work with children and young people.
However, if the resident is unable to give signed or verbal consent, than this would affect their informed choice as a Mental Capacity Assessment and Best Interests Assessment is carried out. The second model is the medical model of disability which views adults has having an impairment or lacking in some way, this model focuses on impairments that the adult has and finding and acknowledging ways to correct them. Create a productive environment in which everybody feels valued, their talents are fully utilised and services meet the requirements of diverse service users. The ability or inability to make a decision depends on the ability or lack of ability to a understand the information relevant to the decision, b retain that information, c use or weigh the information as part of the process of making the decision of d communicate that decision whether by talking, using sign language or any other means. However, the wording of this regulation suggests that these equality characteristics should be considered in all aspects of care, treatment and support.
Under the provisions of the 1991 Act, parties could. The second model is the medical model of disability which views adults as having impairment, it focuses on impairments that the adult has and finding ways to correct them. Behaviours may include breach of health and safety, criminal damage or offenses, harassment, financial exploitation, or policies that discriminate against or oppress individuals or groups of people. The professional body also governs the service, British Association for Counsellors and Psychotherapists and this suggests it is a highly regulated service. This could also cause a language barrier causing issues with communication. Any act done for, or any decision made on behalf of, someone who lacks capacity should be the least restrictive option possible.
Developing and maintaining effective complaints procedures will enable areas to be identified relating to diversity and equality which require improvement. My role as a senior care assistant requires me to support individuals from a diverse range of backgrounds and cultures. Often, businesses that are struggling with a lack of system interoperability will build highly customized pieces to address symptoms in this case, the inability for two systems to communicate instead of underlying causes the need to upgrade an antiquated system. It is also important to encourage a positive culture within the workplace that promotes the principles of good practice. It is important to be mindful of the range of accessible information the individual requires in order for them to make the decision, and this decision must be unbiased and evidence based. The preferred usage, 'people with disabilities,' stresses the of individuals with disabilities and avoids discrimination.
Such an objective must be pursued in a proactive manner. The Act also promotes equality of opportunity to prevent discrimination arising in the first place. This is done by providing and engaging them in their own individualised care plans and asking their opinions on what they like how they like it etc. The definitions of equality, diversity and inclusion are as follows- Equality is to treat all as individuals; to respect race, disability, age, gender, religion, beliefs, culture and sexual orientation. Listening hard to different viewpoints and perspectives.
A great example of this is the: Disability discrimination act 1995: An Act to make it unlawful to discriminate against disabled persons in connection with employment, the provision of goods, facilities and services or the disposal or management of premises; to make provision about the employment of disabled persons; and to establish a National Disability Council. Poor personal hygiene can also have an effect on an individuals mental health and can lead to a loss in confidence and insecurity. Using this methodology also allows the individual to consider possibilities and have underpinning information to support independent thinking. These kinds of behaviours also need to be ingrained in an organisational culture of tolerance to ensure all staff is aware of their roles and responsibilities in promoting equality and diversity. For staff, bullying can make people vulnerable to unfair treatment and a buddy system would allow a route for someone to develop trusting relationships within the workplace.
To be a role model for other care staff, keeping up to date with the. Outcome 3- understanding 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 It is the responsibility of all of us to promote equality, whether we deal with service users directly or whether we are a support function. All pupils have the right to a broad and balanced curriculum. This allows everyone to feel they are valued. Furthermore, Section 149 of the public sector Equality Duty Act provides the underpinning legislation for various activities that are carried out within the public sector. Prevention is the main key to avoiding this type of hostility.