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

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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