Diploma 3 303

Michael James Diploma 3 Assignment 303
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Question DIP 1.1 / TC 1.1
Explain what is meant by; diversity, equality, inclusion, discrimination.

Diversity:
Diversity literally means difference. Diversity recognises that though people have things in common with each other, they are also many differences and they are unique in many ways.

Diversity in the community and society is about not just recognising and but valuing the differences we have. By recognising and understanding our individual differences and embracing them, and moving beyond simple tolerance, we can create a productive environment in which everybody feels valued and appreciated.

Diversity, therefore, consists of visible and non-visible factors, which include personal characteristics such as background, culture, personality and work-style in addition to the characteristics that are protected under discrimination legislation in terms of race, disability, gender, religion and belief, sexual orientation and age.

Equality:
Equality means treating everyone equally and fairly according to the law and making equal opportunities available to everyone. This also involves respecting individuals differences and diversity.

Inclusion:
Inclusion means we all give equal treatment, to all people, all the time. Inclusion is about equal opportunities for every person, no matter what their age, gender, ethnicity, financial status, sexual orientation or background. Inclusion aims at embracing and celebrating the diversity of all people irrespective of race, gender, disability, medical or other aspect of their diversity.

Discrimination:
Negative attitudes of prejudice can develop against people who are different in some way. Discriminatory behaviour results in unfair, unjust treatment of these individuals. It could be done against those who are different with respect to their age, sex, nationality, ethnic background, religion, ability, financial status and size.

Discrimination can be unfavourable or favourable treatment of an individual based on their membership in a certain club, political group or category. Discrimination can be based on an individual's ability or on their financial status.



In my role as a support worker there can be two types of discrimination, which are;

Direct discrimination;
This would occur if I showed an objection to supporting a certain group of people or individual on irrational grounds which displayed unfair/unjust treatment and was evidence of a dislike for them because of their age, sex, nationality, ethnic background, religion, sexual orientation, physical or mental ability, financial status and size.

Inadvertently discrimination;
This occurs if I insisted on only working with individuals or staff that met certain requirements of mine or I insisted in working in one set way without asking those I am supporting how they like to be treated or finding out from them how they would like to be supported, as this would inadvertently exclude individuals from being supported who did not fit into my criteria.

Question DIP 1.3 / TC 1.3
Explain how inclusive practice promotes equality and supports diversity and the importance of this.

Inclusion – All people are to be included;
Equality – All people are equal and are to be treated equally;
Diversity – All people are to celebrate each others differences.

The importance of inclusive practice is in promoting equality and supporting diversity. Inclusion is the opposite of discrimination, by promoting inclusion we are supporting equality and diversity and challenging discrimination. Being able to accept and understand each other is vital to successful social integration and a productive working environment.

When we include every person equally through-out society we are supporting the diversity of every person. The way in which a potential support worker approaches equality, inclusion and diversity will demonstrate whether or not they are a suitable to provide care and support to vulnerable adults.

Inclusive practice is about the attitudes, approaches and strategies taken to ensure that all people are included and not excluded or isolated. It means supporting diversity by accepting and welcoming people's differences, and promoting equality by ensuring equal opportunities for all.

Inclusive practice means to include people from all ages, genders, nationality, ethnic background, religion, sexual orientation, physical or mental ability, financial status and size, therefore it supports diversity as it includes everyone.



Inclusive practice supports and promotes both diversity and equality by working to welcome everyone regardless of culture, background, social factors, gender, any form of disability, impairment, mobility restriction. This open approach to providing a service helps to break down the barriers that might prevent participation.

Inclusion nurtures a sense of wellbeing and of confidence in everyone's own identity and abilities. Inclusion ensures that everyone can achieve their potential in the community.

Inclusive practice is best practise as it offers employees and service users the following;

An equal chance to learn and develop
Everyone has the opportunity to participate equally in activities
Service users have the opportunity to communicate in their preferred format
The service user has their individual needs known and met
Everyone feels safe and know they belong in the community
Everyone is valued as a unique individual
Everyone has a sense of feeling confident about their identity.

In addition, inclusive practice involves having an understanding of the negative impact which discrimination, inequality and social exclusion can have on an individual's physical and mental health which would include the following;

Low self-esteem and self worth
Lack of confidence and identity
Fear of rejection and being isolated
Feelings of anger or feeling stressed and unable to cope
Withdrawn and depressed
Loss of motivation and lack of interest in general
Mental illness caused by stress
Poor view of the world.

Health and social care workers demonstrate inclusive practice by working in ways that recognise, respect, value and make the most of all aspects of diversity. Having a sound awareness of and responding sensitively to an individual's diverse needs supports them in developing a sense of belonging, wellbeing and confidence in their identity and abilities. And it helps them to achieve their potential and take their rightful place in society.
Because people who fail to support diversity or promote equality are usually entirely unaware of their attitudes and the impact of their behaviour, inclusive practice involves reflecting on and challenging ones own prejudices, behaviours and work practices.

It also involves challenging those of colleagues and other service providers, with a view to adapting ways of thinking and working and to changing services to build on good practice and to better support diversity and promote equality.
Question TC 2.1
Describe key legalisation and codes of practice relating to diversity, equality, inclusion and discrimination in adult care settings.

The UK framework has two elements to it: anti-discriminatory framework gives individuals a route to raise complaints of discrimination around employment and service delivery and public duties which place a proactive duty on employers to address institutional discrimination.

For the importance of equality to take place within a health and social care setting we need to show an understanding of the legislation which applies to us specifically. These include tolerance, care values, morals and rights within the care settings we find ourselves. The concept of tolerance is one of the most important concepts which must be followed.

Employment Equality Regulations act
This act protects people from discrimination on the grounds of gender, race, disability, age religion, pregnancy, sexual orientation. This ensures I cannot be discriminated against on any grounds.

Special Educational Needs and Disability act
The right for any student with a disability not to be discriminated against or treated less favourably because of their disability. This protects those who may have a disability against being discriminated against.

Mental Health act
Allows people with a mental disorder to be detained, admitted and treated in a hospital against their will. This is either for their own health or for the safety of the public.

The Race Relations act
Prohibits the discrimination against any person on the grounds of their race, colour, national origin in the fields of employment. This ensures no employer may refuse employment on the grounds of their ethnicity.

Promotion of equality means promoting equal opportunities for the employees and the service user. As a support worker I need to ensure we are adhering to the law of the land and putting the service user at the centre of any situation they may find themselves in.



Question dip 2.1
Explain how legalisation and codes of practice relating to equality, diversity and discrimination apply to own work role.

Legislation relating to equality, diversity and discrimination directly affects my work role as I am constantly in contact with a very diverse group of people. It is these laws and codes of practice which dictate how I must interact and work with the individuals I come in contact with. My negative conduct with these individuals can result in breaking the law and prosecution.

Question TC 2.2
Explain the possible consequences of not actively complying with legalisation and codes of practice relating to diversity, equality, inclusion and discrimination in adult care settings.

The possible consequences of me not adhering to the laws and codes of practice in the work role may include:

Being prosecuted for breaking the law;
My company being prosecuted for not ensuring their employees are up-holding the codes of practice.
As a result of these things both myself and the company may be fined.
This behaviour will bring the company I work for into disrepute.
There is a high likelihood I will be dismissed from my position in the company.
I will lose the respect of my work colleagues and possibly my family and friends.

Question TC 2.3
Describe how own beliefs culture, values and preferences may affect working practice.

As a support worker my personal beliefs, values and world-view, if unchecked, can mean I show partiality to a particular group of people and may respond positively to people who share my values and less warmly or even negatively to people who have different values. The way in which I respond to people is linked to my world-view and what I believe.

We all have our own values and beliefs. Sometimes I may be caring for individuals with very different beliefs to my own. As a support worker I have to make sure that my beliefs do not affect how I support and care for individuals. It is therefore important to ensure that the standards for best practice and professional conduct are fully understood so every service user it treated fairly and without partiality.



The questions I should ask myself with regard to treating everyone equally are;

How do my values, opinions, views and beliefs impact on my work practice?
Am I able to separate personal and professional responses when dealing with someone
who does not hold the same values as I do?
Am I able to objective and see what difference exists between personal and professional practice?
Am I able to overcome a strong personal belief, value or feeling to safeguard the service user I am supporting and work in partnership with work colleagues?

To ensure the values, beliefs and world views I hold firmly do not impact the service users negatively I should be seeking too include two core elements.

Equality - The universal value of every human being.
Tolerance - Acceptance of those individuals who believe or do not believe like I do.

These core values are cause for reflection and consideration of personal beliefs to see if I do indeed hold to these values or not. Even after reflection, if I am still unwilling to embrace these two essential values, I am required by law to ensure I treat every person equally and to provide the same quality of support for every service user I support, not just for those who share my world-views and beliefs.

Every service user I support has human rights which include the right to:

be respected and be treated as an individual
be treated equally, without discrimination
be cared for in a way that meets their needs
be protected from danger and harm.

The values and beliefs are formed and transformed by the following:

Family background: 
The make-up of my immediate and extended family and their impact; whether I were an only child or were there many children; sibling rivalry; a mix of genders; the history of My family; whether there was a harsh discipline or permissive attitude.
Environment:
The house/flat/caravan I grew up in and its location, within town or rural setting, within a certain geographical area, or a different country. 
Finances: 
Whether I was wealthy or struggled to have my basic needs met.


Education:
The ethos of my school; whether single or mixed sex; boarding or day school; inspirational teachers; success academically; whether I was bullied; whether I developed special interests. 
Moral influences: 
Religious or spiritual belief system including if I embraced or rejected these values passed onto me as being of central importance to the way I think, believe and live my life.

It is important to reflect and review if these influences have promoted the core values of equality and tolerance.

Question TC 2.4
Describe ways to ensure that own interactions with individuals respect their beliefs, culture, values and preferences.

The best way for me to ensure I maintain a health respect for the service users I am supporting is to develop an personal belief system which has equality, tolerance, inclusion and diversity at it's core. I should remain open minded to different belief systems which I am not familiar with. I should strive not to stereotype people or brush things off when you haven't actually taken the time to get to know about it.

All staff should be aware of individuals' care plans to ensure that the person you are assisting is being supported appropriately to promote their rights, respect, dignity, choices, that take into consideration their culture, beliefs and preferences.

When providing support it should be carefully planned and designed to make sure that the service is exactly right for each individual it is aimed at. This is vital not just because it is a right that everyone is entitled to but because a persons health and well being reacts to emotional factors as well as physical ones and they will if the service they receive is centred around their own needs and in ways they choose.

When supporting service users it is good practice to promote independence were possible taking into account the level of support the person needs therefore they do not receive inadequate support or too much that will de-skill them. 

Ensure each service user is treated individually and their unique value is acknowledged, taking into account the services preferences and wants. 

I must seek to maintain a constant professional manner, using the codes of practice as guide, when working with service users and key people in ways that provide support that is consistent with individuals' beliefs, culture, values and preferences.



I can reflect on, and challenge: 
My own beliefs, assumptions, behaviour and ways of working 
The assumptions of others, their behaviour and ways of working 
Procedures, practices and information that are discriminatory 

It is also good practice to seek advice when having difficulty promoting equality and diversity with a service user. The best way to deal with it is head on, speaking to the senior colleagues to get there advice, and from there, if I do not resolve the issue, I would go to my line manger or care services coordinator to get the right result for myself and the service user. 

I can also support others with whom you work, to work in ways that: 
Recognise and respect individuals' beliefs and preferences 
Take account of individuals' preferences in everything they do 
Acknowledge and respect diversity and difference 

Service users need to feel reassurance that they have rights and can make choice about their own personal and health needs. It is important to provide service users with as much information as possible so they can remain empowered about the choices they can make.

It is important to always respect and maintain the dignity and privacy of service users by accepting of difference and diversity. Clients have a right to the privacy of information and confidentiality at all times because effective relationships are based on trust. 

Provide active support to enable individuals to participate in activities and maintain their physical and mental well being.

Other things I can do to ensure I am being respectful of other beliefs and cultures is;

Talk to people.
I can talk to people of different cultures and get to know how they think and believe. This will give me understanding that though they may believe and practise different things, that doesn't make them weird or backward. Developing friendships with those from other cultures can be an excellent education.

Study other beliefs and religions.
I don't need to be afraid to look at other people's faith and beliefs. This doesn't mean I have to change my beliefs or what I think is true, it simply means I am being open minded and interested in other people's cultures and lives. I do not have to convert or essentially believe everything - just be interested and observe, keeping in mind that everyone has their right to believe in something.

Take a look at history. 
The way some civilizations developed can be fascinating. I can do some studying about ancient Egypt, the Indus Valley Civilization or Tudor history. When you start studying, you'll understand how things wove together to form the world we live in today.

Question TC 2.5
Compare inclusive practice with practice which excludes an individual.

Exclusive practice.
Exclusive practice is making decisions for the service user with out asking them about their needs or wants. This has a negative impact on the service user as it leaves them feeling powerless and out of control of their health care.

Exclusive practice makes assumptions on what is best for the service user based on the practitioners or support workers knowledge and not discussing decisions with the individual.

In this view, the service user is seen as part of the problem that needs to solved and not working with the service user against the problem together. Exclusive practice allows my own preferences/values to encroach upon decisions I am making for the service user and not with and for the service user.

Exclusive is more "old-school," depending on the presumption that only the doctor/support-worker/health specialist can know what will work and the patient should accept and do as they are told, without daring to question.

Inclusive practice.
Inclusive practice makes the service user part of the solution by making them part of the decision-making process relative to their ongoing support and care.

Inclusive health care encourages the service user to ask questions, seek clarity, and make adjustments to their support and care, based on their experience regarding the ways they want to be treated according to what they know is really helping them and which are not.

Inclusive practice means that you provide for the diverse needs of of all of your individuals so that they can feel that they are included and wanted. If your setting catered only for those who, for example, can speak English or are able bodied then others attending would not feel included. Their needs would not be met.

Working in an inclusive way means that you celebrate diversity and recognise equality by including everyone regardless of differences.



Employer practices
Within companies the staff and employees can have a toxic exclusive practice, such as;
Unnecessary hierarchies and occupational segregation, where groups of employees will congregate into certain areas, and others staff are frowned upon if they sit in that location.

All companies should be aware of any potential tensions within the workplace, and take action to anticipate and address them. Members of staff at all levels should be aware of the inclusive values of the organisation and are actively consulted and involved in policy development.

The workforce is representative of the local community (or if not, under-represented groups are encouraged to apply). All employees are encouraged to develop and progress, and any barriers faced by specific groups are identified and action taken to address them.

Policies should be in place concerning equality and human rights, working conditions, dignity at work, employee welfare and fair recruitment and procurement practices.

Question TC 3.2
Explain how to raise awareness of diversity, equality, inclusion.

Raising awareness of any important issue within a company must come from the senior management downward. The first step to raising awareness of diversity is to ensure the senior management are onboard. The senior staff must be modelling the good practice and in so dong being an example of diversity, inclusion and equality.

Awareness of diversity, inclusion and equality can be raised in the following ways;

Through Training and Discussion:
Training about the laws and codes of practice is vital to employees understanding what is and is not acceptable work practice. Having group discussions are essential to raise awareness of diversity, equality and inclusion in any work settings. Discussion in meetings or group discussion among employees is a vital role to raise awareness of equality, diversity and inclusion. The more employees engage in discussion or obtain training about this issue the more they will learn and be aware of and also they will be able and put them in their everyday's practice.

Through written informative leaflets, about the codes of practice, policies and procedures: 
Providing leaflets and sufficient information regarding diversity and equality can raise awareness to the employees by acquiring adequate knowledge about it. It also helps them to know about the consequences if agreed ways of working are not followed which restrain them from doing any form of discrimination relating this issue.


Question TC 3.3
Explain how to support others to promote diversity, equality and inclusion.

To ensure all employees promote diversity there must be a commitment from the senior management of the company to not just promote but enforce diversity, inclusion and equality in all spheres of the work place. This includes making these values priority in terms of informing the organisation's overall vision, values, objectives, planning and decision-making.

The company must identify the it's role and then the employees own responsibilities
and liabilities under equality legislation and any relevant codes of practice.

The promotion of diversity strives to ensure each employee takes personal responsibility for their words and actions and those of people working for the company support a commitment to equality of opportunity, diversity and inclusion.

A constant review of the diversity and needs of the companies current employees and service users customers to identify areas where needs are not being satisfied and where the diversity should be improved.

Ensure the company has a written equality, diversity and inclusion policy and this is clearly communicated to all employees who work for the company and other relevant parties.

Ensure that the equality, diversity and inclusion policy is supported by an action plan, which prioritises areas for improvement and identifies required resources, and that the plan is communicated and implemented across the company.

Carry out benchmarking to identify good practice in relation to promoting equality of opportunity, diversity and inclusion and what lessons can be learnt and applied to your company.

Ensure ongoing consultation with people who work for the organisation or their representatives and other relevant parties on equality, diversity and inclusion issues.

Ensure the programmes and systems are in place to monitor, review and report on progress in relation to equality of opportunity, diversity and inclusion within your organisation and that the findings are used to identify required actions and changes to practice.

Monitor wider developments in the community and society in relation to equality, diversity and inclusion and assess their implications for the company.


Question DIP 3.3 / TC 3.1
Describe how to challenge discrimination in a way that promotes change.

Knowing what to do when you come across discrimination in the work place will have allot to do on the relationship you have with the individuals. The first step to ensuring an environment of diversity, inclusion and equality in the work place can thrive is education and training of both employees and service users.

I could actively challenge discrimination by acting as a role model for positive behaviour and by empowering people to challenge discrimination themselves. Discrimination usually occurs through ignorance. By making a person aware of the facts it will educate them and hopefully change their opinions and actions in the future.

If discrimination is observed then I can ask for a team meeting or training session where there is a demonstration of discrimination and show staff ways that they can challenge and change to prevent this. If I witness discrimination provide evidence where you have recorded dates and times and people involved in the discrimination and provide solutions on how changes can be made which help prevent discriminatory practice.

Specifically, discrimination can be challenged in the following ways;

Not to challenge is not an option.
One of the most difficult things to do is to do something because doing nothing is actually acquiescing in the behaviour of the discriminator. That isn't to say it is easy but if you do not speak out who is going to? If there is a victim present to whom the discriminatory remark or behaviour is addressed it is perhaps unlikely that they will confront and challenge if they believe that you will fail to support them.

Where possible, challenge immediately.
The temptation is not to say anything or do anything there and then but that might suggest to others that you are happy with the negative behaviour or prepared to let it slide. If at all possible, and it might not be if it were to cause further offence to a victim, challenge there and then.

Question someone's reasoning or belief system to the discrimination.
Some people may have been taught at home the things they are doing is right resulting in the discriminatory behaviour. One of the most successful ways of challenging inappropriate behaviour or remarks is to question the motivation of the perpetrator. Ask them questions like, "Why would you say that?" "What evidence do you have for that assertion?" "What are you really trying to say?" "Why are you being so defensive?"



Take your time and step back.
If a situation is becoming hostile and aggressive and the parties are not listening to what is being said and therefore are not hearing then slowing the pace to de-escalate the anger is often helpful. This is not to pull back from the challenging of the discrimination but to help all parties get some perspective.

Taking a break may or may-not help the situation in most cases a break can just add fire to the angry exchange as they have time to think about it… so slow down the speed of the conversation… take time, pause and talk quietly.

Nothing de-escalates a difficult situation better than dropping the pitch and rhythm of your voice and speaking quietly because if someone else is shouting they are forced to lower their voice to hear you!

If you aren't sure what is being said, get clarification.
If you get someone to stop and reflect on the implications of what they are saying, to try to get them to consider their statement from the perspective of another, especially if it was a statement said about themselves, then all this can help to appropriate challenge someone's negative or stereotypical thinking. "If a minority person heard you say that, what would their reaction be?" or "If someone said that about you, how would you react?"

Question the factual accuracy of the information being used.
Often individuals will make discriminatory statements such as "all X do or think this." It is often helpful to challenge the basis of these suppositions and discover whether there is any factual accuracy or whether it is merely a stereotypical, knee-jerk discriminatory statement. People often back down and correct themselves if they discover their arguments are flawed.

Use reflection
Reflecting back to someone what is being said and using others can be very helpful – in particular use yourself as a personal reflector of what is being said. Statements such as, "I'm having some difficulty with what you're saying" or "I can't see your point" or "I accept that is how you think, but I find it unacceptable"

Be firm
Sometimes someone says something or undertakes an action which is blatantly unacceptable or discriminatory. On these occasions, if after dialogue and discussion their behaviour continues – you may have to take further action away from the incident or event.


I should never ignore or excuse discriminatory behaviour any more than I would ignore or excuse someone if they inflicted physical pain on someone else. Discrimination must be addressed because if it is allowed to continue and an incident is allowed to pass without response this contributes to the victim feeling helpless and the perpetrator thinking their behaviour is acceptable.

Question DIP 1.2 / TC 1.2
Describe the potential effects of discrimination.

Discrimination is the prejudicial treatment of any one for any particular reason such as ethnicity or even based on membership to a club or given group. Forms of discrimination are gender, age, disability, sexuality, race, culture, religion, poverty, education, personal features.

Discrimination has a negative impact on those who are being targeted in four main areas

Physical
Signs of poor health may manifest. self harming, attempting suicide, cutting, headaches, poor appetite, a change in eating habits, sleeplessness, loss/gain of weight, deterioration of health, bruises, ulcers, lack of personal hygiene and lack of energy. 
Discrimination can also be expressed in bullying such as verbal abuse or might become physical where the individual is being assaulted.

Emotional
Emotional scars run deep and are unseen and therefore not detected or overcome quickly or easily. The signs of emotional effects of discrimination may lead to low self esteem, lack of confidence, feeling isolated and feeling unwanted, insecurity, becoming withdrawn, depression/stress, anxiety, sudden change in behaviour, lack of co-operation and learned helplessness. The one being discriminated against could come to believe that persecutors are right, leading to a loss of self worth.

Social
The social effects of discrimination are; isolation, lack of friends, becoming withdrawn, unrecognized as an individual, demoralisation, marginalisation, feel like a stranger in social settings and inability to build relationships.

Intellectual
The intellectual effects of discrimination are: restricted access to education, poor performance in examinations, lack of achievements, poor job prospects, lack of skills, loss of motivation, lack of interest in anything and absence from work, lack of friends, social exclusion, no one to talk to about interests or plans for now and the future, not wanting to learn, withdrawing from places of learning, not wanting to be around others, engaging in unsafe behaviours and risks.