Equality, Diversity, and Inclusion in Health and Social Care Report

This report provides an overview of equality, diversity, and inclusion (EDI) within the health and social care sectors. It begins with definitions of equality, diversity, and inclusion, followed by a discussion of relevant legislation, including the Equality Act 2010, Human Rights Act 1998, and the Care Act 2014. The report then explores models of practice that underpin EDI, emphasizing the importance of embracing differences and adapting practices to suit all individuals. It also addresses the impact of barriers to EDI, such as culture, upbringing, and prejudice, and discusses the effectiveness of policies in ensuring legislative requirements are met. The conclusion stresses the need for healthcare units to implement EDI policies and procedures to protect individuals from discrimination and harassment. References include various academic sources on the subject.

Equality, diversity
and inclusion

Health and social care are two wide areas which require
good control, management and implementation of regulatory
frameworks. There are professionals who have knowledge
and eligibility to enroll and work closely with the people for
their betterment by helping them with day to day activities. It
is important to make these individuals aware of all the
legislations related to equality, diversity and inclusion.
Executive summary

Equality: According to Barker, equality is a term which talks about the equal rights
for every person without giving any special rights and privileges to certain people.
In other words, it means that everyone should have similar rights without any
discrimination. Equality Act, 2010 defines this word as something which does not
create any differentiation among the people in a community or society.
Diversity: It refers to the understanding of differences by recognizing the uniqueness
of every individual. It depends upon a range of dimensions such as race, sexual
orientation, ethnicity, socio-economic status, beliefs, and many more.
Definition of equality, diversity and
inclusion

Legislation is an essential part for every individual for carrying out all the
activities legally. This helps in providing security and safe environment for
people living in a country.
Equality Act, 2010: This act has been enacted with the aim of protecting people
from discrimination in the workplace.
Human Rights Act, 1998: Human rights can be understood as the freedoms and
rights that a person enjoys irrespective of his/her race, gender, nationality,
religion, sexual orientation and other status.
Laws in equality, diversity and inclusion in
health and social care segment

The Care Act, 2014: This act has been
enacted by considering the different
laws which are there in UK for care
and support, making it difficult to
actually understand the gist of the
legislation. This act provides that
the local authorities are under a
responsibility to assess the level of
support that a carer may need.
Continue…

Equality, diversity and inclusion have the same objective to
embrace and celebrity differences of nationalities, genders
and cultures. Equality is not just limited to treating all the
people in a similar manner but also recognizing and
respecting diversity enough to adapt practice and procedure
to suit all.
Models of practice that underpin equality,
diversity and inclusion

The Mental Capacity Act 2005, contains the
probation for protection of people who cannot
make decisions for them. Apart from the above
mentioned underpinning models of practicing
equality, diversity and inclusion in the
organization, there can be different models
developed by the management of the entity for
their effective implementation by giving
respect and treating everyone fairly.
Continue….

Equality diversity and inclusion have their own individual barriers which
require effective solution to control. One of the major barriers culture,
upbringing and prejudice. Go to barriers can create hurdles in the aspects of
relational, spiritual or dietary requirements which may not be inconsistent
with traditional expectations. This in literal sense means preconceived
opinion that is not based on reason or personal experience. It limits the
barriers in identifying equality of rights for every individual. Religious belief
comprises of different beliefs that are not considered.
The impact of barriers to equality,
diversity and inclusion

Policies are the basis of an organization which provides the boundaries and are prepared
in consistent with the applicable legislation for daily tasks within each department. It
is important that every new policy is prepared in legible manner by using correct
terminology which makes sense to employees. There are some of the criteria on the
basis of effectiveness of policies can be measured. These are as follows:
Feasibility of policies and procedures- Departments in the health and social care unit
must understand the different schedules, personalities and experiences of each
individual. The first step in ensuring compliance involve the in this to make sure that
policies are not misunderstood, correct terms have been used for easy.
Effectiveness of policies in ensuring
legislatory requirements are met

From the above report, it can be concluded that health and social care units
need to implement policies related to equality, diversity and inclusion within
the organization. There are various legislation such as healthcare Act, Mental
capacity act and similar rules and laws for protecting individuals from
discrimination, harassment, torture etc. It is important for organization
whether in health and social career sector or in any other industry of the
economy, to design and formulate policies and procedures that suited the
overall motive of the entity.
CONCLUSION

 Chachamu, N., 2017. Equality and diversity training: An ethnographic approach
(Doctoral dissertation, Cardiff University).
 Alexander, C. and Weekes-Bernard, D., 2017. History lessons: Inequality,
diversity and the national curriculum. Race Ethnicity and Education, 20(4),
pp.478-494.
 Stein, H., Hannah, J. and Zimmerman, A., 2019, January. Using Equality and
Diversity as a Façade for Control. In Geophysical Research Abstracts (Vol. 21).
 Potvin, D.A., and et. al., 2018. Diversity begets diversity: A global perspective
on gender equality in scientific society leadership. PloS one, 13(5), p.e0197280.
References

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