Equality Diversity And Rights In Health Care Social Work Essay

E role variety show And Rights In wellness C be Social effect EssayWhat is comparability and mixed bag?Although sometimes habituated interchangeably, the terms rivality and miscellanea argon non the same.Equality is about creating a gooder society, where everyone croupe enrol and has the opportunity to fulfil their possible (DH, 2004). It is about identifying regulations of bang found on stem individuation, and the ch altogetherenging processes that limit various(prenominal)s potential wellness and aliveness chances.For moral, occupational segregation. Wo custody make up almost 75% of the NHS disciplineforce moreover atomic subject 18 concentrated in the lower-paid occupational sweeps nursing, allied wellness professionals (AHPs), administrative mildewers and ancillary workers (DH, 2005). People from black and minority ethnic groups comprise 39.1% of hospital medical staff yet they comprise only 22.1% of all hospital medical consultants (DH, 2005).An c ompeerities approach understands that our hearty identity in terms of gender, scarper, disability, age, well-disposed line, sexuality and righteousness will impact on our life experiences.Diversity literally sum difference. When it is used as a contrast or addition to par, it is about recognising psyche as well as group differences, treating plenty as individuals, and placing positive value on mixture in the community and in the workforce.Historically, expenders and military aids amaze ignored certain differences. However, individual and group diversity demand to be considered in order to chequer that everybodys needs and requirements be understood and responded to wi tenuous employment employment and service design and talking to.One style in which organisations have responded to the issue of diversity in recent years has been the development of flexibility in operative practices and services. For example, an employer whitethorn allow an employee to work a fl exible working pattern to accommodate child dread arrangements, or a GP mathematical operation whitethorn offer surgeries at the weekends in accommodate those who work ripe time during the week.These approaches recognise that in order to be inclusive and equal to all, organisations whitethorn need to respond distinguishablely to individuals/groups.Therefore, a commitment to equation in addition to recognition of diversity means that different atomic number 50 be equal.Learning outcomesUnderstand concepts of equation, diversity rights in relation to Health and Social Care.Equality and diversity is becoming more eventful in all lookings of our lives and work for a number of reasons.We live in an increasingly diverse society and need to be able to respond fascinately and sensitively to this diversity. Learners in the wellnesscare setting will reflect this diversity close to gender, break away and ethnicity, disability, religion, sexuality, class and age.Your organisation be lieves that successful implementation of equating and diversity in all founts of work ensures that colleagues, staff and students are valued, prompt and enured middling.Every member of society is likely, at some point, to be a recipient of wellness and social care. The Department of Health butt joint only achieve its aim of better health, care and well- existence for all, by building an explicit commitment to equality, diversity and valet de chambre rights by means ofout the health and social care system. All populace organisations including the Department of Health and exoteric deliverrs and commissioners of health and social care services have a craft to promote equality. Successfully delivering these duties is a core part of the health and social care systems objective to offer services that deliver high quality care for all.To do this, the diversity of the population has to be recognised, in polity development through to service delivery and tolerant care, acknowle dging the diverse experiences, aspirations and needs of staff, patients and service.The Department of Health and local health and social care organisations go a long to take proactive steps to address unequal access and outcomes experienced by some sections of the community. DH is working to ensure the principles and practicalities of fairness, equality, diversity and tender-hearted rights are a central to the work of the Department.In 2007 the UK established a naked as a jaybird single equalities body, to bring together the existing equality Commissions dealing with gender, disability, and rush and ethnicity into a Commission for Equality and human Rights. The furtherance and enforcement of equality and diversity is one of the three duties of the clean body. This paper briefly explores diversity in relation to the theory of gender equality and alike examines developments in insurance at the EU level, which has provided much of the impetus for change. Our focus on is on the policy approach and the tensions that the policy documents reveal about the emphasis on equality and diversity approach, in particular the extent to which attention to gender issues whitethorn get lost in the diversity bundle, and the extent to which a focus on the individual may be strengthened over the group. This summon lists some of the guidance materials produced by the former equality commissions and guidance produced by external organisations, who have given us permission to reproduce their materials on our site. management from ACASAge, Religion or Belief, Sexual orientation crinkleThere are no statutory Codes in force covering sexual orientation, religion or belief, or age diversity. However,ACAS has published guidance documents covering individually of these demesnes. The following guides are also available on the ACAS website.Guidance from the EOC advising younker peopleThe Equal Opportunities Commission produced guidance to serve advisers who work with unseas oned people towork outwhether they might have experienced wicked favouritism. The main focus was sex inequality but other forms of discrepancy are also referred to.Young people need advice too..Guidance from the TUC affable health issuesTheTUC produced guidance to help trade union reps and officials provide a good service to members with mental health problems. It aims to equip reps in workplaces with the education they need to deal as well with mental health issues as they do with the other issues that crop up on daily basis.Guidance from the Refugee Council employing refugeesWe have worked with theRefugee Council to produce guidance on employing refugees. The guidance explains which documents push aside provide evidence of entitlement to work. This guidance is aimed at employers but could be useful for advisers as well.Guidance from Advocacy formion Human rights toolkit for advocates passageion for Advocacy, the independent advocacy organisation has developed a toolkit based on an initial serial publication of Commission-funded provision days to advocates across England and Wales. The toolkit is a resource to promote throw out thinking and better use of resources that can support advocates to use human rights in their advocacy work.Understand discriminatory practice in health and social care.Discrimination is less favorable or bad give-and-take of someone because of one or more aspects of their social identity.Understanding how favouritism can impact on individuals lives is essential to prevent potential favoritism inside in teaching and instruction situations and ensure that you are overconfident in dealing with distinction issues if and when they arise.Our social identity comprises ourgenderrace or ethnicitysexualityreligion or faithageclassdisability. bit we can face contrast because of any of these aspects, it is important that we also identify the links between social identities and individuality and/or a state and situation. Bad trea tment can be multi-layered and slip by because ofan aspect of individuality, e.g. some aspect of psycheal appearance, size, personal likes, etc.our state/situation, e.g. homelessness, being a lone parent, misuse of drugs or alcohol, citizen status, health, etc.Valuing diversityIt is important that you consider how an individuals social identity may impact on their experience of the programme/teaching session of clinical activity in which the prentice is engaged.The ways in which discrimination works include stereotyping, making assumptions, patronising, humbling and disrespecting people, victorious some people less seriously.To ensure that we value diversity and consider the individuals identity appropriately in clinical teaching, the following principles may be usefulrecognise that we need to treat all learners as individuals and respond to them, and their social identity, in an individual mannerunderstand that treating people fairly does not mean treating people in the same w ay we need to recognise difference and respond appropriatelyrespect all learners regardless of their social identitytry to increase our knowledge and mind of aspects of social identity that may be different from our avouch forfend stereotyping or making assumptions about learners based on their social identityrecognise that some course content may impact on some learners in a negative/difficult way because of an aspect of their social identityrecognise that the course structure, e.g. timing of lectures, unsociable hours, weekend working, and so on, may impact on some learners more than others collectible to their social identityrecognise that your own social identity may impact on learners in different waysavoid utilise inappropriate and disrespectful language relating to social identityInstitutional discriminationInstitutional discrimination is concerned with discrimination that has been incorporated into the structures, processes and procedures of organisations, either becaus e of bias or because of failure to take into account the particular needs of different social identities.Looking at the long historical perspective, there is a very fundamental evolution of howpublic institutions have dealt with the notion of anti-discrimination. Whereas the exemplary 19thcentury anti-discrimination arrangements were developed for settling the case ofphilosophical and apparitional minorities, contemporary commandment is facing the challenge ofaddressing new issues much(prenominal) as, for instance, those raise by the massive immigration ofcolonial and guest workers immigrants. If racial discrimination is among the mostproblematic forms of discrimination, it is far from being the only one. The struggle againstdiscrimination is an ongoing process, which is now facing the challenge of, not onlyaddressing new social realities, but also addressing old ones innovatively. The inclusion ofdisability, sexual orientation and age as a basis for anti-discrimination strugg le reflects thefeeling that the truth must be adapted to processes of social change, which are marked immediatelyby an unprecedented diversity in terms of lifestyles, ethnic, cultural and apparitionalbackgrounds.Three features distinguish institutional discrimination from other random individual forms of bad treatment.Triggered by social identity the discrimination impacts on groups (or individuals because they are members of that group).Systematic it is built into legitimateitys, rules and regulations. For example, selection criteria for jobs or courses, fair plays such as the tokenish Wage, pension regularities, etc. the way we do things round here, including the use of say-so and discretion, e.g. how training opportunities are allocated, how flexibility in learning practices is authorized the everyday culture and ways of describing normality, e.g. long working hours culture/ call forations.Results in patterns incidents of discrimination may appear isolated or random but where institutional discrimination occurs they are part of a wider pattern of events which often may be hidden. Patterns of discrimination can often be surfaced by hard-hitting organizational information relating to social identity. For example which groups of people get promoted in an organization? which groups of people get accepted onto a training course? which groups of people leave an organization subsequently six months of employment?Questions such as this may point to some people experiencing the organization in a different/more negative way than others.Understand how internal initiatives promotes anti-discriminatory practise in Health education and Social care.The concept of discrimination adopted in the legislation derived from word 13 is inspired bythe EU legislation on the equality of treatment between men and women.5 Equality oftreatment is defined as the absence of any influence or mediate discrimination. By directdiscrimination,The same document defines indirect discrimination as followsindirect discrimination shall be taken to occur where an apparently neutral provision,criterion or practice is liable to go adversely a person or persons to whom any ofthe grounds referred to in term 17 applies, unless that provision, criterion or practiceis objectively justify by a legitimate aim and the means of achieving it areappropriate and necessaryHarassment is also considered a discrimination in its own right. Harassment is any form ofaction that creates a disturbing, intimidating, offensive or hostile working environment, suchas verbal abuses and gestures. As in the equality of treatment between men and womenlegislation, the two anti-discrimination directives following bind 13 place the burden ofproof on the defendant in case of reasoned action.Discrimination can happen in many an(prenominal) different ways but you have rights to nurse youBy law people are valueed from discrimination on the grounds ofracesexsexual orientationdisability (or because of something connected with your disability)religion or beliefbeing a transsexual personhaving just had a baby or being pregnantbeing married or in a civil partnership (this applies only at work or if someone is being trained for work)age (this applies only at work or if someone is being trained for work)These are cognize as protected characteristics.Race discriminationWherever you were born, wherever your parents came from, any(prenominal) the colour of your skin, you have a right to be treated fairly. gender equality sex discriminationWomen and men should not be treated unfairly because of their gender, because they are married or because they are raising a family.Sexual orientationWhether you are gay, lesbian, bisexual or straight should not border you at a disadvantage.Disability discriminationIf you have a physical or mental impairment you have specific rights that protect you against discrimination.Religion and beliefYour religion or belief, or those of somebody els e, should not affect your right to be treated fairly. This could be at work, school, in shops or while using public services like health care.Transgender discriminationTrans people should be able to live with dignity. There are protections for some of the forms of discrimination that trans people experience.Age equalityBy law you cannot be treated less favourably in your workplace or in training for work because of your age. For example, it would be unlawful to not employ someone because of their age.The EU notion of anti-discrimination offers a minimal touchstone of sub judice protection, not anextensive and uniform one. This means that some countries will persevere more advanced thanothers in their struggle against discrimination even after the implementation of the twodirectives. The legislation also suggests that equality of treatment is pass judgment to result fromcombating discrimination.8 It does not enact a positive employment on public and private authoritiesto promote positive action or equal opportunities policies. In this respect, one suspects thatthis absence will in the long run be felt as a major shortcoming. Lessons from both(prenominal) theperspective of gender studies and from ethnic and racial studies have taught that a thinnotion of equality of treatment is far from being a squall of equality.Human rightsHuman rights are the elemental rights and principles that belong to every person in the world. They are based on the core principles of dignity, fairness, equality, respect and shore leave (E and HRC, 2008). Human rights protect an individuals freedom to control their day-to-day life, and effectively participate in all aspects of public life in a fair and equal way.Human rights help individuals to flourish and achieve potential throughbeing safe and protected from harmbeing treated fairly and with dignitybeing able to live the life you choosetaking an active part in your community and wider society (E and HRC, 2008).Intrinsic to th ese statements should be the principles of equality and diversity.Since 1998 the UK has also included human rights within its legal framework. The Human Rights Act applies to all public authorities and bodies performing a public function. The Human Rights Acts places the following responsibility on your organisation.Organisations must promote and protect individuals human rights. This means treating people fairly, with dignity and respect while safeguarding the rights of the wider community.Organisations should bear core human rights values, such as equality, dignity, privacy, respect and involvement, to all organisational service planning and decision making.The Human Rights Act provides a complementary legal framework to the anti-discriminatory framework and the public duties.The legal contextAs a clinical teacher you will want to ensure that you understand the legal framework regarding equality, and that you can relate this framework to your everyday role. The UK framework has t wo elements to it the anti- discriminatory framework (which gives individuals a route to raise complaints of discrimination around employment and service delivery) and the public duties (which place a proactive duty on organisations to address institutional discrimination).Overview of anti-discriminatory frameworkSex Discrimination Act 1975Race Relations Act 1976Disability Discrimination Act 1995 affair Equality (Sexual Orientation) and (Religious Belief) Regulations 2003Employment Equality (Age) Regulations 2006Equality Act 2006 (covers service delivery in relation to sexual orientation and religious belief)It is important to beak that at the current time, age legislation only protects individuals in the area of employment and not service delivery.The SEN and Disability Act 2001The SEN and Disability Act 2001 extended the Disability Discrimination Act 1995 to education with effect from family 2002. This act requires teachers to explore the provision of reasonable adjustments for s tudents who may have disabilities, including learning disabilities, to enable them to participate effectively.The EU took great care to avoid bailiwick and EU anti-discrimination provisions becomingconcurrent. The solution introduced for solving this difficult caput was to adopt the mostappropriate technique of legislation. By choosing the directive, the EU has in effect opted forflexibility.The Directive, contrary to the regulation, offers Member States general guidelines,which should be implemented within two years after the adoption of the two directives. Theanti-discrimination package proposed by the Commission and later adopted by the Councilof Ministers defines minimal common standard of legal protection for victims ofdiscrimination, without prejudice of what the Member States already have on offer in theirinternal legal order.It is particularly essential for the success of the legislation that Member States take the EUinitiative as a motivation for upgrading their internal standard of protection and not as ajustification for lowering them. This is why the two directives contain a non-regressionclause which will in practice lead to better legislation in all Member States. Another reasonwhy EU legislation should be seen as complementing national initiatives is the materialscope of the Article 13.As indicated above, the sphere of competence of the EU in the areaof anti-discrimination is restrictively defined by the Treaty on the European Union. The mainarea where it will be relevant to think in terms of Article 13 is the labour market. Therefore,there is a whole range of areas of potential discrimination where the role of the MemberStates will remain primordial.Know how anti-discriminatory practice is promoted in Health Social Care settingActive promotion of anti-discriminatory practiceethical principles putting the patient/service user at the heart of service provision, eg providing active support consistent with the beliefs, culture and preferencesof the individual, accompaniment individuals to express their needs and preferences, empowering individuals,promoting individuals rights, choices and social welfare balancing individual rights with the rights of othersdealing with conflicts identifying and thought-provoking discriminationPersonal beliefs and value systems influences on, eg culture, beliefs, past events, socialisation,environmental influences, health and wellbeing developing greater self-awareness and tolerance ofdifferences committing to the care value base advertent use of language working within legal, ethical and policy guidelines.Beliefs are the assumptions we make about ourselves, about others in the world and about how we expect things to be. Beliefs are about how we think things really are, what we think is really full-strength and what therefore expect as likely consequences that will follow from our behavior.Since the utmost(a) comprehensive review in 1974, the Health Belief Model (HBM) has go along to be the focus of considerable theoretical and research attention. This article presents a critical review of 29 HBM-related investigations published during the period 1974-1984, tabulates the findings from 17 studies conducted precedent to 1974, and provides a summary of the total 46 HBM studies (18 prospective, 28 retrospective).Twenty-four studies examined preventive-health be haviors (PHB), 19 explored sick-role behaviors (SRB), and three addressed clinic utilization. A entailment ratio was constructed which divides the number of positive, statistically- significant findings for an HBM dimension by the total number of studies reporting significance levels for that dimension. Summary results provide substantial empirical support for the HBM, with findings from prospective studies at least as favorable as those obtained from retrospective research. Perceived barriers proven to be the most powerful of the HBM dimensions across the various study designs and behaviors.While both were important overall, perceived sus ceptibility was a stronger contributor to savvy PHB than SRB, while the reverse was true for perceived benefits. Perceived severity produced the terminal overall significance ratios however, while only weakly associated with PHB, this dimension was strongly related to SRB. On the basis of the evidence compiled, it is recommended that consideration of HBM dimensions be a part of health education programming. Suggestions are offered for further research.It is important for care workers to promote equality, value diversity and respect the rights of service users. There are various ways of how they can challenge discriminatory issues and practices in health and social care.One of the ways in which care worker can promote equality, value diversity and respect the rights of service users is to always put the patient/service user at the heart of the service provision. This means that the patients individual needs will be met and achievedHuman rights are the basic rights and freedoms that belong to every person in the world.Ideas about human rights have evolved over many centuries. But they achieved strong international support following the Holocaust and World War II. To protect future generations from a usurp of these horrors, the unify Nations adopted the Universal Declaration of Human Rights in 1948. For the premier(prenominal) time, the Universal Declaration set out the fundamental rights and freedoms shared by all human beings. These rights and freedoms based on core principles like dignity, equality and respect inspired a range of international and regional human rights treaties. For example, they formed the basis for the European Convention on Human Rights in 1950. The European Convention protects the human rights of people in countries that belong to the Council of Europe. This includes the United Kingdom.Until recently, people in the United Kingdom had to complain to the European dally of Human Rights in Strasbourg if they felt their rights under the European Convention had been breached.for example a personal eating plan to a specific individual. pose the service user at the centre of the provision generally makes a happier and healthier patient in all areas. Care workers can help achieve this by * Understanding what it is like to use those services * Involving those who use the servicesAnother example can be quoted as, Rights of one patient will clash with the rights of another A patient has the right to turn back TV or listen to the radio, while the patient in the adjacent bed has the right the right to an undisturbed sleep the rights of these two patients clash. By providing earphones could help resolve this.If patients share a room one wants the admission propped open and the other one doesnt although this is a clash of rights the rights of the patient who treasured the door closed would outweigh the other as propping open doors is a fire riskCare settings must provide services in su ch a way that all service users get equal benefit for them. For example a person who does not have side of meat as their first language may require a arranger in order to understand the services available and to express a choice about them. One of the most beneficial ways in which a social care setting can challenge anti discriminatory is through staff development and training this may be done formally through supervision sessions or more informally in the course of day to day working. The manager should supervise the work of their staff, offer advice and guidance in difficult situations and help the workers identify training opportunities to improve their practise.