1. 1 Legal and organizational requirements on equality, diversity, discrimination, rights, confidentiality and sharing of information in relation to managing and developing yourself and your workforce
Legislation forms a framework which all care homes must adhere to; this is carried out in many guises and includes many parliamentary acts such as human rights act 1998 and the mental health act 1993, these acts are designed to protect and promote rights and responsibilities of people within a care setting. There are also provisions under other acts to protect and ensure rights to specific group’s equal pay, sex discrimination, race relations and disability discrimination. Government guidance states that all public authorities have an obligation to ensure that respect for human rights is at the centre of day to day work. This guidance covers drafting rules and regulations, internal staff and personnel issues, administration, decision making and drafting rules & regulations and policies. Standard 40 of the National Minimum Standards for Care Homes for Adults (18–65) covers the need for care homes to have written policies, procedures and protocols in place, so that they comply with current legislation and professional standards, of promoting dignity, privacy, choice, respect, valuing equality and diversity, and independence. Touchstones have a suite of policies and procedures in place for all important aspects of running the home, and providing the provision of care to residents. The manager is responsible for monitoring, reviewing and amending policies this is carried out yearly, he signs, dates and implements amendments as necessary to demonstrate compliance. All new staff read and signs all policies and procedures complete a work book, giving examples of human rights and other parliamentary acts as part of the induction, plus are all offered to attend mandatory courses ensuring we are meeting equal opportunities and by using various forms of training media...
Promote Equality and Inclusion in health, Social care or Children’s and Young People’s Settings
1.1 Explain what is meant by
Diversity: is meant by acknowledging that each individual is unique and recognising individual differences, for example; culture, ability, gender, race, religion, sexual orientation or any other individual characteristic.
Equality: is fair treatment and access to opportunities for all regardless of differences like their ability, culture, race, gender, religion, sexual orientation or any other group characteristic.
Inclusion: is to embrace all people regardless of race, gender, age, ability etc. it’s about recognising we are one although we are not the same, and to have a sense of belonging.
Inclusive practice means promoting the development of all children, whatever their background, race, gender or ability. Inclusive practice means ensuring that they and their families feel included, valued motivated and empowered. It also involves good anti-discriminatory practice where equality issues become an integral part of the curriculum and discrimination is challenged.
Differences are embraced and celebrated, respect towards each other is promoted and inequality is actively confronted
1.2 Describe the potential effects of Discrimination
The potential effects of...
Confidentiality & InformationSharing:
Much has been written about both the importance of confidentiality and informationsharing, and people are often confused by what is meant. It can also be confusing trying to decided what it is ok to share and in what circumstances.
It is helpful to start any professional relationship by telling people what you mean byconfidentiality, and in what circumstance you might need to share information with colleagues or those outside of the organisation.
‘Its important to start by talking about confidentiality. Any information you give me today or during our sessions will be kept securely, and although I may share information with my supervisor and/or team members, we won’t usually share yourinformation with people outside of the organisation without your knowledge and consent unless we are concerned that you or someone else may be at a serious risk.’
Asking Questions of others need not breach confidentiality
‘simply asking for information from carers, relatives, friends or other people about a patient without the patient’s consent need not involve any breach of confidentiality, providing the person requesting the information does not reveal...
UNIT 10: Promote Equality and inclusion in health, social care, or childrens and young people’s settings
* 1.1 Explain what is meant by
A. Diversity: The idea of diversity is based on the impression that each individual is unique, and that they have their own special something about themselves, that makes them unique. This sense of uniqueness can be based on many different factors. E.g race, gender, age,religion, cultural background etc and that it should be taken into account when dealing with children in a setting.
B. Equality: Equality is the belief that each child has the right to get have their needs met and an organisation must make “reasonable adjustment” to ensure this can occur. This means it must take into account the child’s characteristics and ensure measures are taken for their development when working with children in a setting.
C. Inclusion: Inclusion is the procedure of making the practice of “equality of opportunity” a viable activity in the setting. It means trying to remove as many obstacles as possible for children to ensure they can get maximum benefit from the setting. For instance, we have a boy at our setting for whom albanian is not her first language, at home she speaks French. One staff members also speaks French, and...
What is Diversity?
When we say diversity this refers to differences within the organization. This includes gender or sexual orientation, nationality, physical condition, family status, religious orientation and cultural differences or cultural background.
An organization or a company may have diversities on their employees as well as the culture itself. Many companies have done so much effort to embrace diversity however; there are still some who are not given equal treatment or being valued because of being different. This is maybe because of the impression that, anyone who is perceived as different is likely to have a difficult time contributing to company goals and experiencing personal growth.
Most companies nowadays conduct diversity training to eliminate values, stereotypes and managerial practices that inhibit employees’ personal development and to allow employees to contribute to organizational goals regardless of being diversified.
In managingdiversity, involves creating an environment that allows all employees to contribute to organizational goals and experience personal growth. This environment includes access to job as well as fair and positive treatment to all employees. This is to provide an environment which allows employees to feel comfortable. This may...
...Running Head: MANAGINGDIVERSITY AND EQUALITY
BBC Case on ManagingDiversity and Equality
BBC Case on ManagingDiversity and Equality
The paper will present a case study on the diversity and equality issues in the world’s largest broadcasting network, BBC. The company has employed around 24000 employees. It aims to reflect its audience with the diverse workforce as diversity is considered as a vital success factor of organisation. The company needs to focus on managing the diversity so that it can engage its audience as it targets the diverse people, in terms of age, gender, ethnicity, faith and religion, sexual orientation, political affiliation social and background. Since the audience is increasingly diverse, the company wants to reflect the diversity of its audience in its workforce.
The equality and diversity strategy and initiatives resides with the Diversity Board of BBC, which reviews the progress and sets the essential targets. In the end of 2008, there was a review by the Diversity Board; in which the corporation set targets for workforce in two major diversity areas; which are...
...effects that the Human Rights Act had has had on anti-discriminatory practice in health and social care environments in general as well as specifically in your work placements
“Quite simply we cannot hope to improve people's health and wellbeing if we are not ensuring that their human rights are respected. Human rights are not just about avoiding getting it wrong, they are an opportunity to make real improvements to people's lives.” Rosie Winterton, Minister of State for Health Services (Equality and Human Rights, 2007)
The Human Rights Act places all public authorities in the UK under a duty to respect the rights it contains in everything that they do. The term ‘public authority’ includes the police and governments, organisations providing a function of a public nature, and the NHS and social services- which are the areas in which we will be exploring within this piece of work.
As health and social care environments are all covered under the Human Rights Act this therefore means that the authorities providing these health services are not only under a duty to not breach any human rights but to also take the necessary proactive steps in order to ensure that these human rights are respected, protected and fulfilled.
The rights within the act which are relevant to a health and social care context would...
...Equalitydiversity and rights relates to individuals being valued and appreciated regardless of their age, gender, disability, race, sexual orientation, social background, religion or pregnancy. ‘’Every individual has the right to live their life in the way they choose, as long as it doesn’t affect anyone else in a harmful way’’. People must not be discriminated against in any way people should contribute to creating a positive environment where discriminatory practices and discrimination no longer happen in healthcare premises. All healthcare settings should be delivering equalitydiversity and rights. (Rasheed, Elizabeth Irvine, Jo Hetherington, Alison, 11/2010)
This is about ensuring that people have equal opportunities in life and have a fair chance to fulfil their potential. Equality means treating people in a way that is appropriate for their needs. (youthden.com)
Equality simply means individuals are entitled to be treated equally. People should have equal rights and opportunities. Certain people have different needs, therefore people are not treated the same, this is known as equality of outcome. In a health and social environment a service user may need more attention by the service provider than another patient. For example the service user may have a serious...
...Frederick Taylor University
BA 402D: Organizational Behavior Final Assignment
Student ID: 1754
Francis P. Remengesau
Table of Contents
II. Organizational Behavior
III. What is OB?
IV. Cultural Diversity
VII. Bibliography/Further Readings
VIII. End Notes
The term paper will address organizational behavior in a context of “ManagingDiversity” within an organization and work force in general. Some examples were derived from Delkuu Management Company (“DMC”) which I created in 2007 and Pacific Savings Bank, Ltd., which I am currently managing its liquidation under the Creditors’ Trust for PSB through the Supreme Court of Republic of Palau. The basis of information formed in this term paper is from my research on the subject, observations, experience, and insight into the operations of DMC along with other resources and references, which I relied upon to explain and discuss Organizational Behavior: ManagingDiversity. There will be visible instances that some details would be omitted, such as real names of people involved due to pending court cases; however, the message, lessons, and quality...