Equality diversity and rights in health and social care

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Level 3 – Unit 2

Equality diversity and rights in health and social care

P1 – explain the concepts of equality diversity and rights in relation to health and social care.

Introduction

In a health and social care environment equality diversity and rights are essential to ensure everyone is prune to having rights and has the right to be treated equally no matter their race age or sex and also to be accepted and respected.

Diversity

The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique, and recognising our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio- economic status, age physical abilities, religious beliefs etc.  It is the exploration of these differences in a safe positive and nurturing environment. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity within each individual.

Examples

Genders - In the past men had more rights than women and were seen as more
important. Women still earn less than men for similar work and find
difficulty in breaking through the ‘glass ceiling’ to the most senior positions
at work. There are far more derogatory terms, such as ‘slag’, used to
describe women than men.

Culture - All of us have a cultural background – activities, beliefs, values, knowledge
and ideas shared by a group of people. White, middle-class culture still
dominates the media and is often seen as more valuable. People feel more
comfortable with others of a similar cultural background and groups who
hold power and influence in society tend to value others like themselves.

Codes of behaviour - People have different codes of behaviour according to their beliefs, values a behaviour and backgrounds. People may have different codes of behaviour for
different aspects of their lives. For example, people who live quiet and law-abiding lives may behave differently at football matches or when with certain friends. As early years practitioners, it is important to make sure our behaviour at work is highly professional at all times and adheres to the policies and procedures of the setting. Its also important to remember that our work is in a regulated setting and requires the confidence of parents and families. Therefore our behaviour outside of work may also affect our work status.

Equality

Equality means treating people in a way that is appropriate for their needs. For example, if Michael Flanders wanted to board the plane, it would be no good saying to him, “you have the same stairs as everybody else”.  What is needed is a way of getting on the plane that will suit everybody’s needs without showing them up and treating them in a way that is worse than other people. 

Falling to do so will be classes as discrimination.

Rights

Rights are what we are entitled to as member of society. Our society recognises that often come with responsibilities. For example, we have a right to live in peace, but a corresponding responsibility to be peaceful ourselves. These rights are sometimes called moral rights’ and are based on ideas about what it right or wrong, fair or unfair and just or unjust.

P2- Describe discriminatory practice in health and social care

Age discrimination is present if an individual is 40 years of age or older and is treated unfavourably in the terms and conditions of his/her employment. In an allegation of age discrimination, both individuals can be over age 40. 

Colour discrimination occurs when individuals are treated differently from others who are similarly situated because of the colour of their skin. Colour is a separately identifiable type of discrimination, which may occur with or without racial discrimination. Colour discrimination can occur in the absence of race discriminating when members of the same race are treated differently because of their skin colour. 

Discrimination of the disabled occurs when an individual is treated differently from others because of a disability. It can also happen when an employer fails to make reasonable accommodation for qualified disabled employees and applicants. A disability is defined as a physical or mental impairment that substantially limits one or more of a person's major life activities. 

National origin discrimination is broadly defined as including, but not limited to, the denial of equal employment opportunity because of an individual's or their ancestor's country of origin. It also includes individuals who are treated differently from others because the individual has the physical, cultural, or linguistic characteristics of a particular national origin group. 

Racial discrimination is present when people are treated differently than others who are similarly situated because they are members of a specific race. It can occur when individuals are treated differently because of unalterable characteristics, such as physical features, indigenous to their race. The courts have also found that racial discrimination in employment can occur when employees are treated differently than other employees similarly situated because of their interracial dating or marriages, racially oriented expression of attitudes and beliefs, and/or membership in racially oriented groups. The courts have been careful to state that minority races are not the sole victims of discrimination. Whites, if treated differently than others who are similarly situated, have also been found to be discriminated against. 

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Religious discrimination occurs when an employment rule or policy requires a person to either violate a fundamental precept of his or her religion or lose an employment opportunity. It can occur when an employer fails to provide reasonable accommodation, such as altering work schedules. 

Sex discrimination occurs when an employee is treated adversely because of their sex. Sex discrimination includes sexual harassment and discrimination in the payment of wages due to a person's sex. Sexual harassment is defined as deliberate, repeated, unsolicited, and unwelcome verbal comments, gestures, or physical contact of a sexual nature occurring in the workplace or work related ...

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this report focuses on discriminatory practice within health and social care settings. strengths of the report are that it provides some strong subject knowledge and links this in well with opinions. however, some of the report is hard to make sense of and it also lacks analysis. ***