Inclusion Practice Report: Factors, Policies, and Personal Accounts

This report delves into the multifaceted aspects of inclusive practice, examining the impact of personal, social, and cultural factors on learning. It analyzes policy and regulatory frameworks, and their influence on organizational policies and individual practice. The report also summarizes personal roles and responsibilities in relation to inclusive practice, highlighting the connections with other professionals. Furthermore, it presents a reflective account, identifying strengths and areas for improvement in promoting inclusion, equality, and valuing diversity. The report concludes with plans to enhance inclusive practices, providing a comprehensive overview of the subject.

Inclusion practise

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK A Research Projects.............................................................................................................3
Using the report, produce a written report that reveals the impact of personal, social and
cultural factors on learning..........................................................................................................3
Using your research, produce a written report that summarises policy and regulatory
frameworks relating to inclusive practices and explains how they influence organisational
policies and your own practice....................................................................................................3
TASK B Personal accounts.............................................................................................................5
Summarise your own role and responsibilities relating to the inclusive practice and explains
how it relates to the roles and responsibilities of other professionals.........................................5
TASK C Reflective account and plan..............................................................................................6
TASK 3............................................................................................................................................7
Effectiveness of own inclusive practice:.....................................................................................7
Identify your strengths and areas of improvements.....................................................................8
Analyse ways to promote inclusion, equality and value diversity...............................................8
Plans to improve on inclusive practice:.......................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Promotion of equality and diversity within an organisational entity can be effectively undertaken
if it gets accompanied with comprehensive practice. This approach duly ensure that an individual
get treated in without any discrimination (Abbas, Zafar, and Naz, 2016). When the workplace is
having positive work environment and employees are treated in effective manner that this is
concluded that all work will be done properly. With the help of implementation of equality and
diversity at workplace, there is accomplishment of organisational goals as well as objectives.
TASK A Research Projects
A Using the report, produce a written report that reveals the impact of personal, social and
cultural factors on learning
Learning is mainly get influenced by different types of factors. Mentioned below some of
the essential factors that influence learning is being define:
Financial background: There is need for managing the finance before managing learning. It is
one of the most essential thing required for managing the learning process. When there is
no good stable background or less finance, then there are chances of loss.
Gender:
Gender is one of the most essential factors that influence learning. This has been seen
that male are more inclined towards technology and they learn it in a quick time manner.
Educational background:
It has been identified and if an individual is not having adequate educational background
then they may face difficulties to learn new things in quick manner as they possess weak basic
skills. .
B Using your research, produce a written report that summarises policy and regulatory
frameworks relating to inclusive practices and explains how they influence organisational
policies and your own practice
Employment legislation and code of practice – there are a lot of employment legislations which
the company has to adopt while operating in business environment. The main objective of
employment legislation is to provide the rights of people in the organisation they are working in
it. Affective objective and aim of legislations as well as code of practice is to manage the risk as

well as provide safety environment to employees in the workplace (Buse, Bernstein, and
Bilimoria, 2016 ). In context of code of practice, there are several guidelines as well as
regulations which are used for managing the working of organisation. there are lot of ways by
which companies are able to maintain and develop the standard of conduct used for managing
customers, employees as well as business processes. Few word of conduct are involved in the
proper managing and functioning of the company. There are several legislations and code of
conduct that are mentioned below –
 Workplace regulations – These are known as the schools which are provided to
employees which are basically made for the safety and health of employees. It is ensured
that individuals are working effectively within the company for managing the work
properly. in context of UK Government there are lot of regulations provided to the
companies which has to be conducted in proper accommodation standards. This provide
help in managing the proper drinking water, sanitary convenience, traffic rules, washing
facilities, temperature in Indo workplace.
 Organisation procedures and policies – there are lot of policies as well as procedures
developed for evaluating the effect of organisational decisions on the basis of particular
set of action. Organisational policies as well as procedures are developed for managing
the working of business operations effectively. The main objective of organisational
policies and practices is to protect the right of staff and employees at workplace. There
must be assurance that all employees are working in positive environment.
 Complaints procedure – there are various legislations and rules made for managing the
queries and problems associated with individuals. After implementing the legislations
within place and management, it is easy to manage the process and fulfill objectives as
well as goals of the company.
 Recognising on responsibilities and rules – there are different rules and legislations which
can be adopted for managing the roles and responsibilities of individual. It is concluded
that all the individuals are having effective results by analysing the responsibilities and
rules properly.
 Creating opportunities for sharing inclusive practise - there are various rules and
regulations given by Government which have to be managed within the workplace.
Employees are able to increase the productivity by manager effective rules and

regulations to be followed in company. There are various entities which provide
developmental opportunities and these are used for managing inclusive practice for
desired results.
C. 2.2 Organizational policies
Employment legislation and Code of Practice:
Different types of employment legislations are being developed by government that aim
towards ensuring rights of individuals those who perform their work in organisational workplace
structure. These legislations and code of practice effectively aim towards managing risk that is
related to health and safety of individuals within an organisational structure. Some of the
significant legislations and code of conduct is being defined below:
Workplace Regulations:
Workplace regulations are associated with numerous form of factors that are applied to
workplace and health safety and welfare of individuals those who conduct their daily basis
functioning in a workplace structure.
Organisation policies and procedures:
There are different types of effective policies as well as procedures that are duly design in order
to evaluate influence of organisational decisions as per set actions. There are mainly defined as
well as specific methods that aim towards evaluating the daily basis operations effectiveness.
C. 2.3 Own practice
Complaints procedures:
By implementing all above-mentioned procedure as well as legislations an organisation can
effectively able to resolve complaints of employees customers in a well defined and can further
able to manage them as to increase their overall work efficiency
Recognising own roles and responsibilities:
By adopting necessary and essential relevant legislations as well as measures in
workplace structure company can effectively able to identify the roles and responsibilities.
Creating opportunities for sharing inclusive practice:
There are different types of registrations and rules that are being frame by government and
are required to be implemented by organisation in their workplace structure.

TASK B Personal accounts
3.3.Summarise your own role and responsibilities relating to the inclusive practice and explains
how it relates to the roles and responsibilities of other professionals
 Working with organisational policies - according to this concept, there is need of
managing the employees working in the company properly so that it is easy to manage
the effectiveness of organisational policies. By the help of managing the success in in
role and responsibility, there is effective way of achieving the organisational goals and
objectives (Cooke, Sweeney, and Noble, 2016). It is an important part of the business
that all the functions are conducted effectively. All the standard rules and regulations are
followed while managing the work assigned.
 Challenging an appropriate behaviour - it is very important for the companies to manage
the high productivity e as well as efficiency for managing the employee behaviour. It is
very important for all the companies to manage the roles and responsibilities effectively
and meet the organisational targets and goals properly. There are various issues within
workplace that have to be solved for better functioning.
 Promoting inclusive practice - inclusion is an essential factor within the promotion of
equality and diversity at workplace culture. It is essential for the individual to
manage the policies as well as practices effectively in order to maintain the
effectiveness of company.
 Celebrating success - it is concluded that by celebrating success, there is proper
management of the contribution of employees which is required for motivating the
existing employees.
There are different ways which are used for promoting inclusion. Inclusion is known as an
essential factors and there must be proper ways for adopting it. This includes following aspects
–
 Promoting inclusion - the promotion of inclusion is required for ensuring high growth
and managing the work in proper manner. It is ensured that various activities like ok
selection of skills and abilities must be done properly so that policies of the organisation
are managed property.

 Empowering individuals – this is associated with managing of the individual properly.
There are lot of enclosures as well as safe environment policies which are work in proper
manner.
 Tackling discrimination - it is ensured that promoting of inclusion organisation is
important for promoting the equality and there is no workplace s discrimination. It is
helpful for managing the business process in effective manner.
 Rewarding success - it is very essential for promoting inclusion and for measuring the
employee and staff performance. It is important for managing the work of individual
property for motivating and encouraging the staff.
4.1 Identifies points of referral to meet the learners
Promoting intrinsic and extrinsic motivation:
As to value individual learner it is essential to provide them with intrinsic as well as extrinsic
motivation. In context with intrinsic motivation individuals are awarded with internal
rewards. This will lead them towards increasing satisfaction within them. While on the other
hand, extrinsic motivation is external rewards that are being provided to individuals in terms
of grades, price, money and fame
Facilitating group forming and encouraging positive group dynamics:
With the help of group forming individual learning can be effectively facilitate. As by making
individual perform their work in a group helps in accomplishing task in a more effective
manner. As it allow in solving problem with more unique ideas. With the help of this
maximum outcome is also insured.
Sharing cultural or social values:
As per according to this factors, as to effectively facilitate individual learning it is important to
share social values as well as culture. As by making individuals aware with different social
values as well as culture learning can be effectively promote among them.
4.4 Review key features and benefits of inclusive learning environment and strategies for
effective liaison between professionals involved in inclusive practise
Providing information that is current and accurate:

As to make significant increase in learner value it is essential to provide them with every
related an accurate information. With the help of this goals can be accomplished in the more
effective manner.
Appropriate language in delivering information:
As to make sure that information are understandable to each and every individual it is essential to
undertake use of appropriate languages and protect the information from any misleading
information that might lead towards creating confusion.
TASK C Reflective account and plan
Own roles and responsibilities
Every individual requires to accomplish various roles and responsibilities. It is necessary that
individuals know their limitations and strengths so that these roles and responsibilities can be
accomplished. It is necessary to make sure that every individual effectively carry on an analysis
of their own strengths and weaknesses. With the help of this analysis they can effectively work
towards betterment of their weaknesses. In order to seek help from others it is necessary to 1st
analyse critically one’s own self. Only after this analyzation the help from professionals can be
taken (Fisher, 2020).
Relationship with roles and responsibilities of other individuals:
In order to perform of work affectively it is necessary to seek guidance from different
individuals. With the help of these guidance the fulfilment of goals and objectives can be done
efficiently. If one is critically conducting own roles and responsibilities analysis only then they
can understand the weaknesses and the areas in which they need help of professionals. The
relationship between roles and responsibilities of other professional can be also defined through
conducting a performance result. When help is taken from other professionals the basic objective
of help is already defined. After a time, performance management can be conducted and the
actual results can be measured. This will help in defining whether the professional help is
actually helping in eliminating weaknesses of individuals. If self-analysis is not conducted
successfully and strains of weaknesses are not analysed then this judgement cannot be done. This
critical analysis of roles and responsibilities is also necessary in order to make sure that the major
objective of taking professional and others help can be communicated well.

TASK 3
Effectiveness of own inclusive practice:
Working in team: Inclusive practice helped in working together with other people in a team. It
insures affective Ness of the results from the task. It also helps in solving a number of conflicts
which is created while working with others. These conflicts may negatively impact the work and
task completed by individuals. Therefore it is necessary to solve these conflicts and grievances
between individuals in a team.
Adapting various resources and strategies: Inclusive practices are very effective in managing
the adaptation of different resources in an organisation as well as strategies. Due to the
continuously changing environment it is necessary to formulate new strategies from time to time.
The resources used by an organisation are also dynamically changing. It becomes necessary for
individuals to adapt these new strategies and resources. Inclusive practices helps in developing
adaptation capability in individuals through which the strategies and resources can be analysed
well and adopted by everyone (Pinter and et. al., 2020).
Creating a positive attitude: it is necessary that while working the attitude of individuals is
positive. Inclusive learning helps in developing these positive attitudes in individuals. The
positive attitude towards the company and employees will help in best effective manner through
increasing productivity of individuals. With the help of this achievement of goals and objectives
can be done in the given time period. It also encourages individuals to accomplish all the roles
and responsibilities which are provided to them.
Motivation: another effectiveness of inclusive practices it helps in motivating individuals. In
order to work and generate a positive attitude to words work it is necessary that individuals
remain encouraged and motivated. It is often seen that you to demotivation various individuals
do not perform their work well. It is necessary that hundred percent of capability of every
individual is affectively used while working. If they remain demotivated this will be a waste of
resources. Inclusive learning helps in motivation generation in individuals.
Identify your strengths and areas of improvements
There were a number of strengths and improvement areas analysed by me while creation of
this report. All these help me in measuring my capability and capacity is and how can I include
inclusive practices in order to grow and develop effectively.

My strengths I realised while completing this report were that I have good leadership
skills. This also helps me in working in a team with a number of people. It is necessary to adapt
to changes and also gain knowledge from values and beliefs of others with whom you are
working. Every individual comes from a different background, culture and ethnic behaviour. It is
necessary to make sure that while working together none of feelings and beliefs of different
cultures is hurt. I also came to know that I incorporate time management skills. It is necessary for
every individual to have time management skills while performing any work. This helps in
analysing various work and prioritising them as per their needs and values given to them. I make
sure that I prioritise all the task before starting a task. In this way I can effectively complete the
work which is given to me in the allotted time period. It is necessary to review the task done and
manage and control any deviation from the plan which is prepared at the beginning of task.
There were also a number of improvement areas I developed in myself. This include
communication skills. When considering written communication, I can manage well. But in front
of a number of people it becomes difficult to communicate the information efficiently. It is
necessary for me to work on my communication skills. This communication skill also includes
the listening skill in me. It is necessary to listen to a person with full attention without being
judgemental at the beginning. I need to change creating perception about people before listening
to them. These area various areas in which help from professionals can also be taken to improve
effectively.
Analyse ways to promote inclusion, equality and value diversity
There are a number of ways in which inclusion, quality and value diversity can be promoted.
Some of those ways are mentioned below:
 It is necessary to make sure that growth is the most important part in promoting inclusion.
It is necessary to ensure assisting various activities and scaling all the activities in order
to select the best one (Soto Torres, 2020).
 Follow-up of all the essential activities and procedures in an organisation is also required
which will ensure promotion of inclusion practises in an organisation. Follow-up will
also help to draw results and make changes if necessary.
 In order to promote inclusion and equality and diversity it is also necessary to tackle
discrimination. It is the basic way to promote all these three. When there is no
discrimination prevailing in any organisational structure it will help in promoting equality

and diversity. There should be creation of antidiscrimination strategies in order to protect
various right to solve individuals in an organisation and provide equal treatment to
everyone. This will effectively help individuals and organisation as a whole.
 It is necessary to empower individuals. Empowering individuals will help in creating an
inclusive environment. It has also been identified that individuals need to have positive
learning so that they can effectively adopt various beliefs values and cultures. This will
also helps in acquiring all the objectives in best possible manner.
Plans to improve on inclusive practice:
Actions and consequences: Using various examples to absorb negative and positive
behaviour in individuals life is a great way to start the inclusive practice. This will help in
spreading awareness about the real facts and figures and how various actions lead to different
consequences.
Developing empathy: In order to develop empathy in individuals role-play activity is one of
the best method. Performing in group will help them in appreciating feelings and beliefs of
each other. In this way empathy can be developed.
Diversity: It is also necessary to effectively influence various diversity practices in order to
fulfil all the goals and objectives of this plan. Celebration of various cultures should be
positively done in every workplace to create diversity. In this way individuals can be
encouraged and everyone can easily adapt with different cultural activities. It is a great way
to promote inclusive practices in an organisation.
Influencing attitude: Another important part of plan is to influence attitudes of individuals.
It is necessary that attitudes as well as opinion of individuals are influenced so that
promotion of inclusive practices, quality and diversity can be perfectly managed in an
organisation. It is often seen that individual attitudes highly affect a group together. If
attitudes of each individual is change it will automatically influence the attitudes of a group
and bring a change in their behaviour (McLinden and et. al., 2020).
Taking action: human rights equality is a major adoption that should be done by
organisations in order to promote inclusive practices. This will affect the behaviour of every
individual. In order to successfully carry out this plan it is necessary to adopt it in the best
possible manner.

Through the help of this plan own inclusive practices can be improved dramatically. It is
necessary to understand the importance of inclusive practices by every individual. They need to
incorporate this plan in order to understand various benefits it can bring in attitude, behaviour
and achievement of all aims as well as objectives.
CONCLUSION
From the above discussion, it is analysed that equality and Diversity are important aspects
within the business environment and workplace. This is ensured that work is done effectively for
managing the work of company properly. By adopting the equality and diversity at workplace, it
is easy for having positive workplace environment. It further lead towards accomplishment of
goals objectives in a best effective manner that further increase profit and productivity.

REFERENCES
Books and Journals
Abbas, F., Zafar, A. and Naz, T., 2016. Footstep towards Inclusive Education. Journal of
Education and Practice, 7(10), pp.48-52.
Buse, K., Bernstein, R. S. and Bilimoria, D., 2016. The influence of board diversity, board
diversity policies and practices, and board inclusion behaviors on nonprofit governance
practices. Journal of Business Ethics, 133(1), pp.179-191.
Cooke, N.A., Sweeney, M.E. and Noble, S.U., 2016. Social justice as topic and tool: An attempt
to transform an LIS curriculum and culture. The Library Quarterly, 86(1), pp.107-124.
Engelbrecht, P., Nel, M., Nel, N. and Tlale, D., 2015. Enacting understanding of inclusion in
complex contexts: classroom practices of South African teachers. South African Journal
of Education, 35(3).Canadian schools. Journal of LGBT Youth, 13(1-2), pp.112-140.
Gotsis, G. and Grimani, K., 2016. The role of servant leadership in fostering inclusive
organizations. Journal of Management Development, 35(8), pp.985-1010.
Macmillan International Higher Education.
Peer, L. and Reid, G. eds., 2016. Special educational needs: A guide for inclusive practice. Sage.
Syed, J. and Ozbilgin, M. eds., 2015. Managing diversity and inclusion: An international
perspective. Sage.
Thompson, N., 2016. Anti-discriminatory practice: Equality, diversity and social justice.
Taylor, C.G. and et.al, 2016. Gaps between beliefs, perceptions, and practices: The Every
Teacher Project on LGBTQ-inclusive education in Theodorakopoulos, N., Ram, M. and
Kakabadse, N., 2015. Procedural justice in procurement management and inclusive
interorganizational relations: An institutional perspective. British Journal of
Management, 26(2), pp.237-254.