Equality, Diversity, and Inclusion in Health and Social Care

This essay defines equality, diversity, and inclusion and discusses the Equality Act 2010 and its impact on healthcare. It explores models of practice that underpin equality, diversity, and inclusion, such as the equal opportunities model and the diversity and differences model. The essay also examines the effects of barriers to equality, diversity, and inclusion, highlighting potential negative impacts on individuals' well-being and health. Furthermore, it discusses the effectiveness of policies in promoting equality, diversity, and inclusion in the workplace, including creating a culture of fairness, recognizing unconscious biases, ensuring compliance, and addressing indirect discrimination. The essay references several academic sources to support its arguments and analysis, providing a comprehensive overview of the subject matter. Desklib offers a platform for students to access similar solved assignments and study resources.

Level 4 project 1 Equality
Diversity and inclusion in
health and social care

Table of content
 Definition of equality, diversity and inclusion
 Equality, diversity and inclusion legislation: Equality act 2010
 Model of practice underpinning equality, diversity, and inclusion
 Effect of barrier
 Effectiveness of policies

Definition of equality, diversity and inclusion
 Equality: Equality is a term which making sure groups or individuals are not treated less favourably or differently, on the basis of their
particular protected characteristic, involving area of gender, race, belief or religion, disability, age and sexual orientation.
 Diversity: Diversity is a term which aims to respect, value and recognise differences of people to realise and contribute their full
potential through encouraging an inclusive environment to all.
 Inclusion: Inclusion is a term which define as a sense of belonging, valued for who you are, feeling respect, feeling a level of
supportive commitment and energy from others so that persons can do their best. It is used by the human beings with disabilities and
various disability rights promoters to the idea that all human beings should be openly and freely without pity. Make room to any human
being with a disability without limitations or restrictions of any kind (Brimhall, 2019).

Equality, diversity and inclusion legislation:
Equality act 2010
 This act came into effect on 1st October 2010. This new equality act
provide a lawful template to advance equality of chances to all and
protect the individuals rights.
 This act will strengthen, harmonise and simplify the present legislation
for providing a new discrimination law that protects persons from the
unequal or unfair treatment and encourages a more equal and fair
society. In the health care system due to this act practices ensure that the
service given to the people are accessible and fair to everyone.

Model of practice underpinning equality,
diversity, and inclusion
 There are two types models of practice which underpin diversity
equality and inclusion that are: the equal opportunities model and the
diversity and differences model.
 The diversity and differences model states that people are unique and
different and this must be acknowledged and they should sense valued
to what they are.
 The equal opportunities model approves that all human beings must be
treated similar.

Effect of barrier
 Barriers can effects human beings in several ways. They can stop or
prevent the human beings from acquiring services which may be
required to their well being and health.
 If any individual is not getting the treatment which they need are at
risk of developing a illness or disability.
 There are several types of barriers to equality, diversity and inclusion
are gender stereotype, workplace barriers, sexism, lack of mentors,
financial barriers, leaderships, accessibility, regulatory barriers ,
legal barriers and so on.

Effectiveness of policies
 By the following way equality, diversity and inclusion are promoted within
workplace according to various polices and legislation.
 create a culture of inclusion and fairness.
 Recognise and stop unconscious biases.
 Make sure individuals are compliant.
 Be aware of indirect discrimination.
 Equality and diversity in the recruitment process (Guyan, 2022).

References
 Aulenbacher, B., Décieux, F. and Riegraf, B., 2018. Capitalism goes care: elder and child care between market, state, profession, and family
and questions of justice and inequality. Equality, Diversity and Inclusion: An International Journal.
 Bell, M.P., Leopold, J., Berry, D. and Hall, A.V., 2018. Diversity, discrimination, and persistent inequality: Hope for the future through the
solidarity economy movement. Journal of Social Issues, 74(2), pp.224-243.
 Bernstein, R.S., Bulger, M., Salipante, P. and Weisinger, J.Y., 2020. From diversity to inclusion to equity: A theory of generative
interactions. Journal of Business Ethics, 167(3), pp.395-410.
 Brimhall, K.C., 2019. Inclusion is important... but how do I include? Examining the effects of leader engagement on inclusion, innovation,
job satisfaction, and perceived quality of care in a diverse nonprofit health care organization. Nonprofit and Voluntary Sector
Quarterly, 48(4), pp.716-737.