I promote equality and diversity and inclusions, through our policies and procedures in the delivery of services. In my role I will be seen to promote individuals equality of opportunity, individual rights and choice, their privacy, individuality, independence, dignity and respect. I promote empowerment, equality of care, confidentiality and the wishes and needs of the people that use the service.
The way in which we show diversity and accept other individuals differences can be shown in the following… Complaints procedure (readily available), Consultation/participation individuals have the right and are encouraged to actively participate in consultations regarding changes to service policies and procedures, Individuals care plans are regularly updated by myself and other relevant staff to take into account any changes to the individuals health, needs and wishes. Maintaining confidentiality (storing care plans safely in a locked cabinet), Person centred care plans (individuals rights and choices stated within their care plan).
Offering choices (choices of male or female carer, choice of activities, meals and drinks). An informed choice means that a person fully understands all the arguments before making a choice. It is a choice that is based on a full understanding of the consequences of all available options. Promoting independence, encouraging active support and empowerment of individuals. All service users are allowed to practice their religious beliefs. Respecting individual’s privacy, knocking on doors before entering etc… Work place policies readily available to all and information readily available and various formats appropriate to each individual’s needs.
Inclusion, equality opportunity and anti-discrimination are central principles in social care. All care needs are planned on the basis that so individuals may need additional support to overcome the barriers they face. Barriers are those things that prevent or make access to a service more difficult for certain groups and individuals. The barriers faced depend on each workplace and environment within you work, these barriers could include the following… Age, Gender or gender, Disability (physical or sensory impairment), Faith, Ethnic origin, Sexual orientation, Communication (literacy and language).
Other barriers may include: Structural, such as buildings not designed for wheelchairs. 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. Attitude 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. This is where groups such as ADVOCACY and YOUR VOICE COUNTS play a large role in the lives of adults with disabilities. Remember that everyone is an individual. People do not always like to be categorised in 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, 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. You need to adopt a very broad based approach to ensure that
In my role I am sometimes responsible for ensuring ongoing appropriate staff development and training to support all staff in promoting inclusion and meeting legislation requirements. In addition, meeting with staff to give appropriate updates on relevant events and legislation and to discuss appropriate issues. Health and social care providers are obliged to incorporate legislation relating to equality, diversity and discrimination into their policies and procedures. Workplace procedures dictate best practice regarding how work activities must be carried out, and they must be followed.
Anything else would contravene the law, and be breaching an individual’s rights. Some of the legislations which may impact on area of responsibility could include: The 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 UK to quality care and to regulate its provisions. CQC took over the roles of healthcare commission, commission for social care inspection and the mental health act commission in March 2009.
This prompted government to bring into force THE EQUALITY ACT which brought different types of discrimination within one piece of legislation. It provides understandable, practical guidance for employers, service providers and public bodies to ensure that right to fair treatment are promoted for everyone. Equality act 2010 is the law which bans unfair treatment and helps achieve equal opportunities in the workplace and wider society. The act replaced previous anti-discrimination laws with single act to make the law simpler and to remove inconsistencies.
This makes law easier for people to understand and comply with. The act also strengthened protection in some situations. The act covers nine protected characteristics, which cannot be used as a reason to treat people unfairly. Every person has one or more of the protected characteristics, so the act protects everyone against unfair treatment. They protected characteristics are the following; Age, Disability, Gender reassignment, Marriage and civil partnership, Pregnancy and maternity, Race, Religion or belief, Sex, Sexual orientation.
The equality act sets out the different ways in which it is unlawful to treat someone, such as direct and indirect discrimination, harassment, victimisation and failing to make a reasonable adjustment for a disabled person. The act prohibits unfair treatment in the workplace, when providing goods, facilities and services, when exercising public functions, in the disposal and management of premises, in education and by association (such as private clubs). The MENTAL CAPACITY ACT is designed to protect people who can’t make a decision for themselves or lack the mental capacity to do so.
This act is something that i refer to daily in my everyday work at pgb. CODES OF PRACTICE. In England and Wales, the general social care council (GSCC) is responsible for ensuring that standards within social care sector are of the highest quality. It has developed codes of practice for all care workers that include information on how to protect and promote the rights of individuals using the service. The codes of practice provide a guide to the best practice and set out standards of conduct that workers are expected to meet.