equality and diversity… · web view · 2017-07-25i will access information, advice and support...

Surrey Skills Academy with support from Health Education Kent Surrey Sussex

The Care Certificate Framework For

Adult Social Care Workers &

Healthcare Support Workers

Name of Learner: Click here to enter text.

Role: Click here to enter text.

Organisation: Click here to enter text.

Mentor: Click here to enter text.

Assessor: Click here to enter text.

Date started: Click here to enter a date.

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Standard 4


The Care Certificate Framework

Equality and Diversity

Standard 4 Main areas:

I understand the importance of equality and inclusion

I will work in an inclusive way

I will access information, advice and support about diversity, equality and

inclusion

Links:

Code of conduct: Standard 7

Compassion in Practice (6 C’s):Care, Compassion, Competence, Communication, Courage and Commitment

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Standard 4This standard explores the importance of equality and inclusion and ensures that you work in an inclusive manner.

You will inevitably work with people from diverse cultural backgrounds. Cultural

differences could result in dilemmas or conflict situations where users of your service

or their families have different cultural expectations in the service that is being

provided. Part of your role is to be aware of these differences and know how they

may affect your work. You may work with people from cultural backgrounds who may

interpret the Principles of Care or the Principles of Dignity in a different way. For

example, you might work with people from cultural backgrounds who:

Have different ideas of what ‘ability’ and ‘disability’ mean

Have strict religious requirements i.e. clothing

Have different beliefs about private parts of the body which need to be kept

covered during personal care

Have strict ideas about physical contact between men and women

Have different ideas about what is acceptable / unacceptable behaviour

However, the same ‘Values of Social Care’ are equally applicable and you will need

to understand why an organisation’s values should over-ride your own values. The

organisation’s values should not be interpreted as being stringent, rather applied in a

diverse manner catering for all people from different cultures.

Therefore, it can be stated, that diversity concerns everyone, thereby illustrating how

important it is that you recognise what is meant by and apply ‘diversity’ in the work

place. On a broader scale, the diversity of cultural backgrounds has already been

mentioned but it is also necessary to recognise that everyone is different in many

different and various ways, some seen and some not seen.

It is also necessary to understand what is meant by equality and inclusion. Every

individual has the right to inclusion or alternatively, no one should be excluded on the

basis of race, gender, disability, medical or other need and that they are included in

everything that other people can access. You will need to show you can respect their

beliefs, culture, values and preferences. One way to do this is to reflect on your own

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feelings, attitudes and values and how this may influence your work practices.

Awareness of where our own attitudes, beliefs, behaviours, assumptions and

perceptions come from helps us to begin to understand and value each other better.

It also encourages us to accept value and cherish differences whilst ensuring

equitable treatment and greater tolerance. Equality is not about treating everyone

exactly the same; it is about making sure everyone has equality of opportunity.

In addition, diversity, equality and inclusion also interlink with discrimination in the

work place. Discrimination is negative when it involves favouring an individual or

group of people over others on the basis of these characteristics. For example,

refusing to offer a job to an adequately qualified applicant on the grounds of her or

his gender, age or race or denying somebody a place in a day centre on the basis of

his or her sexual orientation, disability or religion.

Discrimination in the work setting may occur deliberately or inadvertently.

Discrimination may occur when someone is treated worse than another person in the

same situation, this can happen in many ways. For example:

Deliberate discrimination: In the workplace, an individual may be refused a

job because they are female or from an ethnic minority group

Deliberate discrimination: Staff may treat a patient differently due to the

patient’s ethnic background

Inadvertent discrimination: Difficult or almost impossible access to work

places by persons who use wheelchairs

Individuals may suffer discrimination because they belong to a particular group within

society:

Elderly

Disabled

Faith groups

Young people

Gender

Ethnicity

Practices that support equality and inclusion reduce the likelihood of discrimination.

Awareness of where our own attitudes, beliefs, behaviours, assumptions and

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perceptions come from helps us to begin to understand and value each other better.

It also encourages us to accept value and cherish differences whilst ensuring

equitable treatment and greater tolerance. Preconceived opinions are not based on

reason and this may cause us to act in an unjust way on the basis of these ideas.

Sometimes an opinion is formed from a single experience and therefore not pre-

conceived. However, if it is then applied to every one of the same ‘type’ without

knowing if it is accurate, this is referred to as ‘Stereotyping’. It can mean that we

believe other people are different from us and use this to justify unfair or intolerant

behaviour. In your day to day work supporting people you need to be alert to

prejudiced attitudes which could lead to unacceptable behaviour.

A stereotype is a fixed image, a term originating from the printing trade. It has come

to mean lumping people together and classifying them as if they were all the same.

Stereotyping can have a positive outcome in terms of the way it enables us to make

sense and order the complicated world in which we live. For example, it helps us sort

and group similar objects. The colour green has over 400 shades but the word green

has a universal meaning despite the fact that we have different, individual

interpretations of the colour.

Therefore, it could be stated that preconceived ideas, stereotyping and attitudes may

prejudice your thinking, this means that you are pre-judging a person or group, and

that you have a negative attitude which is not based on any real experience. If

individuals and organisations support equal opportunities, it means that they

recognise that all people are of equal value and share the same human rights. They

should be treated fairly, recognising their unique needs and provided with similar

chances and experience. At work this means that each individual is treated with

equal status regardless of any disability or other difference.

We are each unique and bring different ideas, talents and experience to the

workplace setting. By creating a culture of working practices that recognise, respect

and value different backgrounds you are promoting diversity in the work place. You

are recognising that different responses may be needed for different people or

groups and thereby, supporting equality and inclusion in the workplace. Good diverse

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practices that support equality and inclusion are likely to therefore reduce

discrimination, both deliberately and inadvertently.

It is necessary to have an awareness of the key legislation and agreed ways of

working that relate to equality, diversity, discrimination rights. The Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, ensures compliance

through the Care Quality Commission (CQC). The CQC set out the standards which

every registered service needs to evidence. Each registered service will be

inspected, and findings will be recorded in a report which evidences good practices,

those that can be improved and those that do not comply with the standards and are

highlighted to action. This report is accessible by members of the public. You can

research the standards on www.cqc.org.uk

In addition to the Standards other legislation that could be identified as relating to

equality, diversity and discrimination is the Equal Pay Act 1970 and the Equality Act

2010. The Equal Pay Act 1970 sets out guidance to ensure employers do not

unlawfully discriminate between men and women in respect of pay and conditions

where they are doing the same or similar work, or work that has been evaluated as

the same by the employer.

The Equality Act 2010 replaces previous legislation (such as the Race Relations Act

1976 and the Disability Discrimination Act 1995) and ensures consistency in what

you need to do to make your workplace a fair environment and to comply with the

law. The Equality Act covers the same groups that were protected by existing

equality legislation but extends some protections to groups not previously covered,

and also strengthens particular aspects of equality law. We cannot discriminate

people on the basis of:

Gender and gender reassignment, pregnancy and maternity, paternity

Religion or belief

Age

Disability

Ethnicity

Sexual orientation, marriage, civil partnership

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http://www.cqc.org.uk/


It can be interpreted from this legislation that discrimination can be categorised into

six main types:

Direct discrimination: Example; a particular job is only open to male or

female, or specific racial group. Applicants with disabilities are automatically

rejected without considering how adjustments could be made to meet their

needs

Indirect discrimination: Example; policies, practices or procedures that

cannot be justified by a proportionate means of achieving a legitimate aim

i.e. particular ethnic groups who are given specific tasks while others are

not, women do one job and men do another

Associative: already applies to race, religion or belief and sexual orientation.

Now extended to cover age, disability, gender reassignment and sex. This

is direct discrimination against someone because they associate with

another person who possesses a protected characteristic

Perceptive: already applies to age, race, religion or belief and sexual

orientation. Now extended to cover disability, gender reassignment and sex.

This is direct discrimination against an individual because others think they

possess a particular protected characteristic. It applies even if the person

does not actually possess that characteristic

Harassment: Example; an unwanted conduct related to a relevant protected

characteristic(s) which has the purpose or effect of violating an individual's

dignity or creating an intimidating, hostile, degrading, humiliating or

offensive environment for that individual i.e. jokes or comments at work,

repeated verbal attacks towards an individual, or using threatening

behaviour or comments to control

Victimisation: Example; is treating someone less favourably because they

have made a complaint or were involved in complaints that have been

made about discriminating behaviour, or to single out an individual for unfair

treatment.

Generally, discrimination is used in a negative context, e.g. if we behave in a

discriminatory way it means that we are treating people in a less favourable way

because we see them as different from ourselves. It can also mean that we are

treating them unfairly in a different way from others, based on prejudice. The Equality

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Act 2010 says it is unlawful to discriminate on the grounds of the following protected

characteristics: Age, Gender reassignment, Race, Sex, Marriage / Civil Partnerships,

Disability, Pregnancy and Maternity, Religion or belief, Sexual orientation.

In order to challenge discrimination in a way that encourages positive change it is

also necessary to understand prejudice. By distinguishing and challenging prejudice

in a way that encourages positive change in the work place a direct positive impact

on discrimination is also likely to occur. Prejudice may be defined as a preconceived

and irrational judgement and evaluation based on assumed rather than actual

characteristics. Prejudice derives from ignorance and is fuelled by the existence of

stereotypes in society. A key feature of prejudice is “mental rigidity” which allows the

individual to maintain existing preconceptions regardless of new information.

Prejudice is a human trait that is present in all of us, it is often shaped and

influenced by our immediate social circle, friends, family and work

colleagues. It can be expressed as negative thoughts about other people.

Discrimination occurs when those beliefs are demonstrated through

negative actions and treating others unfairly because of their beliefs or

appearance.

The influence society has on us continues throughout adult life, chiefly through

family, education, work, the media, and political ideologies. Whilst these are powerful

influences, adulthood, life experiences and maturity can enable us to challenge or

accept our own values and those of others.

You can you challenge discrimination in your work place setting by:

Having an awareness of fairness in all situations

Using empathy, seeing the situation from others point of view

Having sensitivity to other cultures, preferences and needs

Gaining an understanding of differences

Being aware of terminology or language you use

Encouraging individuals to make choices and decisions independently

Not stereotyping or labelling individuals

Acknowledging that discriminatory behaviour in any form is unacceptable

Challenging discriminatory behaviour

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It will be necessary for you to identify a range of information, advice and support

about diversity, equality and inclusion. Many organisations require attendance

(usually as part of your induction) of Equality, diversity and anti-discrimination training

sessions.

In order to meet legislation requirements there will be many policies and procedures

in your workplace that set out guidelines and practices. There should be an Equality

and Diversity Policy, which sets out guidelines for diversity, inclusion, anti-

discriminatory practice and equal opportunities and you should read and make sure

you understand your responsibilities to enable you to demonstrate good practices.

In addition, you can research for advice and information about Human Rights,

inclusion, diversity and equality on the internet, or discuss further matters with your

line manager / supervisor during planned sessions.

As previously stated, you should be aware of the range of sources of information

relating to advice and support about diversity, equality and inclusion. How to obtain

such information will be made clear in your induction and through your line manager /

supervisor / colleagues. You should be aware of such information from your

induction. Therefore, you should know:

Each client should be treated as an individual and as an equal

Each individual has the right to be treated with respect and dignity. This

applies to all members of staff as well as service users

All staff must behave in a professional manner; promoting anti-

discriminatory practice at all times

These values should be promoted in work with all client’s whatever minority group

they belong to. However, dignity may mean something different to a man with

learning disabilities in his 20’s compared to a Muslim woman in her 50’s. You need to

find out from them what dignity, respect, privacy and independence mean to them.

However, there may be circumstances when you may wish to revisit information for

clarification. Examples of unacceptable behaviour:

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1. Any discrimination e.g. sexism, racism, ageism, etc from staff or clients

towards other clients or visitors should be addressed as unacceptable. It is

unacceptable to use offensive language e.g. swearing, sexist / racist

remarks

2. It is unacceptable to make assumptions about a client’s status: - religious

beliefs, culture, sexual orientation etc.

3. It is unacceptable and poor practice to make assumptions about how a

client or member of staff would like to be addressed without seeking their

permission first. Terms such as ‘darling’, ‘love’, and ‘poppet’ are patronising

4. Staff must ensure they are giving their full attention to the person they are

caring for. Talking over clients by staff is unacceptable.

During your day-to-day working role and practices, you may become aware of things

that exclude individuals in some way. So that awareness is raised, you might wish to

discuss these with your line manager, or during staff meetings, or with your mentor,

and explore ways that practices and activities can promote and ensure inclusion.

Examples of promoting Good Practice:

Staff must ensure that clients, relatives, other professionals are

acknowledged at all times. e.g. clients’ levels of care and attention will vary

greatly but it does not mean that those who are less demanding should

receive less attention, physically, emotionally or psychologically

Staff must promote client individuality by keeping Care Plans updated and

ensuring reviews take place regularly

Staff must effectively seek the views of the client primarily, their relatives,

friends, advocate and whoever else is appropriate in updating Care Plans

All staff and clients must be encouraged to feedback areas of poor practice

so that standards are maintained

All staff, whatever their job, are responsible for making sure that their own

behaviour is in keeping with the Equality and Diversity Policies. In particular,

they must not: -

• Discriminate or show prejudice against colleagues, other employees or

job applicants

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• Encourage or condone other employees to practice unlawful

discrimination

• Victimise individuals who have made allegations or complaints of

discrimination or provided information about such discrimination.

Every service manager has a duty to ensure that any staff concerns are

dealt with promptly, thoroughly and fairly.

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Standard 4Workbook

Equality and inclusion





inclusion

Links:



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Standard 4.1 – Understand the importance of equality and inclusion

4.1a What is your understanding of the terms Diversity, Equality, Inclusion and

Discrimination?

Diversity: Click here to enter text.

Equality: Click here to enter text.

Inclusion: Click here to enter text.

Discrimination: Click here to enter text.

4.1b Describe ways in which discrimination may deliberately or inadvertently occur in

the workplace.

Deliberately: Click here to enter text.

Inadvertently: Click here to enter text.

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4.1c Explain how practices that support equality and inclusion reduce the likelihood

of discrimination

Click here to enter text.

Standard 4.2 – Work in an inclusive way

4.2a List the legislation and codes of practice relating to equality, diversity and

discrimination that apply to your own role

1. Click here to enter text.





4.2c If you were faced with the following scenario relating to discrimination, state how

you would challenge it, in a way that would encourage change

Scenario How would you challenge the discrimination, in a way that would result in change

You notice a colleague continuously refuses to support or treat an individual and they have said it is because of the individual’s sexual orientation


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Standard 4.3 – Access information, advice and support about diversity, equality and inclusion

4.3a List a range of sources of information, advice and support about diversity,

equality and inclusion

Sources of information: Click here to enter text.

Sources of advice: Click here to enter text.

Support: Click here to enter text.

4.3b Describe how and when to access information, advice and support about

diversity, equality and inclusion.

How: Click here to enter text.

When: Click here to enter text.

4.3c Who would you ask for advice and support about equality and inclusion?


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Standard 4Observation

Equality and inclusion





inclusion

Links:



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Standard Observation Signature & Date of observation

4.2b Demonstrate interaction with individuals that respects their beliefs, culture, values and preferences.

Click here to enter text. Click here to enter text.

Click here to enter a date.

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Standard 4

Outcome To meet this standard Assessment Evidence provided

Date signed off

4.1 Understand the importance of equality and inclusion

4.1a Explain what is meant by: • diversity • equality • inclusion • discrimination

Assessed by any of the following methods: - 1:1 discussion - Group work- Written

Choose an item.

Choose an item.Click here to enter a date.

4.1b Describe ways in which discrimination may deliberately or inadvertently occur in the work setting


Choose an item.


4.1c Explain how practices that support equality and inclusion reduce the likelihood of discrimination


Choose an item.


4.2 Work in an inclusive way

4.2a List which legislation and codes of practice relating to equality, diversity and discrimination apply to their own role.


Choose an item.


4.2b Demonstrate interaction with individuals that respects their beliefs, culture, values and preferences

The assessment must be observed in the workplace as part of the normal work duties

Choose an item.


4.2c Describe how to challenge discrimination in a way that encourages change


Choose an item.


4.3 Access information, advice and support about diversity, equality and inclusion

4.3a List a range of sources of information, advice and support about diversity, equality and inclusion


Choose an item.


4.3b Describe how and when to access information, advice and support about diversity, equality and inclusion


Choose an item.


4.3c Explain who to ask for advice and support about equality and inclusion.


Choose an item.


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Assessor’s Name:Click here to enter text.

Assessor’s Position: Click here to enter text.

Signature:Click here to enter text.

Date:Click here to enter a date.

Learner’s Signature: Click here to enter text.

Date:Click here to enter a date.

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equality and diversity… · web view · 2017-07-25i will access information, advice and support...

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