Equality, Diversity and Inclusion in Health and Social Care

This presentation focuses on equality, diversity, and inclusion in the health and social care sector. It covers the legislation, models of practice, and the impact of barriers on individuals. It also explores the effectiveness of policies and procedures in promoting equality, diversity, and inclusion in the workplace.

Equality, Diversity and
Inclusion in Health and
Social Care

Table of Content
 Introduction
 Equality, diversity and inclusion
 Legislation diversity, equality and inclusion in the health and social care sector
 Models of practice underpinning equality, diversity and inclusion
 Effect barriers to equality, diversity and inclusion can have on individuals
 Effectiveness of policies and procedures in ensuring legislatory requirements are met and equality, diversity and inclusion are
promoted in the workplace
 Conclusion
 References

Introduction
 This presentation will be focusing on equality, diversity
and inclusion at workplace.
 Equality and diversity are essential components of
health and social care. Good equality and diversity
practices make sure that the services provided to people
are fair and accessible to everyone.

Equality, diversity and inclusion
 Equality can be defined as giving equal rights all the people
and not discriminating them on any ground. All the individuals
should be given equal opportunities.
 Diversity means the people of different culture respect each
other. The diversity may be due to other reasons also but it is
important respect diverse people and build relations with them.
 Inclusion means being included. With respect to inclusion the
people feel positivity and sense of belongingness.

Legislation diversity, equality and inclusion
in the health and social care sector
 The Equality Act 2010: This legislation covers all the aspects related ton
diversity and equality in health care sector. There are nine characteristics that
are covered under this act disability, sex, age, marriage and civil partnership,
race, pregnancy and maternity, religion and belief, sexual orientation and
gender reassignment.
 The Mental Capacity Act 2005: The aim of this is to help all the people that
are not able to maintain their interdependence. It helps to maintain individuals
right to equality and dignity.
 The Human Rights Act 1998: The act states basic rights of human and the
principles of equality. The main principle that are covered are Respect,
Equality, Fairness, Autonomy and Dignity.

Models of practice underpinning equality,
diversity and inclusion
 Equality means treating all the individuals equally irrespective of age,
gender, culture, belief, disability and sexual orientation. It is vital to
provide equal opportunity to all by giving all of them equal status.
Diversity means respecting all the people no matter from where they
belong to.
 It can also be defined as everyone has difference but then too they are
same. Inclusion means incorporating the above together and promote
positivity. Along with that it supports and provides opportunity to
grow. It is important to check that all are treated equally and are safe.

Effect barriers to equality, diversity and
inclusion can have on individuals
 Barriers means something that hindrances that path or block it. It is
important to about the barriers that are causing impact. The various barriers
are as follows:
 Attitudinal: Thoughts, behaviours and personal thoughts.
 Institutional: Procedures and policies.
 Physical: Physical health and sensory loss.
 Structural: Social, economic and environmental systems.
 People will feel negative and they will not be able to understand the
policies and procedures of the place. There thoughts and behaviour will get
direct impact and may cause problem in physical health.

Effectiveness of policies and procedures in ensuring
legislatory requirements are met and equality, diversity
and inclusion are promoted in the workplace
 All the laws are formulated for the benefit of people. It is
important to know that they are implemented. These policies
help to provide that all are treated fairly and given equal
treatment. It also helps to eliminate the cultural differences. It
encourages positivity.
 The policies and procedures are formulated by keeping in mind
the laws already established and are related. It is important to
promote diversity, equality and inclusion to maintain a healthy
environment in workplace. All the individuals that are working
will feel motivated and work effectively.

Conclusion
 Based on the information, it is concluded that equality, diversity and inclusion is making sure no one
feels left out at work. This could be due to their age, ethnicity, gender, culture, language and many
other factors.
 Diversity should be recognized in the workplace and there should be an appreciation of how this can
benefit any organisation.

References
 Köllen, T., Kakkuri-Knuuttila, M.L. and Bendl, R., 2018. An indisputable “holy trinity”? On the moral
value of equality, diversity, and inclusion. Equality, diversity and inclusion: an international journal.
 Rumens, N., 2018. Queered Methodologies for equality, diversity and inclusion researchers.
In Handbook of Research Methods in Diversity Management, Equality and Inclusion at Work. Edward
Elgar Publishing.
 Thomas, D., 2021. Why Equality, Diversity and Inclusion matters to me. Health & Care Professions
Council.