Unit SHC 53 Champion equality, diversity and inclusion
1, Understanding diversity, equality and inclusion within own area of responsibility.
1.1 Explain models of practice that underpin equality, diversity and inclusion in own area of responsibility
It is important as a manager that I acknowledge and respect the needs of both staff and residents. By adapting to their needs and altering my style to suit. Being aware of inequality will involve me in understanding that residents and staff have the right to involved and participate in the running of the home without feeling discriminated on the grounds of their disabilities, gender, age and race etc. To help remove barriers between staff, it ...view middle of the document...
Initial assessment identifies those needs, I then signpost or refer to the appropriate body. I also consider whether the communication provision/facilities are such that it appears to exclude/disregard any section of the home by disability, gender religion etc. As the registered manager I have made provision to provide each individual with the opportunity of achieving. If someone feels excluded or singled out it can affect their “Esteem Needs” which has a detrimental effect on their behaviour and inclusion. All staff and residents have been made to feel included regardless of any perceived differences.
1.2 Analyse the potential effects of barriers to equality and inclusion in own area of responsibility
All people are different, unique and come from different backgrounds and this is what makes humanity so diverse. If we are to embrace human diversity we will not only learn about other people but we will be able to overcome barriers such as bias and prejudice, which can take many forms based on race, religion, sex, sexual orientation, culture, disability whether it is physical or mental, age and class to mention but a few. My aim is to accept everybody as individuals and to treat them with equal respect without being influenced by my own background and upbringing, mainstream media or by our surrounding community. The equality act of 2006 combined many existing laws regarding equality into one comprehensive act which was subsequently updated in 2010. The act ensures that everybody is treated equally regardless of their age, disability, gender, race, religion or belief and sexual orientation. To uphold this law I need to ensure that the playing field is level to start with and that everybody is catered for. At Hunters Lodge, we are governed by codes of practice which are outlined in our policies and procedures that are regularly updated, inspected and followed to ensure inclusion and equality.
My aim is to focus on how as a manager I can bring change to the lives of people we support to enable them to exercise their rights, make choice and gain full control over their lives. I have demonstrated an understanding of partnership, empowerment, anti-oppressive and anti-discriminatory practice. I have also looked at the difficulties residents will encounter during their care and practitioners responsibilities towards holistic approach. The Valuing People policy (2001) set out a vision for people with learning disabilities which were underpinned by four key principles; choice, independence, rights and inclusion. Each of these principles emphasised the importance of person-centred approach, direct payments and working in partnership with people with learning disabilities in order to deliver real change in their lives. Although this white paper refers to people with learning disabilities many of the fundamental points of the paper and its key principles have now underpinned the basics of care and support in today’s sector regardless of what sector...