Champion Equality Diversity: Doc

Champion
Equality
Diversity

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Explain models of practices that underpin equality, diversity and inclusion........................3
1.2 Analyse potential effects of barriers to equality and inclusion............................................4
1.3Analyse impact of legislations and policies initiative on promotion of equality, diversity
and inclusion...............................................................................................................................4
TASK 2............................................................................................................................................6
2.1 Promote equality, diversity and inclusion in policy and practices........................................6
2.2 Challenges discrimination and exclusion in policies and practices......................................6
2.3 Provide others with information about:.................................................................................7
2.4 Support others to challenges discrimination and exclusion..................................................8
TASK 3............................................................................................................................................9
3.1 Analysis how system and process can promote equality and inclusion or reinforce
discrimination and exclusion.......................................................................................................9
3.2 Evaluate effectiveness of system and processes in promoting equality, diversity and
inclusion......................................................................................................................................9
3.3 Propose improvement to address gaps or shortfalls in system and processes.....................10
TASK 4..........................................................................................................................................12
4.1 Describe ethical discrimination that may arise when balancing individual rights ans duty
of care........................................................................................................................................12
4.2 Explain principles of informed choice................................................................................12
4.3 Explain how issues of individual capacity may affect informed choice.............................12
4.4 Proposed a strategies to manage risk when balancing individual rights and duty of care. .13
CONCLUSION..............................................................................................................................13
REFRENCES.................................................................................................................................15

INTRODUCTION
Hospitality refers to friendly and polite manner in order to attain or interact with guest,
visitors or strangers. By proper and effective hospitality nature customers or visitors get attracted
and they get encouraged for visit particular place again and again (Powell and Sang, 2013). This
will leads to enhancement of sales as well as profit of an organization in efficient manner. There
are various sectors in which proper hospitality is necessary such as old age home or senior care,
restaurant or hotel, hospitals and many others. Organization which is taken for this assignment is
Home Instead Senior Care which is established by Paul and Lori Hogan in year 1994. They are
operating their business in Non medical in home care of senior industry. Its headquarter is in
Omaha, Nebraska, United State and they serve their services at worldwide range. It is one of the
world largest franchise of senior care which operate their business in approx twelve countries
with near by 1150 operating offices. Topics covered in this report are understanding of diversity,
equality and inclusion as well as it include how to be able to champion diversity, equality and
inclusion. Moreover it explain understanding of development system and process which promote
respective things and how to manage risk.
TASK 1
1.1 Explain models of practices that underpin equality, diversity and inclusion
In a hospitality industry it is necessary that they conduct practices which underpin
equality, diversity and inclusion. Equality refers to treat and respect all individuals in same
manner on basis of disabilities, age, gender, race, religions, beliefs and so on. All persons must
be eligible for all responsibilities as well as responsibilities. Diversity refers to value which show
all are different but yet same (Area, 2013). This is so because need, interest, learning style ,
language etc. are different from person to person. Whereas inclusion means incorporate equality
and diversity into environments in order to encourage positive resultant as well as enhance
opportunities.
It is role and responsibilities of manager of Home Instead Senior Care to contact or
communicate to its staffs, visitors, partners, shareholders, children, patients, parents and many
others in effective manner. So it is their responsibility to maintain and develop respectfully and
fair relation to all of these peoples. For which they promote and adopt various law, policies and
code to protect equality, diversity and inclusion. Such as Disable discrimination Act, 2005;

GSCC code of practice for social care workers; HCPC health and care professionals council;
Care home regulations, 2001; Mental health Act, 1983; Data protection Act, 1984 and many
others. These legalisation as well as codes are followed by respective organization manger in
order to operate their duties in effective manner.
1.2 Analyse potential effects of barriers to equality and inclusion
Potential barriers refers to things which create things difficult for other person or a group,
this will also leads to reduction in effectiveness of wok and process. There are various barriers
face by Home Instead Senior Care in order to serve senior citizens, such as age gap, mental
health, disabilities, communication, faith and many. some major of them are explained below:-
 Age gap: Due to vary in age group, style of working or conduct work get differ which
leads to conflict between peoples. According to old age peoples young generation
citizens are slackers and they didn't like to work with old age peoples due to which they
criticize them (Richardson and Monro, 2012). Whereas in respect of young peoples
senior citizens are understand them and not like way in which they are working. Due to
this perceptions there is occurrence and creation of differences as well as conflict.
 Communication, literacy and language: In respective organization there are various
staffs, families, senior citizen or patients come form different different countries. Due to
which their working style and communicating language is different from each other. That
leads to difficulties in understand each other, sometime this will leads to reduce in quality
of work efficiency.
To overcome and avoid this situation manger of Home Instead Senior Care adopt various
legislations related to equality, diversity and inclusions which help in protecting from
discrimination situations on basis of age, disabilities, gender, race, disabilities and many.
1.3Analyse impact of legislations and policies initiative on promotion of equality, diversity and
inclusion
In an organization it is consider as responsibilities of a manager to develop legalisation as
well as policies through which they can promote equality, diversity and inclusions in effective
and efficient manner (Plamenatz, 2017). Manger of Home Instead Senior Care create as well as
adopt various policies and laws to maintain appropriate situation or condition at a workplace.
Such as promote empowerment, equality of care, promote employees work, equal rights and

opportunities to all employees, dignity, respect employees as well as clients and many other.
Some major of them which is promoted by respective company mangers are explained below:-
 Complaint procedure: Understand need and wants of every employees, partners, clients,
patients and families and ready to meet them in effective and appropriate manner.
 Meetings: Peoples who are resident of Home Instead Senior Care have right to take part
in each and every meeting in order to give their point of views in proper manner (Nimni,
Osipov and Smith, 2013). This will leads to positive and friendly environments at
respective organization.
 Review strategies and plans: Manager of respective company review each and every
plan for individual care on regular basis on every 1 to 3 months, so that every resident get
proper care. Along with this they change or update strategies according to change in need
and wish of residents.
 Various planned activities: In Home Instead Senior Care all service users have right to
choose their activities in effective and manner that leads to positive and friendly
environment.

TASK 2
2.1 Promote equality, diversity and inclusion in policy and practices
In Home Instead Senior Care it is consider as role and responsibilities of manger to take
care that each and every staff will promote equality, diversity and inclusions in effective manner
while dealing through services users or residents indirectly or directly. For this they develop
various ways which are mentioned below:-
 Respect and Dignity: In respective company every individual respect other's need for
dignity as well as privacy (Spencer, 2015). All staff and service users are treated equally
with non judgemental attitude so that they feel connected towards respective company
and enjoy working with them.
 Information and communication: Manager of Home Instead Senior Care distribute or
promote every information through various channels such as large prints, video, braille
and they also communicate in different different languages. By this each and every
resident able to understand message or information in effective and appropriate manner.
 Value the contribution: In respective company manger develop regulation that each and
every service user as well as staff contribute in decision making process of any activities
or process. By this everyone feel connected towards the respective company in effective
and appropriate manner.
 Embrace difference: In order to reduce or avoiding differences Home Instead Senior
Care manager develop various strategies in order to attract more customers and retain
employees for a long run.
For this manger of Home Instead Senior Care develop various strategies and plans such
as organize training as well as development program, motivate employees by encouraging them,
and many more.
2.2 Challenges discrimination and exclusion in policies and practices
Manger of Home Instead Senior Care develop plans strategies to take care as well as
ensure equality and also for diminishing discrimination. For this they will engage service users
and their families in effective manner (Clutterbuck, Poulsen and Kochan, 2012). Manger also
develop environment of workplace in appropriate manner which leads to equality and challenge
discrimination. They also plans training and development programme so that employees quality

will enhance and equality will increase. This will also help in reducing discrimination and help in
tackle it in proper manner (Bullock, 2014). Their are also several other ways by which are
adopted by manager of Home Instead Senior Care in order to ensure quality and eliminating
discrimination, some of them are given below:-
 Develop environment of organization which leads to fair and equal services and reducing
discrimination.
 Involve peoples ( staffs and service users) and their families in decision making so that
they feel connected towards company.
 Organize training and development program which respect to recognise and overcome
discrimination as well as increase equality.
 Develop environment and culture of using age for a purpose of equality monitoring and
not discrimination should be done on the basis of it.
 Manager act fairly to every service user and staff so that they fell equally which will
challenges discrimination.
 They always use positive as well as appropriate language, never use work or term which
disrespect someone or hurt anyone.
2.3 Provide others with information about:
In an organization it is necessary that manager develop appropriate environment which
leads to challenges for discrimination and promote equality. For this they must involve all
employees and resident in decision making process. If they will not do so they may face issues
in respect of discrimination, inclusions as well diversity.
The effect of discrimination: Discrimination affect an individual in various ways such
as loss of motivation, reduction in rights of individual, limited opportunities, feel stressed,
isolated, feel depressed, anger and lose self esteem (Barnard, 2017). Along with this it also affect
on a person's mental which leads to frustrations, anger, nervous breakdown, high blood pressure
and many more.
The impact of inclusion: In respect of respective company, inclusion refers to feeling of
acceptance within an organization with feeling of satisfaction as well as connected. Proper
inclusion also leads to increase in profitability ratio by increasing productivity with effective
partnership or team working. Along with this there will be also enhancement of health and well-
being, reduction of discrimination and many more.

The value of diversity: It refers to that situation when one individual is different from
another in term of ability, back ground, cast, religions, personality and so on but all of them are
working together in effective manner. By this all staff or residents able to enhance their various
skills and knowledge such as team working skills, understand skills, communication skills and
many more (deandvan, 2016). This will also leads to increase in productivity of workplace and
also help in maintaining positive environment.
2.4 Support others to challenges discrimination and exclusion
In an organization it is necessary that every one support manager in developing and
maintaining appropriate working environment with no discrimination. For which Home Instead
Senior Care manger decide to develop training and development program for all residents as well
as staff so that they understand negative impact of discrimination. They must also organization
meeting or activities in which all peoples communicate and contact to each other which leads to
increase in understanding in effective manner (Powell and Sang, 2013). Manager also develop
certain strategies so that peoples complain about discrimination when they feel or see it. That
strategies are whistle blowing policy, complain procedure and appeal procedure. If any complain
will be register it is necessary to monitor it and analysis situation in effective and efficient
manner. This will help manger in taking strict action and developing strategies according to
particular situation.

TASK 3
3.1 Analysis how system and process can promote equality and inclusion or reinforce
discrimination and exclusion
There must be written policies and procedures which are related to role, rights and
responsibilities for service users as well as staffs of Home Instead Senior Care. Along with this
they also consider issues which may face by respective company in future. All developed
policies are based or response to codes of practices, legalisation and statutory guidelines
(Klarsfeld and et.al., 2014). By adopting and maintain these guidelines and legalisation
respective company manager able to ensure about no discrimination situation which leads to
appropriate working as well as living condition. Policies and procedures helps an organization in
providing guidelines to staffs as well as services users to ensure about practices are conduct in
effective and appropriate manner. Development of proper policies at Home Instead Senior Care
leads to equality as well as positive environmnet. Through which all peoples conduct their work
in proper manner that directly enhance productivity. Respective company also develop and
organize activities thorough which they able to motivate employees as well as residents in proper
manner. By all this senior citizens able to live and enjoy their life in effective manner. Manager
of Home Instead Senior Care also develop some strict punishments and fines to those who will
conduct discriminate at respective place.
3.2 Evaluate effectiveness of system and processes in promoting equality, diversity and inclusion
It will promote equality on basis of opportunities for all staff as well as service users by
providing equal chance to their potential, where no one can judge them and discriminate in
respect of any thing. It is necessary for Home Instead Senior Care manger to evaluate
effectiveness of procedures which enables in evaluating strength, achievements and analysing
gap in effective and efficient manner (Syed and Ozbilgin, 2015). This can be done through
evaluating, monitoring and reviewing policies and process which is adopted by respective
company manager. When an organization adopt proper and effective legalisation and process
they able to conduct work or task in effective and appropriate manner. This will also leads to
reduction in situation of discriminate in respect of age, gender, colour, background, religions,
beliefs and many more. To identify effectiveness of policies and procedures which is develop by

manager of Home Instead Senior Care, they conduct evaluation whose question are given
below:-
 Is current system and process is appropriate for overcoming issues in effective and
appropriate manner.
 Does all these policies and procedure include all important legalisation and laws.
 Is there is effective communication in between employees as well as service users, for
understanding issues and problems.
 Are residents are satisfies and happy with services which is provided by Home Instead
Senior Care mangers.
By evaluating and analysing answers of these question manger of respective company
able to develop appropriate strategies and plans in order to satisfy service users in proper
manner.
3.3 Propose improvement to address gaps or shortfalls in system and processes
After analysing and evaluating situation and conduction at workplace manger of Home
Instead Senior Care able to identify gap. Now they will try to develop strategies, policies and
plans which will help in overcoming gap which occur at workplace. For this manger of
respective company develop a report which include all things with recommendations as well as
changes which they have to conduct in order to develop appropriate workplace (Bend and
et.al.2015). Some major activities which manager of Home Instead Senior Care include in their
action plan are mentioned below:-
 Involve all employees and services users in decision making.
 Build culture which leads to positive environments and friendly culture.
 Develop strategies in order to take immediate action and overcome situation of
discriminations in appropriate and effective manner (Jauhari and Singh, 2013).
 Provide training to all employees so that they attain senior citizen in effective and
appropriate manner.
 Update and improve culture according to requirement in order to promote effective and
positive environment.
For adopting all these activities in proper and efficient manner, manager of Home Instead Senior
Care adopt five stage process which is mentioned below:-

 Determine what they want to achieve and who it is beneficial for Home Instead Senior
Care.
 Determine and understand situation and develop plans accordingly.
 Evaluate situation and identify which work is essential to develop action plan.
 Communicate plan and strategies to staffs so that they able to work on it in effective
manner.
 Monitor and evaluating whole process that activities are conducting in proper manner in
order to attain goal.
 Ask for feedback and suggestion with service users in order to know whether they are
satisfy with facilities or services or not. If not they will develop strategies accordingly
and effectively.

TASK 4
4.1 Describe ethical discrimination that may arise when balancing individual rights ans duty of
care
When an organization is conducting their operation and function in Non medical in home
care of senior industry, then they may go through various situation that include moral dilemmas.
So to overcome it or avoid this situation it is essential that manger conduct analysis and
understand prospective that how everyone is distinguish from other in respect of opinions and
morals (Powell and Sang, 2013). This is so because when a manger of Home Instead Senior Care
analysis each and every employees behaviour they able to develop strategies accordingly which
leads to protect their rights in proper manner. Along with this they also able to allocation of
resources in effective and appropriate manner in order to provide proper services to residents.
Manger of respective company must include safety measures of every service users as well as
employees so that they fell safe as well as enjoy living there.
4.2 Explain principles of informed choice
Informed choice refers to proper information which is provided to someone along with
some essential guidelines as well as support. All these information are essential and important
because it help in developing strategies and plans in effective and appropriate manner according
to individuals and their needs (Area, 2013). Informed choice are based on facts, not on opinions.
So before developing informed choice an individual must conduct analysis and suggestions by so
that they develop as well as identify facts in appropriate manner. While identifying and
developing information manger must consider various things, some of them are given below:-
 Informed choice: it refers to choice which is informed and consistence according to
values and behaviour of decision makers.
 Autonomous choice: it refers to situation which may occur when manger respond
purposely which involves understanding but not include controlling which influence
decision.
4.3 Explain how issues of individual capacity may affect informed choice
In an organisation informed choice may get affected by capacity of a manger of Home
Instead Senior Care in order to overcome issues. This is so because there are various reasons
why manger are unable to develop informed choice and decision. Such as individual not able to

conduct appropriate research fro finding appropriate information as well as data. Along with this
manager of respective company may be suffering from mental health issues and physical health
issue due to which they are not able to communicate with other in effective and appropriate
manner (Richardson and Monro, 2012). Their is also change that manager of Home Instead
Senior Care not able to understand situation as well as conduction in effective and appropriate
manner.
4.4 Proposed a strategies to manage risk when balancing individual rights and duty of care
There are various strategies and plans which can be adopt by manger of Home Instead
Senior Care in order to manage risk in appropriate and effective manner while balancing rights
and duties of care of an individual (Plamenatz, 2017). This will include carry out of assessment
of risk through which an individual able to undertake risk of positive nature and they can also
conduct whilst protecting. Their are various other methods by which manger of Home Instead
Senior Care can mange risk in appropriate and effective manner, some major of them are given
below:-
 Develop nature at workplace that staff as well as service users can develop informed
choice.
 Manger of Home Instead Senior Care must support their employees and resident for
manage risk in effective manner.
 Manager of respective company involves all employees and services uses in decision
making and ask for suggestion for particular work.
 They must informed or communicate each and every things to members of Home Instead
Senior Care so that all of them conduct work in effective and efficient manner.
By adopting all these techniques manger of Home Instead Senior Care able to manage
risk of workplace in appropriate and effective manner. Along with this they also able to develop
positive environment at workplace and satisfy staffs as well as service users in effective manner.
CONCLUSION
From above discussed point it can be conclude and analysis that in every industry
hospitality is necessary so that organization treat their customers and staffs in effective and
appropriate manner. It is most necessary in old age home so that they feel satisfied and homely at
respective place. Along with this it is essential for an organization to develop equality, diversity

and inclusion which help in developing effective and positive environment at a workplace. For
this manger of a company conduct analysis and identify legislation which are applicable their in
order to create proper environment. During this they also face some barriers such as
discrimination so they will develop strategies accordingly in order to overcome it in efficient
manner. For this they also develop action plan in order to remove or minimise gap which occur
at a workplace.

REFRENCES
Books and journals
Powell, A. and Sang, K., 2013. Equality, diversity, inclusion and work–life balance in
construction. In Human Resource Management in Construction (pp. 187-220).
Routledge.
Area, P. and your Communities, K., 2013. Adult Social Care Equality and Diversity Action Plan
2012-13. Director, 1, p.4.
Richardson, D. and Monro, S., 2012. Sexuality, equality and diversity. Macmillan International
Higher Education.
Plamenatz, J., 2017. Diversity of rights and kinds of equality. In equality (pp. 79-98). Routledge.
Nimni, E., Osipov, A. and Smith, D.J., 2013. The challenge of non-territorial autonomy: Theory
and practice. Peter Lang Publishing Group.
Spencer, L., 2015. Diversity Pocketbook. Management Pocketbooks.
Clutterbuck, D., Poulsen, K.M. and Kochan, F., 2012. Developing successful diversity mentoring
programmes: An international casebook. McGraw-Hill Education (UK).
Bullock, K., 2014. Diversity in the special constabulary. Policing: A Journal of Policy and
Practice. 9(1). pp.46-55.
Barnard, S., 2017. The Athena SWAN Charter: promoting commitment to gender equality in
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de Vries, J.A. and van den Brink, M., 2016. Transformative gender interventions: Linking theory
and practice using the “bifocal approach”. Equality, Diversity and Inclusion: An
International Journal. 35(7/8). pp.429-448.
Powell, A. and Sang, K., 2013. Equality, diversity, inclusion and work–life balance in
construction. In Human Resource Management in Construction (pp. 187-220).
Routledge.
Klarsfeld, A., and et.al., 2014. 9.78 E+ 12: Country Perspectives on Diversity and Equal
Treatment. Edward Elgar Publishing.
Syed, J. and Ozbilgin, M. eds., 2015. Managing diversity and inclusion: An international
perspective. Sage.
Bendl, R., and et.al., 2015. The Oxford handbook of diversity in organizations. Oxford
University Press.
Jauhari, H. and Singh, S., 2013. Perceived diversity climate and employees’ organizational
loyalty. Equality, Diversity and Inclusion: An International Journal. 32(3). pp.262-276.