Detailed Report on Management in Health and Social Care

This report delves into the core principles of health and social care management, emphasizing equality, diversity, and inclusion. It outlines the responsibilities of a manager in promoting these values, referencing relevant legislation such as the Health and Social Care Act 2008 and the Equality Act 2010. The report identifies various barriers to inclusion, including cultural, personal, physical, communication, and institutional factors, and discusses strategies to overcome them. It details workplace procedures, codes of practice, and the importance of staff training in fostering an inclusive environment. The report also explores the effects of discrimination, the impact of inclusion, and the value of diversity within the health and social care context, supported by academic references.

Running Head: MANAGEMENT 0
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Health and social care management

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1.1) As a role of manager, it is my responsibility that to embrace all individuals, families,
associates, and those I am working in partnership with are treated in a similar manner.
In addition, everyone should be treated with full dignity and respect.
In aligning with my roles there are many Codes of procedures, organisation policies
and legislations that controls inclusion and diversity (Tatli, 2011).
 Health and Social care act 2008
 Equality Act 2010
 Race Relations Act 1976
 Human Rights Act 2000
 Essential standards for quality and safety
 Care Standards Act 2000
 The Disability Discrimination Act 2005
 The Data Protection Act 1984
1.2) The central principles in social care are equality of opportunity, inclusion and anti-
discrimination (Thmopson, 2016). Barriers are known to be as those aspects that
prevent or make access to service more typical for particular groups and individuals.
Various kinds of barriers that exist are –
 Cultural – Bearing of spirituals aspects, dietary or relational requirements that
do not adapt to old-style prospects.
 Personal – for instance, the individual prejudices are held by certain
individuals having impact on their practice. These activities may be cognisant
but can often be unconscious. There is also needs to give more support to the
disadvantages individuals so that their voice can be heard and they are able to
hold in the power in terms of decision making process.
 Physical – may be related to the creation of the environment, for instance,
facing difficulty in gain access to building, absence of toilets and lifts, etc.
When any of the above occucs individuals may feel overloaded,
disempowered and helpless, etc.
 Communication – may also happen as individuals have dissimilar needs in
relation to communication. These barriers are not always connected to the
disabled person impairment, for instance, giving data in accessible formats.

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 Institutional – Here the policies, processes and practices preserve an
organisational culture that ignores several groups and individuals. Due to
some of external and others factors could also cause some barriers such as the
mode by which services are formed, for instance, commonly employment of
agency staff shows that organisation is lacking in effective recruitment, which
shows negative experience for the residents.
The legislations relating to diversity, equality and inclusion provides protection from
discrimination on grounds of age, disability and gender. This will also impact service
users as they need to ensure that the needs are met and every user is receiving quality
care and respect. Moreover, staff will also focused to meet certain needs standards.
Workplace procedures also embrace well practice regarding the necessary assistance
needs to be carried out.
1.3) As a team, we encourage equality and upholds individuals equality of opportunity,
their privacy, dignity, independence, equality of care, their desires and requirements.
As a team, we promote the following –
 Conventions – Encourage resident to participate in meetings and providing
rights to discuss meals they wish to desire like respective menu in the week,
various activities and day trips they want to go upon.
 Compliant process – To meets the needs of service users, there is a procedure
n need to be available in various formats.
 Upholding privacy – Storing of all necessary information of user securely and
gives full privacy in respect with sharing of information.
 In every 3 months, it is required to review individual care plans and follow
any respective changes to the account relating to user health, requirements and
desires.
 Several planned activities – Inclusive service should be easily available to all
service users.
 Flexible working and career break so that user can easily fulfil the domestic
duties.
Some of the legislations that may have potential impact on my area of responsibilities will be
–

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 Health and Social Care Act 2008
 Equality Act 2010 – Ban of unfair treatment and provides equal opportunities to all.
Some of protected characteristics are – age, religion, sex, disability, marriage and civil
partnership, etc. (Vickers, 2011).
 Codes of Practice – a guide to best practice.
2.1) It comes into my areas of responsibility to make sure that all workers promote
diversity, equality and inclusion to all individuals directly or indirectly. There are
many ways to do so like –
 Dignity and respect – Respect every user requirements for dignity and
privacy for offering the respective service and handling a sort of respective
information (Riddell, 2009).
 Information and communication – giving of information in many formats
like video, Braille, large print and so on.
 Value the contribution – Building of effective environment where user feels
valued and the requirement is effectively met with diverse service users.
 Eliminating physical barriers – with alternative methods.
 Modify service as per requirements – provide supplementary benefits like
prayer room and induction loop.
It is also very significant that workers get important training as it will help in making
them aware of important role and accountability.
2.2) As a supervisor, I always look for quality aspects and remove discrimination with my
own approach to managing. Building an environment where equality and challenge
discrimination is supported and also operating with the workers to make them aware
about the significance of equality with the help of training, supervision and thus
improves equality (Armstrong, Armstrong and Spandagou, 2011).
It is also related to challenging others if important and considers individual needs
when they cannot put their thoughts. Challenging discrimination may prove to be
difficult as I need knowledge of policies, practices and procedures. I can also deal
more effectively if I know what is the good practice. In addition, to be able to

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challenge discrimination, it is significant to collect precise information and consider
many points of view like pressure, needs and culture aspects.
2.3) An appropriate way to give staff with information in relation to the effects of
discrimination is to make focus on them as they habitually join the adequate diversity,
equality and inclusion.
 The Effects of discrimination – Discrimination can have an impact on
individual both emotionally and physically. The major effects of
discrimination are – Anger, isolation, loss of self-esteem, depression, loss of
motivation, mental illness due to stress, restricted access to services and
condensed individual rights (Shih, Young and Bucher, 2013).
 The Impact of inclusion – From the perspective of workforce, a feeling of
acceptance can be evolved in an enterprise, which associates to satisfaction
and respective commitment to it. This will result in improved productivity and
help in building of more effective team. From the perspective of service users,
inclusion can be achieved by considering various respective needs and plan
the services accordingly. If people are allowed to, access services, their health
and wellbeing will be improved and diminishes discrimination and raises
inclusion.
 The value of diversity – As there will be a different group of workers, it can
be said that all individuals are termed as unique in their own way. These
differences comprise their religion, capabilities, beliefs, cultural background
and so on. When individuals value diversity, they identify and respect the fact
that individuals are dissimilar and this can be called as a good thing, which
will benefit organisation, teams and also service users itself (Stewart, Crary
and Humberd, 2008).

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References
Armstrong, D., Armstrong, A.C. and Spandagou, I. (2011) Inclusion: by choice or by
chance?. International Journal of Inclusive Education, 15(1), pp.29-39.
Riddell, S. (2009) Social justice, equality and inclusion in Scottish education. Discourse:
Studies in the Cultural Politics of Education, 30(3), pp.283-296.
Shih, M., Young, M.J. and Bucher, A. (2013) Working to reduce the effects of
discrimination: Identity management strategies in organizations. American
Psychologist, 68(3), p.145.
Stewart, M.M., Crary, M. and Humberd, B.K. (2008) Teaching value in diversity: On the
folly of espousing inclusion, while practicing exclusion. Academy of Management Learning
& Education, 7(3), pp.374-386.
Tatli, A. (2011) A multi‐layered exploration of the diversity management field: diversity
discourses, practices and practitioners in the UK. British Journal of Management, 22(2),
pp.238-253.
Thompson, N. (2016) Anti-discriminatory practice: Equality, diversity and social justice.
New Zealand: Macmillan International Higher Education.
Vickers, L. (2011) Promoting equality or fostering resentment? The public sector equality
duty and religion and belief. Legal Studies, 31(1), pp.135-158.