Equality and inclusion in adult social care settings Essay
Equality and inclusion in adult social care settings
Diversity is to respect everyone’s differences, regardless of race, nationality, age, religion, culture, gender, beliefs, ability and talent. Each person is an individual, and by respecting this people can be valued on their contributions, and not subject to negative response due to their differences. Respecting and embracing peoples differences will allow for a better working environment, and will make everyone feel more happy. Diversity is important in the work place, as staff are employed on there previous accomplishments and job skill, their personal differences do not effect the recruitment decision. Where I work we have different staff members from all round the world, with different culture’s, beliefs and gender, yet we all work together as a team, and every is treats each other with respect.
Equality is to be respectful of others and treat people fairly, and accommodate for their needs. One of my duty’s as a support worker is to promote independence, and get the best out of the service users. I can do this by assessing the clients individually, and finding what makes them happy and what inspires them, this aids me when attempting make them to feel successful and equal. Equality is also promoting the individuals rights, giving them choices at every opportunity is a good example.
Inclusion is all about getting people involved, and making people feel respected and valued, without considering their, disability, culture, religion, gender, and age. Providing equal access and opportunity’s, without discrimination. In my work place, all staff are given equal opportunity to progress, and participate in relevant training, which allows them to progress.
Effects of Discrimination include;
1. Affecting an individual’s self esteem
3. feeling isolated
4. labelling of others
6. Individuals being treated less favorably than others
7. Prejudice and injustice
The effects of discrimination can be horrible. Discrimination can leave people feeling very low, with no self-esteem. It promotes harassment, and bullying. Discrimination can lead to abuse, verbally or physically. Individuals who are subject to discrimination will experience stress, anxiety, depression, and frustration, this can make the working environment a horrible place. Discrimination is not treating people equal, and not giving them them the same opportunity’s due to their age, gender, sexuality, disability or religion, resulting in an adverse effect on their personal development.
Inclusive practice, revolves around having a positive attitude, and making sure your approachable at all times, and being sensitive to the individuals needs, this makes sure that no one is isolated or excluded. Being aware of the individuals diverse needs when supporting them, and making them feel valued and respected whilst promoting independence. Being aware of the effects of discrimination, allows a support worker to fully appreciate why it is important to promote equality, diversity and inclusion.
Outcome 2 (2.1 2.2 2.3 2.4 2.5)
The Equality Act 2010
This is to stop discrimination and respect the rights of individual. In care services it means that you must offer the same quality of care to all regardless of race, religion colour or other protected characteristic. Implementing the Carers (Equal Opportunities) Act 2004
The government has increasingly recognised the contribution that carers make to society and has passed legislation that acknowledges their needs and entitles them to an assessment and services in their own right. In 2004, the government introduced the Carers (Equal Opportunities) Act 2004. The Act seeks to ensure that carers are identified and informed of their rights, that their needs for education, training, employment and leisure are taken into consideration and that public bodies recognise and support carers. (inclusion) (information sourced from http://www.scie.org.uk/publications/guides/guide09/)
Race Relations Act 1976
The Race Relations Act protects you from racial discrimination. “An Act to make fresh provision with respect to discrimination on racial grounds and relations between people of different racial groups; and to make in the Sex Discrimination Act 1975 amendments for bringing provisions in that Act relating to its administration and enforcement into conformity with the corresponding provisions in this Act.” (information sourced from http://www.legislation.gov.uk/ukpga/1976/74)
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. (diversity) (information sources from http://www.legislation.gov.uk/ukpga/1995/50) The key codes of practices include; to protects the rights of the service user, and promote the services users interest, while respecting there individual needs, and diversity. To maintain the trust and confidence of the service user.
By not complying with the legislation set in place, it more than likely you will be dismissed from work, and could even face prosecution. It is likely before this happens you would be constantly challenged by colleagues on your work performance. By not complying, you would be effectively initiating bad practice, and promoting bullying, racial discrimination, Prejudice and injustice. All this would have a negative effect on not just yourself, but the clients you support and colleagues. Your own beliefs, culture and values, can affect what job an individual is able to do, for a example a vegetarian would not work in a slaughter house. In some cultures they do not tolerate same sex relationships, this can cause friction if supporting an individual who is homosexual, or working along side a homosexual.
This is why it is important to remain professional, and none judgemental. It is also important to be aware of your own personal preferences, and try hard not to impose them when encouraging service user to make a choice, for example; at my current job, I will often present the clients with options of preferred activity’s and asks them if they would like to participate, I have to remain as impartial as possible when coming up with the selection of preferred activity’s, and make sure they are the clients preferences and not my own, this list of activity’s will include walks, going to the flower shop, swimming or playing football. My personal preferences would be to play football, so I would have to be extra careful not to encouraging this, as the client may only choose that activity to please me, I may accidentally encourage playing football, just by smiling or making positive facial expression when suggesting it. This also applies when offering any form of choice, in some religions they don’t eat pork, so when a support worker is offering a choice of food, they might not include bacon sandwiches on the menu.
Being aware of your own beliefs and preferences, and respecting other’s is essential to maintaining good practice. Everyone has different beliefs, preferences and values. It is likely you are going to get on well with people who share the same values, and desires as yourself, oppose to people who have a different set of values, this is why it is important to maintain a professional working relationship with your colleagues and client. By adhering to relevant legislation in regard to diversity, equality, inclusion and discrimination a support worker can avoid imposing their own beliefs, value’s and preferences on others, and maintain good practice. When interacting with others, its important to respect their there beliefs, cultures, values and preferences. This can be done by simply by being aware of them, for example, if a client likes to stay in bed until 12am on Sundays, then do not disturb him until he wakes up. If an individual is fasting in accordance with their religion, do not keep offering food.
Also its important not to challenge someone’s preference, for example political differences, one person may be nationalist and the other a socialist, this topic is best left alone as this conversation can quickly escalate into a heated debate. It is also important to be respectful when offering options, for example, it would not be appropriate to offer a vegetarian a bacon sandwich. When allocating jobs its important to consider the clients personal preferences and beliefs, some client may find it uncomfortable to have personal care with the opposite sex, so its important to respect that and allocate appropriate staff.
Inclusive practice means getting everyone involved, and making everyone part of the solution, and including them on all decision making. By catering for their specific individual needs, will ensure everyone feels respected, wanted and value. Practices that exclude individuals, would involve activity’s that only cater for one genre of people, for example a game where everyone needs to speak English, this may exclude others. Activity’s that is only male or female oriented, this will exclude the opposite sex. Only suggesting options that are easy for the support worker to do, and not considering other people preferences, or disability’s.
Outcome 3 (31. 3.2 3.3)
Challenging discrimination makes the working environment a more friendly place for everyone. It is important that all staff and other professionals challenge discrimination, and promote equality, and diversity. Here is a number of ways that support workers can challenge discrimination in a way that promotes changes;
1. Zero tolerance of any form of discrimination.
2. Regular reviews, so that everyone is aware of the repercussion of discrimination.
3. All staff should have adequate training, on how not to discriminate, and the process of reporting it if observed. Also staff should be trained on how to prevent discrimination.
4. If discrimination occurs, action should be taken immediately.
5. Making detailed records and reporting all incidents of discrimination.
6. Making sure all staff have read the code of practice and policy’s, that explains the practices that must not occur, in relation to discrimination.
Empowering everyone with the ability to report discrimination can be a useful prevention tactic. Setting high standards of how to not discriminate, and then making everyone aware of this, along with how to report it, is essential. Making it clear to everyone, that you can still report discrimination even though its not yourself being discriminated. Enforcing high standards of equality and avoiding discrimination, can be done in simple ways such as; having signs put up around the home that indicate, all residents and staff must be treated equally, and respected, and any forms of discrimination is unacceptable, having an agreement, from all staff, and residents that mutual respect is to be expected.
The easiest way to raise awareness of diversity, equality and inclusion is simply talking about it, the more people talk about it, the more they become aware of it. Training all staff in the subject will also promote awareness, and spark of more discussions. The more people discuss the matter, and bring their different opinion to the discussion the more aware people become, they then will implement these experiences into everyday practice. Providing policies and procedures and even leaflets highlighting the information regarding diversity and equality can raise awareness, to a support worker Detailing what the consequences are, of not following the agreed ways of working can also be helpful in promoting awareness.
When supporting others to promote diversity, equality and inclusion, its best to simply set an example. Supporting others irrespective of their age, sex, culture, or religious beliefs. Getting everyone involved and respecting and celebrating their differences. Also reminding people of the challenges disabled people may face, for instance, when a residents family member decided to visit, who was in a wheel chair, I simply reminded my colleagues that she might struggle up the stairs, and instructed them to put the ramp out before she arrived.