Championing Equality, Diversity, and Inclusion: Models, Effects, and Strategies

This document discusses models of practice for promoting equality and diversity, the effects of barriers to equality and inclusion, and strategies for managing risk while balancing individual rights. It also explores the Equality Act of 2010 and the principles of informed choice. The document emphasizes how systems and processes can be used to promote equality and inclusion in the workplace.

Unit 3: Champion equality,
diversity and inclusion

Table of Contents
1.1 Models of practice ................................................................................................................1
1.2 Effect of barrier to equality and inclusion.............................................................................1
3.1 1 How systems and processes can promote equality and inclusion .....................................2
4.2 Principle of Informed choice.................................................................................................3
4.4 Strategy to manage risk when balancing individual rights...................................................4
REFERENCES................................................................................................................................6

1.1 Models of practice
There are some model of practice that help to understand the equality and diversity. Such
that:
Person -Centred approach: This method is getting more and more attention for different
professionals, so that they help to provide equality and diversity at the workplace. This approach
also provide different personal development funds for the person so that they may easily manage
the entire work and this leads to promote equality and diversity. Moreover, it also provide
different learning opportunities to the individuals so that company easily involve their
employees within a working area (Bliss and Bacalja, 2020). Thus, it can be stated that by
complying with this model, companies offer participant driven learning option to their
employees so that they provide proper support to their members in order to meet the define aim.
Also, company offer flexible time to their employees including men and women so that they
assist a firm to meet the target within a specified tenure. In addition to this, with the help of this
model, company reflected that employees are consider an important pillar of a firm because they
execute the planning in effective manner.
Equality Act, 2010: This law help the company to protect the people from discrimination in the
workplace and in wider society. This law also assist to let employer understand that they have to
treat their employees equally without any discrimination. Under this act, company have to pay
equally to their employees and they cannot bias the employees on any basis. While on the other
side, if any company discriminate people, then they definitely have to sue and government
impose penalty (Scott, 2020). This is clearly reflected that this framework is actually made to
protect against direct and indirect discrimination or harassment. So, that entire workforce of a
company treated equally without any issue. This act is also applicable for the disable people
because there are many companies who do not hire people who is suffering from disability. This
in turn shows that equality act is applicable for all the types of people so that the entire working
environment is maintained.
1.2 Effect of barrier to equality and inclusion
As per the Care Quality Commission who replace Commission for Social Care
Inspection, define different barrier to equality and inclusion such that:
Age difference: It is consider the biggest barrier at workplace in the context of equality
and diversity which also lead to conflict. It is so because younger workers at a company always
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criticizing older workers because they may not be able to carry out task which is perform by
young generation (Kyriakidou and et.al., 2016.). That is why, it always consider as a barrier that
creates a negative impact upon working environment.
Communication and language: Another barrier which directly affect the overall
performance of a company. It is so because company always recruit diverse workforce so that
they brings new ideas which in turn lead a company towards success direction. But it is
somehow also lead to cause language and communication barrier, as people belong to different
country and employee who speak with different accent somehow find their workers have
difficulty to understand them. This cause negative impact upon the overall performance of a
company.
Issue with mental health: People who are suffering from mental health are also face
issue because of lack of understanding from other member of a company. Thus, this negative
stereotype result in the discrimination that somehow leads to cause negative impact upon their
performance (Arundell and et.al., 2020). Thus, the barrier also affect the overall business
environment because ignorance form the member will definitely change the overall behavior in
opposite manner.
Thus, from the above barrier it is clearly examine that the effect of barrier to equality and
inclusion is directly affected the overall performance of a company as well as employees. That is
why, there is a need to overcome from this in order to reach proper conclusion. Also, it is
analyzed that if potential barrier to equality and inclusion arise then leaders and manager have to
take action so that it will not cause negative impact upon business. In addition to this, company
should also offered the resources and equipment so that it will lead a business towards success.
3.1 1 How systems and processes can promote equality and inclusion
In order to promote equality, company needs to develop written policies which help o let
employee know about the laws and policies of a company. So, policies should also be develops
in response to legislation, codes of practice and some statutory framework. Such that
government also made many laws and regulation that also assist to promote equality within a
workplace (Alhejji and et.al., 2018). For example, using anti- discrimination act, company
ensure that they treat in a fair and equal manner. Thus, it is analyzed that policies which promote
equality always give out a message and encourage them to respect each other.
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On the other side, company also provide effective training system to their employees in
which people examine their own behavior and determine the skills which need to be enhanced.
Thus, under this training session, company promote equality and stated that they should recruit
people without any discrimination and also ensure that they all complying with define laws and
regulations (Beauvais, 2018). On the other side, without training, staff engage towards an illegal
as well as unethical behavior which may put them and as a result, company have to pay huge
amount which affect the results in opposite manner.
In addition to this, it is also analyzed that by providing effective staff appraisal, company
also keep employees focusing towards a system and this in turn help to meet the target. Further,
proper monitoring should be done which in turn assist to analyze the performance of the
employees. Also, if any employee face any issue within a working area, then they may easily
consult with other members in order to sort out the problem (Erman, 2016). Or else, if any type
of harassment is performing within a working place, then government make a department i.e.
bullying and harassment officers may consult with them in order to make sure that there is no
discrimination performing within a working area. Also Health and Safety at Work place should
be ensure so that all the employees are managing their work in order to meet the define aim.
4.2 Principle of Informed choice
It is refer to the pre- condition of an informed consent and it is the capability which in
turn help to make own decision after collecting suitable information with regards to the various
options. So, there are some principle of informed choice such that communication between
members should be clear so that team members may easily attain he define aim (Schwennesen,
2018). On the other side, company should make a decision which in turn help the company to
meet target. This is possible only when individual get information correctly and determine the
positive and negative key aspects of all the action so that it do not affect the results in opposite
manner.
Beside this, another principle of informed choice is to make sure to collect unbiased
information which do not affect the results in opposite manner and also ensure that there must be
a written records which do not affect the outcome in negative manner. For example, in a
company when a new decision is taken out i.e. to launch new product in market, at that time,
company has to keep inform all the employees so that they so not make oppose the results which
cause negative impact (Milburn, 2017). Moreover, informed choice means that the user offer
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range of options but there is a need to provide information in unbiased manner and many option
should be available so that company take a better decision.
As it is clear that informed choice is based upon information and make sure that it
consists of facts rather than opinion. That is why, before taking any decision, make sure that all
the facts and future consequence of an action is taken out to analyze whether the decision are
helpful for the company or not. As there are many option available but make sure that proper
supporting should be done in order to make informed choice and contain evidence based
information in order to generate proper outcome as well.
4.4 Strategy to manage risk when balancing individual rights
There are many ways through which the individual rights are balance so that it do not
affect the complete results. These ways are as mention below:
Risk assessment: The best way to manage the risk, in which company identify the
hazard and risk factors for the particular risk. This assessment also help to determine the way
through which risk is mitigated and also define the procedure which in turn assist to develop a
strategy in order to balancing an individual right as well as duty of care (Berlinger and et.al.,
2020).
Team meetings: Another way to manage the risk is team meeting in which company
determine the risk and by involving all the members, they take a decision accordingly. Also,
team meeting are consider the best way through which each and every member may provide
their views that help to determine the pros and cons of each task in better manner. Hence, it also
assist to offer range of option so that company took a best decision out of many.
Monitoring and review: Another way, in which company have to keep their eyes to
each stage and make a strict action for managing risk. For that, the may use benchmarking as a
tool which help to analyze whether the define task is meet with the set standard or not. So it can
be stated that with proper monitoring and reviewing the risk are easily managed (Sonnenstuhl
and Trice, 2018). Also, company may provide effective training system to their employees
which in turn assist to keep enhancing the skills which they need.
Relevant legislation: generally risk appear when company did not comply with relevant
rules and regulation. That is why, it is necessary for the firm to make sure that company comply
with all rules and also have an action of plans so that it will not cause any negative impact upon
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the business. Also, it is analyzed that managers and leader should delegate the roles and
responsibility to each and every employees so that they keep managing all risk within a work.
This will help the business to meet the define aim of a company in a specified time period.
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REFERENCES
Books and Journals
Alhejji, H. and et.al., 2018. The impact of formal and informal distance on gender equality
approaches: the case of a British MNC in Saudi Arabia. Thunderbird International
Business Review, 60(2), pp.147-159.
Arundell, L.L. and et.al., 2020. Advancing mental health equality: a mapping review of
interventions, economic evaluations and barriers and facilitators. Systematic reviews, 9,
pp.1-21.
Beauvais, E., 2018. Deliberation and equality. In The Oxford handbook of deliberative
democracy (p. 144). Oxford: Oxford University Press.
Berlinger, N. and et.al., 2020. Ethical framework for health care institutions responding to
novel Coronavirus SARS-CoV-2 (COVID-19) guidelines for institutional ethics services
responding to COVID-19. Safeguarding Communities, Guiding Practice, 2.
Bliss, L. and Bacalja, A., 2020. What counts? Inclusion and diversity in the senior English
curriculum. The Australian Educational Researcher, pp.1-18.
Erman, E., 2016. Representation, equality, and inclusion in deliberative systems: Desiderata for
a good account. Critical Review of International Social and Political Philosophy, 19(3),
pp.263-282.
Kyriakidou, O. and et.al., 2016. Equality, diversity and inclusion in accounting. Critical
perspectives on accounting, 35, pp.1-12.
Milburn, M., 2017. Informed Choice of Medical Services: Is the Law Just?. Routledge.
Schwennesen, N., 2018. From Informed Choice to Distributed Decision-Making: Ethnographic
Tales from a Study on Prenatal Testing in Denmark. In The Ethics of Reproductive
Genetics (pp. 219-239). Springer, Cham.
Scott, C., 2020. Managing and Regulating Commitments to Equality, Diversity and Inclusion in
Higher Education. Irish Educational Studies, 39(2), pp.175-191.
Sonnenstuhl, W. J. and Trice, H. M., 2018. Strategies for employee assistance programs: The
crucial balance. Cornell University Press.
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