Analyse the potential effects 0f barriers to equality and inclusion in own area of responsibility

Communication - may also occur as people have different communication needs.

Analyse the potential effects 0f barriers to equality and inclusion in own area of responsibility

They should be treated in ways that enhance their capacity to choose, and should not undermine their capacity. PROS: it identifies barriers it actively works to overcome them CONS: it is based on laws and regulations it may be very intrusive and impose penalties 2.

My belief and values say it is very important for health to give a food for our body.

equal opportunities model

Every person has one or more of the protected characteristics, so the act protects everyone against unfair treatment. The Act replaced previous antidiscrimination laws with a single act to make the law simpler and to remove inconsistencies.

It can be difficult to challenge discrimination, so it is important to consider how to deal with different and often difficult situations.

models of equality

Equality: is fair treatment and access to opportunities for all regardless of differences like their ability In terms of workplace, inclusion may lead to the feeling of acceptance in an organisation which links to satisfaction with the organisation and commintment to it.

Barriers are then removed or minimised The environment is adapted, personalised support offered, resources or equipment provided. It is not easy to change the views of others but it is important to challenge discriminatory comments and actions.

Equality act

The five principles are outlined in section 1 of the Act. Create an environment which supports equality and challenge discrimination. Their differences could consist of their ability, cultural background, personality, religious beliefs, the list goes on. These differences need to be recognised and respected. The act protects all individuals and groups from discrimination. Recognising that different sections of the community require specific measures to make sure they receive equality. As a manager I will be responsible for ensuring ongoing appropriate staff development and training to support all staff in promoting incluseveness and meeting legislation requirements. We must be Compliant with the legislation it must be embedded in the policies covering Equality, Diversity and Inclusion in the workplace. It can be difficult to challenge discrimination, particularly if it is institutional or practised by a colleague, so it is important that I consider how to deal with different and often difficult situations. We will also need to have a good understanding of their legal position, and the morals and ethics that form the basis of their professional code of practice. Explain what is meant by: Diversity Equality Inclusion Mean by Diversity the differences between individuals and groups in society arising from gender, ethnic origins, social, cultural or religious background, family structure, disabilities, sexuality and appearance. When using the word in relation to people it can be used to describe a wide range of things, ranging from their age, gender, physical attributes, skin colour, their needs, backgrounds, culture and beliefs Equality is backed by legislation Equality Act designed to address unfair discrimination, harassment and victimisation; advance equality of opportunity and foster good relations between people who share a protected characteristic and those who do not. The equality act will for instance impact on my role as manager with regards recruitment. It means appreciating that people are different and they can provide different skills, experiences, and approaches to all manner of situations.
Rated 7/10 based on 29 review
(DOC) Unit Equality diversity and inclusion