Equality and Diversity: Importance, Impact, and Practices

This report explores the concept and importance of equality and diversity in the workplace, their impact on individual learning, and effective practices to promote them. It also discusses the policies and regulations that support inclusive practices in education.

Equality and Diversity;
Inclusive Practice

Contents
INTRODUCTION...............................................................................................................................3
TASK 1.................................................................................................................................................4
TASK 2.................................................................................................................................................6
TASK 3.................................................................................................................................................8
TASK 4.................................................................................................................................................9
TASK 5...............................................................................................................................................10
TASK 6...............................................................................................................................................12
TASK 7...............................................................................................................................................13
CONCLUSION..................................................................................................................................16
REFERENCES..................................................................................................................................18

INTRODUCTION
Equality at workplace means that no individual should fear or experience
discrimination based on their sex, age, gender, race, diversity etc. Diversity within the
working area means that an organisation employs different number of diverse employees. It
means that an enterprise’s workforce includes persons of varying age, religion, gender,
cultural background, ethnicity, sexual orientation, education, languages, abilities etc (Coe,
Wiley and Bekker, 2019). Inclusion introduces as an organisational practices and effort in
which different teams or persons having different backgrounds are socially and culturally
welcomed and accepted as well as equally treated. These differences can be self-evident, for
example marital status, beliefs, gender, race, ethnicity etc. Therefore, equality, diversity and
inclusion are three main practices within an organisation that will be essential for them in
improvement of their business performance and reputation in marketplace.
This report divided into different tasks that include different points such as concept
and importance of equality and diversity within United Kingdom, number of factors and their
impact on individual learning, knowledge of different practices and policies about the
equality and diversity and many other (Janssens and Steyaert, 2019). Along with this, there
are other tasks that include role and responsibilities relating to inclusive practice, utilisation
of communication strategies and effectiveness of an individual inclusive practices and
promotion of equality and diversity will also cover in this report. All these are main tasks that
will be essential in completion of current report in systematic manner.
TASK 1
Equality and diversity refer to the effective term that is all about ensuring each and
every person has an equal opportunity and not treated differently as well as discriminated on
the basis of their characteristics. On the other side, diversity is also a major aspect that all
about taking account of differences between individual and groups of people who are belongs
to different culture and nation as well (Georgiadou, Gonzalez-Perez and Olivas-Lujan, 2019).
In business organization both equality and diversity play a significant role in creativity at
working area in which employees can easily improve their positive performance. Thus, it is
important for company to promote equal opportunity for all the workers so that they get
chances to achieve their potential. By creating diverse and equal workplace learning institute
can easily draw a wide range of innovative ideas at working area with different skills,

resources talents and energies. All these are directly contributing in attaining competitive
edge by retaining workers for longer period of time. In addition of this, if learning institute
actively promote equality and diversity then company can thrive and people who are belongs
to different background and can come together for attaining success. With the help of this,
employees can easily share their positive and healthy relation at workplace. This will support
in developing positive and healthy working environment wherein all the staff members give
their best to accomplishing their targets in stipulated time frame. In context of UK, equality
and diversity is defines as a human right that is based on values of society. As, all the people
treated equally and also protected their human rights. This can be beneficial in eliminating
any kind of discrimination. Furthermore, UK also develop various laws and regulations of
equality with the aim of spreading or promoting equality and at the same time also protecting
the human rights. One of the main advantages of equality and diversity is to make every
possible effort in order to eliminate discrimination, develop equal opportunities and also
develop good working relation among different people. In the United Kingdom, businesses
are legally bound to comply with such policies to ensure to discrimination is abolished and
that standards of equality are fully met in the workplace (Owen, 2019). All employees should
be treated fairly and granted the same set of incentives, irrespective of race, age, gender,
orientation, disability, culture for anything that may be discriminate towards.
In addition of this, promoting both equality and diversity is crucial for business
organization that focus on developing healthy relation that support in making them more
productive. Promoting equality and valuing diversity is essential to the context of today.
Implementation of treatment and help to meet the needs of Everyone you need to know how
these things mean and also what they take account of them together in their work. In this
context there are some effective ways that can be used to promote equality and value
diversity are as follows:
Provide healthy environment: It is one of the important ways that used to promote
equality and diversity as it helps individual to improve their learning (Jain, 2019). Mainly,
safe and secure place is crucial for learner to improve their learning process. It also beneficial
in promoting equality at working area and make them people able to understand about the
same. For an example, learning institute provide healthy and safe working environment to
their staff members that help them in maintaining positive relation at working area and at the
same time also give their best efforts for attaining their set targets in stimulated time frame. If
working environment is safe and secure then entire workforce also treated equality and also

respect for all kind of diverse workers. This is the reason that promoting equality and
diversity contributes in enhancing productivity level of the company and its workers as well.
Spread awareness: Equality and diversity is one of the important aspects for every
learning institute and organization as well because it helps in making workers enable to
understand about the equality and diversity. For an example, spreading awareness is effective
for learning institute as it helps in improving workers positive relation and at the same time
also make them aware about diversity and equality and its impact while learning process of
individual. It can be beneficial in developing better connection among people who are
working within the company.
Proper training: It is also effective way that can be beneficial in promoting equality
and diversity while learning activities of people. Proper training and development support in
improving individual skills and knowledge about the activities that they want to learn
(Gillett-Swan and Sargeant, 2019). For an example, if learning institute provide effective
training programs help workers in enhancing their ability to do their best and also understand
about equality and diversity within the business organization. This will directly contribute in
spreading as well as promoting the aspect in which every one should be treated equally and
fairly.
TASK 2
Learning is an ongoing process, which helps in having information for a specific topic
moreover, it assists in improving existing knowledge and understanding. There are numerous
factors that influence learning and can make a person feel motivated towards learning new
things. Some of them are will power, ability to learn new things, the amount of attention they
pay while doing an activity (Ashurst, 2019). In spite of all these learning process also plays
an important role in influencing learning because methods adopted for learning may or may
not help the individual in achieving his/her goals and objectives. Above mentioned are some
of the factors but the most important factors that influence the learning of an individual are
personal, social and cultural. Learning of an individual starts from the very childhood and the
learning process is determined in two levels i.e. social and individual. For instance, social
interactions play a crucial role in developing thinking as well as cognitive skills and it is
required to understand the context fully. However, to understand this in a better manner it is
being explained below:

Personal: this is the common factor that influence learning factors like age, gender
etc., impacts the process of learning. It has been analysed that people who are young have a
sharp memory but, in some instances, they lack concentration but if compared with middle
aged person, even though they don’t have sharp memory but their level of concentration is
higher. Thus, in relation to learning institute, they should hire employees, combining both the
factors i.e. young as well as old so that a balance can be maintained. Therefore, the most
important factor or component that need to be looked after is “trust”, because it helps in
building a conductive environment at workplace.
Social: This factor helps in building an attitude of a person and moreover, affect the
learning and influence the same. For example: if the learner is influenced to indulge in
technical skills than it is possible that they fully concentrate in learning related to
technological knowledge as a result, there can be chance that the person opt for a job profile
that suits his/her ability and skills. Thus, the background of the individual plays an important
role in this because it provides a foundation in order to perform the learning activity.
Therefore, what an individual has learned in his/her previous years he/she will perform
accordingly it may be in a positive or a negative manner depends upon the circumstances.
Cultural: Unlike other two factor, this is also one of the crucial elements and plays an
important role in influencing learning. This can either support or can be an impediment to a
person with regards to learning. Culture, helps a person in understanding that why learning is
important and how it assist in improving learning abilities (Hatton, 2019). For example: if a
culture doesn’t support the process of learning then for them socialise with people will
become very difficult and they can lag behind in grabbing opportunities and facilities.
Cultural factor mainly includes language in terms of learning institute, if their students are
being able to communicate with its customers well than how the company will improve its
sales and profitability in a particular time frame. Moreover, culture also teaches about
equality and diversity means if a particular group or community is discriminating with other
lower-class people than, it can create a bad environment at workplace and firm can fail to
achieve its goals and objectives within the time frame.
However, cognitive: which determines the reading ability is also important as in
today’s world company requires individual who have good analytical skills as it enables them
in understanding complex concepts. Whereas, talking about the physical abilities, in most of
the situation a person should be physically fit so, in situations where there is a requirement of

some physical activity such as field visit, learning institute must have students who can
perform this activity. Lastly, sensory abilities, this is critical related to brain development it
can further be linked with cognitive learning. Therefore, whatever the factor whether it is
personal, social or culture along with cognitive, physical and sensory abilities all put an
influence on the development of an individual and the only important factor which has to be
looked after is what positive outcomes a person can incorporate after eliminating all the
negativity.
If a person, lag behind any of the factor that are mentioned above such as personal,
social, cultural etc., then equality and diversity in a workplace can be harmed. For example:
people working in learning institute, has a prejudice about a particular community or an
individual than it may harm the feelings, then it can affect the person both by physically and
mentally. Therefore, as a modification, company must implement better code of conducts
confining with rules and regulations. Moreover, company should avoid system or structures
that doesn’t promote equality and diversity. For example: change in the recruitment panel if,
they are choosing candidates through biasness instead of their skills and knowledge.
TASK 3
There are lot many policies and regulatory frameworks which helps in putting all the
things together that are related to inclusive practice and related to teaching and learning.
Schools and colleges play a great role in this because they people develops a thinking
towards a community, group of people or individual (Jozwiak, 2019). Moreover, this helps in
maintaining and eliminating the cases of discrimination because all the people who are living
in this society have the right to be treated equally. For example: Equality Act, 2010, which
make sure that discrimination on the basis of age, gender and disability is not allowed.
Moreover, unlike other laws there is one more law known as Disability Act, 2010, according
to which a pregnant woman has equal right to get herself treated and should not be treated on
the basis of religion beliefs and sex. Therefore, it can be said that all these rules and
regulations made by the regulatory bodies support fair and equal treatment whatever the
situation. Moreover, all these acts are applicable in learning and teaching and it provides with
a protection from direct as well as indirect discrimination.
In relation to the education, there are around 14-19 curriculum which are framed in
order to incorporate inclusivity. However, it is designed according to the needs and wants of
education. Thus, the developed curriculum helps in reducing disengagement and including

more participation of people from different backgrounds no matter from what race they are,
gender, religion etc., as a result, in future while working in an organisation, an individual can
work appropriately and utilise the learning for better work progress. Therefore, an education
policy which in future develops the ability and skill of an individual should be developed in
such a manner considering flexible programmes that a person who wants to gain knowledge
can do the same through education. For example: providing knowledge and training relate to
interpersonal skills can help the person in developing better relations with its employees and
moreover, it can motivate them in working in collaboration under the single umbrella.
Therefore, achieving goals and objectives will be more appropriate and according to the
desired outcomes.
Regulatory frameworks play a significant role in business organization as it directly
influences the entire activities that directly contributes in improving entire performance of the
company and its workers as well. The legislation in required to guarantee that companies
comply only with Inclusiveness Standards criminalizes all types of discrimination on the
grounds of gender, race, age and impairment. Institutions are obligated by law to ensure that
it complies only with gender rule once trying to recruit or that oppressed women and people
individuals with disabilities are however taken into consideration. All changes implemented
are obliged to follow with the equality and diversity criteria provided throughout the
legislation. Companies which does not comply with the provisions for openness in their
recruitment ration face legal responsibility. Companies also were mandated by law to even
provide specific guidelines on the measures to be taken when going to report complaints of
abuse, victimization and sexual harassment (Nachmias, Aravopoulou and Caven, 2019).
Legislation are aims to guarantee that the dimensions of openness are taken account in all of
the other organisation's operations. Also, there are legislation meant to deal with all those
who don't comply the with regulations on diversity and inclusion. The institutions of learning
must have a syllabus that wants to teach equality to make sure that people are ready at a
preliminary phase to follow the guidelines. There are training and development regulations
for workers requiring them to meet criteria in their workforce processes. The rules in place
enable users tasked with taking important decisions in institutions to analyse the element of
equality. Those who will not conform with these legislations are kept collectively
accountable and responsible. The current methods in organization are the guidelines with
which I implement to improve which I do not ignore federal constitution on openness.

TASK 4
A number of legislation and government structures are in place to make sure that
learning and teaching practices are open and accepting. Another of the regulatory systems
which is in definition based the Equality Act, 2010. At regional level, it is considered the law,
whereas at school, college or university level or organization, it is called the legislation, all of
these should be aligned and complemented by each other. In context of this, the Equality Act
2010 promotes non-discrimination also on basis of age, gender and disability. All individuals
need to be paid equally regardless of the value of community. Both male and female people
want to be treated equally at working area in order to develop a positive and healthy relation
with each other’s. Individuals with disabilities must have the same privileges like all other
individuals in society. Women who are pregnant and people of various races deserve equal
rights under the law treatment under the disability 2010. Individuals must not be
discriminated on the basis of their religious practices or sex. The gender identity of a person
does not dictate why such a person is viewed within society (Munday, 2019). With many
other organisations experiencing financial strengthening comparable to government
expenditure and reductions in people with disabilities allowances, items such as having to pay
for oblivious peoples choices notes are progressively getting fleshed out, it essentially means
that organisations have to be more innovative and creative in their learning theories and
ideas, and use funds to produce their instructors more accessible. Equal and fair practices that
lead to learning that recognizes the variety of people, enables all student teachers to connect
learning environment, actively participate in active learning and demonstrate their
understanding and abilities in the evaluation process. Reflective approach principles the
majority of the student body as a revenue stream which improves productivity knowledge. I
consider all the notifications and communications about changes in policy positively and
generally celebrate the good aspects with my learners in the class sometimes with everyone I
communicate around. I typically believe in open discussions with my teammates and support
sex-multicultural activities and When I have time. Inclusion was my area of view when it
comes to academic equality. It has been distinct in my organization as there are clear
requirements on inclusiveness that necessitate all individuals to abide by the rules. No racism
on any grounds is tolerated. I also have been at the top of the list of telling all someone
learners that if someone is discovered to be allowed to discriminate or harassing on basis of
gender, age, race or illness, they will face major legal measures (Butterby and Collins, 2019).
I generally ask my learners to do group work in organizations that have certain males and
females, social class, age, and persons with disabilities. This allows make sure that students

find a way to work with people from different backgrounds who have different skills to
shave. I typically recognize teams that have met all of the openness standards and ensuring
that everyone else has involved in the task pertaining to the groups. My role as a mentor is
linked to what many other professionals are doing about inclusiveness. As a mentor, I am
supposed to teach my students about inclusiveness and all aspects of maintaining an inclusive
classroom. It is my duty to make sure that the students coming from an organisation through
understanding of comprehensive rules and guidelines.
TASK 5
Explain the relationship between own role and the roles of other professionals involved in
inclusive practice.
It has been determined that there is huge relationship between own role as well as other
professional which is involved in inclusive practices. In own role of professional inclusive
practices includes mentoring. I have considered mentoring role in order to increase capability
and learning of learner. I have analysed that mentoring is one of the effective and efficient
way that will support in meeting with the learning needs and requirement of leaders. This is
significant practice for perform inclusive practices (Wingate, 2015). Through mentoring
activities, I am able to provide complete support and guidance to learner for performing
required task in appropriate manner. have determined that this is effective approach in order
to meet learning requirement of learner. Through mentoring role, I will be able to determine
the strength and weakness of learner and this will support me in determine actual learning
requirement of learners. I have analysed that there is various other professional role that is
involved in inclusive practices. The major other practices are resources collection, support
role as well as helping hand to learner. These other role and practices are relevant to my own
role as this will help in performing different set of activities in better and accurate manner.
Mentoring role is related to helping hand as in this mentor is guiding and helping learner
whenever required in learning process. I have analysed that mentor role include collection of
appropriate resources and other elements which is supportive in learning of an individual.
There are different learning needs of a person and this need will lead to have influence
over the performance and capabilities (Peer and Reid, 2016). It is crucial for mentor and other
professional to perform their role in correct manner. so that it will directly lead to meet with
the individual learning needs and enhance their capabilities and other skills.

Identifying actual learning needs – It is essential for teacher to determine that actual
learning need and requirement of learner. Mentoring role in professional of inclusive
practices is significant for improving perform of learner. In this mentor is focusing on
identification of strength and weakness of learner that will have impact on learner
performance. By determining weakness and strength of learner mentor will be able to guide
individual in correct direction.
Developing plan - In order to meet with the learning need, it is essential for mentor to
develop an effective and efficient development plan which will have significant impact on
learning capabilities of individual (Sargeant and Gillett-Swan, 2015). In development plan
learner will determine set of action which is should be performed in correct and accurate
manner for accomplishing goals. This plan will include different activities which will
increase learning of an individual.
Implementing plan – It is essential role of mentor to properly implement that set of
plans in required and accurate manner. Execution of plan that is developed by mentor
includes conducting activities that will increase knowledge and learning of individual
regarding certain topic. It is essential for learner to participate in set activities and try to gain
more information from that in order to meet with their learning needs.
Managing and monitoring performance – This refer to management and monitoring of
learner performance while implementation of plan. This will help in determine the actual
information and knowledge that is gain by learner through different practices of professional
by following mentor role. This is significant in developing professional learning of an
individual as well as gain more knowledge to conduct task in better manner.
TASK 6
Use communication strategy for promotion of diversity.
Internal communication in an organization is very essential elements that has a
promotion of corporate communication and helps in building of an effective communication
channel so that there can be a positive culture.
According to views of Kattle Renoylds, 2017, Equality and diversity practices can be
used for promoting diversity and also understand how can own behavior of an individual
impact the equality and diversity in an organization.
Boosting cultural competency:

Communication is very valuable for enhancement off scale of employees (Mahlangu, 2019).
When there will be professional interaction between people and they belong to diverse
backgrounds then it is going to lead towards better understanding of perspectives and culture
that is going to improve the communication & avoidance of any type of misunderstandings.
Value to different perspectives:
There can be more productive business relations when director or top management is
willing to consider the views and ideas of their colleagues so that there can be fostering of
better inclusive culture (Bowl, 2018).
Giving equal importance to diverse traditions from other cultures:
Diversity can be practised in organisations in many different forms but the most effective
way is to create a diverse holiday calendar that is providing equal respect to festivals and
special occasions of all different caste & cultures.
Development of a global mindset:
There is requirement of strong cross-cultural understanding so that there can be
exciting challenges arising because of today’s diverse cultures and the global working
environment (Klein, 2016). With instance to learning institute having presence in different
parts of world there is a statement that is used as an approach by top management of learning
institute to manage their wide workforce such as whoever you are, wherever you work and
whatever you do”. Here they are using such communicative approaches like UK colleague
engagement networks for the purpose of managing their diverse workforce. In which learning
institute, is giving significant supporting to networking activities so that there can be
encouragement of colleagues who belong to a background of “Traditional” role in the society
by providing them Jobcentre plus to all of their UK stores. In this way learning institute is
giving importance to a diverse workforce on their organisation. All these efforts lead to
creation of an inclusive culture in the organisation.
There are many different types of communication strategies that can also use by the
top management such as use of democratic or participative style of leadership for the
purpose of managing different decisions. In this point of employees from various different
backgrounds will be considered for the final decision. It will lead to boosting up of moral of
employees and they feel motivated as they are contributing towards important decisions of
the organisation. It is a type of communication strategy that also promotes diversity as
different viewpoints are considered and decisions are being made after taking into equal

importance to all the views given by each individual (Los Reyes, 2016). Both the concept of
equality and Diversity can be observed in such leadership style a because there is equality as
all employees are given opportunity and there is diversity because every individual has a
different approach of looking at various perspectives regarding which decision is been made.
TASK 7
Effectiveness of own inclusive practice and promotion of equality and diversity.
Inclusive practices refer as an effective approach of teaching that recognise the
diversity of employees, enabling each and every employee to access business work, fully
participates in learning activities as well demonstrate their strength and knowledge at
assessment. At workplace of learning institute, as a mentor I have knowledge about the
leadership, policies and practices, better communication skills etc. These are effective for me
in developing of inclusive workplace and promoting of equality and diversity. My
communication skill is excellent that will help me providing of accurate information about
the business to the diverse workforce. This will help in development of inclusive and divers
work environment that will support me in reduction of high employee turnover and
improvement of skills and knowledge among employees. This turn to help in achievement of
long-term goals and objectives of company.
For this task, I have to conduct my own analysis by using two models which are
SWOT analysis and personal and professional development plan (Pearson and et. al., 2019).
This framework is effective for me in evaluating effectiveness of my inclusive practices and
promotion of diversity and equality. This will be explained as below:
SWOT analysis: This is an effective framework for me that will help me in
identification of my strengths, weakness, opportunities and threats related with my
knowledge regarding inclusive practices and promotion of diversity and equality. My SWOT
analysis will be described as below:
Strengths Weakness
 I have accurate knowledge about the
practices and legislation that will
help me in promoting of diversity,
inclusion and equality at workplace.
Equality act 2010 is best act that
used by me at workplace for
 I am lack of leadership that create
difficulty for me while managing of
cultural diversity and promoting of
equality. This will reduce my
confidence level at workplace of

protecting employees from any kind
of discrimination such as gender, age
etc.
 I also have excellent communication
skill that supports me in
development of inclusive working
environment that results in higher
retention of employees.
learning institute
 .
 I am also lack in building of team
that develop issues for me in
attraction and retention of diverse
workforce that results in lack of
innovation, higher employee
turnover etc.
Opportunities Threats
 Knowledge about the equality act
2010 is opportunity for me because
with the help of this I can easily
reduce discrimination and develop
my progress in any field.
 Communication is also support me
in my future success and growth
because with the support of this, I
can easily understand problems of
my employees and fulfils them at the
same time by using communication
strategies.
 Lack of leadership is also consider
threat for me because without
having leadership skill I am not able
to develop inclusive practices as
well as not capable to promote
equality and diversity that results in
poor performance from employees
side.
 Without having effective team
building skill create threats for me
by increasing high employee
turnover, decreased brand reputation
and reduced my performance level
at learning institute.
Personal and professional development plan: It is an effective framework that helps
me by improving my weak area in relation to the inclusive practice and promotion of equality
and diversity. My own personal and professional development plan will be explained as
below:
Skills Improvement
area
Action for
development
Timescale Evidence
Leadership skill I am lack in
providence of
accurate
guidance to the
Using different
types of
leadership skills
enhance the
1 months Providing
appropriate
guidance and
protecting

diverse
workforce.
interaction with
others.
workforce from
any kind of
issues related
with inequality,
diversity and
inclusion
practices.
Team building I am lacking
while building
of team and
management of
workforce.
Involving
diverse
workforce in
decision making
process that
results in
development of
inclusive
workplace.
2 Months I will use
Tuckman model
for building an
effective team
that support me
in promotion of
equality and
diversity as well
as inclusive
practices at
workplace.
Therefore, with the help of personal and professional development plan I can easily
improve my weak area that will be essential for me in development of my success and
progress at workplace. By improving my weak point, I can easily develop inclusive practices
and promote diversity and equality in the workplace that outputs in higher growth, improved
brand image, improved innovation within learning institute.
CONCLUSION
From the above-mentioned information, it has been concluded that diversity, equality
and inclusion are three essential practices for an organisation because it supports in
development of strong brand image at marketplace and in customer’s mind that results in
higher sales and market share. Equality and diversity are broad concept that is important
within United Kingdom by increasing number of business, reducing turnover of employee’s
etc. There are different ways that were used by company for promoting equality and diversity
at workplace such as providence of education to management of diversity and discrimination

providence of volunteer initiatives development of equal opportunity policy etc. All these are
effective ways that used by company for promoting equality and diversity within a working
environment that result in improved brand reputation at national as well as international level.
There are different factors discussed such as cultural, social, personal etc. These factors have
direct impact over learning of employees about the business, its practices, products and
services.
Along with this, equality act 2010 is a best policy, legislation or law that used by
company for promoting diversity and equality at workplace. This legislation supported
business manger in promoting of their workforce from any kind of discrimination including
age, gender, disability, race etc. Therefore, it was an effective law for company in eliminating
of any kind of discrimination at workplace. There are number of roles that were played by an
individual and professionals for promoting inclusion, diversity and equality practices at
workplace. These are includes, development of inclusive and diversity training, putting of
equality opportunities, encouraging inclusive working environment etc. These helped an
organisation in reduction of high employee turnover and achievement of competitive
advantages easily. Internal and external communications are two types of communication
strategies that were used by company for promoting diversity at workplace. This is effective
for business in reduction of conflict among potential and diverse employees at workplace that
output in reduced high employee turnover rate.

REFERENCES
Books and journals
Pearson, V. and et. al., 2019. Embedding and Sustaining Inclusive Practice to Support
Disabled Students in Online and Blended Learning. Journal of Interactive Media in
Education, 1.
Butterby, V. and Collins, C., 2019. Each of us a star in the night sky: forming constellations
of practice to reimagine equality and diversity in Further Education and Adult and
Community Learning Report of the Equality and Diversity Working Group. Journal
of Studies in Practice and Culture in Education. 2(1).
Munday, D., 2019. DIVERSITY IN THE PCET SECTOR. PCET: Learning and teaching in
the post compulsory sector. p.53.
Nachmias, S., Aravopoulou, E. and Caven, V., 2019. Diversity and Equality Issues in Modern
Organisations. In Inequality and Organizational Practice (pp. 17-43). Palgrave
Macmillan, Cham.
Jozwiak, G., 2019. managing equality and diversity, part 6: language and culture: Culture
club. Nursery World, 2019(12). pp.30-31.
Hatton, K., 2019. Inclusion and Intersectionality in Visual Arts Education. Trentham Books.
Available from: UCL IOE Press, UCL Institute of Education, 20 Bedford Way,
London, WC1H 0AL, UK.
Ashurst, A., 2019. Equality and diversity training for care staff. Nursing And Residential
Care. 21(1). pp.54-56.
Jain, T. K., 2019. Creating Sustainable Inclusive Organizations and Institutions: Roadmap
and Agenda for the Leaders. Available at SSRN 3323288.
Gillett-Swan, J. K. and Sargeant, J., 2019. Perils of perspective: Identifying adult confidence
in the child’s capacity, autonomy, power and agency (CAPA) in readiness for voice-
inclusive practice. Journal of Educational Change. 20(3). pp.399-421.
Owen, A., 2019. Diversity gain? An exploration of inclusive and exclusive perceptions in
early years settings in England. Early Child Development and Care. 189(3). pp.476-
487.
Georgiadou, A., Gonzalez-Perez, M. A. and Olivas-Lujan, M. R. eds., 2019. Diversity Within
Diversity Management: Types of Diversity in Organizations. Emerald Group
Publishing.
Janssens, M. and Steyaert, C., 2019. A practice-based theory of diversity: Respecifying (in)
equality in organizations. Academy of Management Review. 44(3). pp.518-537.
Coe, I. R., Wiley, R. and Bekker, L. G., 2019. Organisational best practices towards gender
equality in science and medicine. The Lancet. 393(10171). pp.587-593.
Benade, L., 2019. Flexible learning spaces: Inclusive by design?. New Zealand Journal of
Educational Studies. 54(1). pp.53-68.
Syed, J. and Ozbilgin, M., 2019. Managing diversity and inclusion: An international
perspective. SAGE Publications Limited.
Klein, U., 2016, January. Gender equality and diversity politics in higher education:
Conflicts, challenges and requirements for collaboration. In Women's Studies
International Forum (Vol. 54, pp. 147-156). Pergamon.
Bowl, M., 2018. Differentiation, distinction and equality–or diversity? The language of the
marketised university: an England, New Zealand comparison. Studies in Higher
Education, 43(4), pp.671-688.

Mahlangu, V.P., 2019. Equality and Diversity of Students in Higher Education', Diversity
within Diversity Management (Advanced Series in Management, Volume 22).
de Los Reyes, P., 2016. When feminism became gender equality and anti-racism turned into
diversity management. Challenging the myth of gender equality in Sweden, pp.23-47.
Wingate, U., 2015. Academic literacy and student diversity: The case for inclusive practice.
Multilingual matters.
Peer, L. and Reid, G. eds., 2016. Special educational needs: A guide for inclusive practice.
Sage.
Sargeant, J. and Gillett-Swan, J.K., 2015. Empowering the disempowered through voice-
inclusive practice: Children’s views on adult-centric educational provision. European
Educational Research Journal, 14(2), pp.177-191.
Online
5 Strategies for Promoting Diversity in the Workplace, 2017 [online] Available
through:https://www.hult.edu/blog/promoting-diversity-in-workplace/.