Equality and diversity in the health sector Essay

estimationYou should practice this file to complete your judgment.How to complete and escape your appraisal ease a copy of this document, either onto your computer or USB drive. Work through with(predicate) your Assessment, re genus Phallusing to save your hightail it regularly When youve finished, print out a copy to keep for reference Then, go to www.vision2learn.com and send your unblemished Assessment to your tutor via your My Study area move over sure it is clearly attach with your name, the course title and the Unit and Assessment number.Please n hotshot that this Assessment has 6 pages and is made up of 3 Sections.NameSection 1 go how legislation and guidelines support excite-to doe withity and diversity 1. Use the fudge below toa. Describe the rights of a range of individuals who have one or more of the 9 treasureed distinctions in the organisation/service you fashion for (or one that you are familiar with). b. State how the law protects the rights of these individuals. Name the legislation. c. hear guidelines within your organisation to support equality, diversity, dignity and respect. Individual (colleague/ omnibus or service drug user) and protected symptomatic What are their rights?Legislation that protects their rightsHow does this legislation protect their rights?Which guidelines support equality, dignity diversity or respect in carnal knowledge to this individual? Example 1Female disabled colleagueProtects them from harassment, entitles to equal pay, handle like everyoneelseExample 2Service User, Client, Elderly psycheNot to be discriminated against.To be collectionn respect and dignity.For information about them to be confidential.Freedom from harassment (quiet enjoyment).Privacy within own roomThe charitable Rights Act, 1998Protects against secretion, and harassment,Equal Opportunities Policy, Sex variation Policy, Safeguarding Policy, military personnel Rights Act, Health & Social dole out Act 2008Example 3Black e mployee workerEquality, tough as an individual, and same as everyone else, non to be prejudiced in any(prenominal) centering, The Equality Act 2010Protects against discrimination, and harassment,Equal Opportunities Policy, Sex discrimination Policy, Safeguarding Policy, Human Rights Act, campaign Relations Act 1976Example 4Trans versed ManagerEquality, inured as an individual, and same as everyone else, non to be prejudiced in any way, The Equality Act 2010Protects against discrimination, and harassment,Equal Opportunities Policy, Sex discrimination Policy, Safeguarding Policy, Human Rights Act, Sex Discrimination Act 1975Section 2 Know how to work in ways that support equality and diversity 1. List a range of factors that might be a cause for discrimination in the health sector. Include at least 4 cases in your answer. depend Discrimination occurs when someone is treated little favourably than a nonher person because of a protected characteristic. Relevant protected char acteristics include age, baulk, gender reassignment, race, faith or belief, sex, sexual orientation, marriage & civil partnership, motherliness and maternity. For example, a manager does not select a gravid woman for promotion all the same through they meet all of the competencies because they are pregnant. This is probably direct discrimination and cannot be verticalified. Indirect discrimination occurs when a seemingly neutral provision, bar or practice that applies to everyone places a group who share a characteristic e.g. typeface of disability at a particular disadvantage. Indirect discrimination whitethorn be justified if it can be shown that the provision, criterion or practice is a proportionate means of achieving a legitimate aim.An example of this is when an employer decides to apply a no hats or headgear command to staff. If this rule is applied in exactly the same way to every member of staff, then staff who whitethorn cover their heads as part of their religi ous belief or cultural background (such as Sikhs, Jews, Muslims and Rastafarians) will not be able to meet this requirement of the pare code and may typesetters case disciplinary action as a result. Unless the employer can objectively relinquish using the rule, this will be indirect discrimination. Relevant protected characteristic include age, marriage and civil partnership, race, religion or belief, sex and sexual orientation. In addition, the Act extends protection against unjustified indirect discrimination to gender reassignment and disability. Victimisation occurswhen an employer is treated unfavourably, disadvantaged or subjected to a wrong because they have made or back up a complaint of discrimination or raised a grievance under the Equality Act, this policy or the Harassment, Bullying and Discrimination policy or because they are suspected of doing so. (However, an employee is not protected from victimisation if they have maliciously made or supported an untrue compla int).An example, of this is when an employee requests to work flexibly and their manager rule outs their request because they supported a colleague in a complaint of discrimination. Detriment arising from a disability arises when you treat a disabled person unfavourably because of something connected with their disability. This type of discrimination is unlawful where the employer or other person acting for the employer knows, or could reasonably expected to know, that the person had a disability. This type of discrimination is except lawful if the action can be justified and the employer can show that is a proportionate means of achieving a legitimate aim. An example of this when an employer imposes a no beards rule as a part of a dress code and tells staff they will be disciplined if they do not comply. The employee is a disabled person who has a skin condition which makes groom very painful. They have been treated unfavourably (threat of disciplinary action) because of somethi ng arising from their disability (their inability to shave). Unless the employer can objectively justify the requirement, this may be a detriment arising from a disability. It may also be a failure to make a reasonable adjustment.2. Describe how batchs values and beliefs may take issue. Think about the range of people you come into contact with to serve easily you answer this question.Description of personDescription of their values and beliefsHow might they differ from your own beliefs or from other peoples? Service userfF Food and drink-how they like to be addressed and spoken to- face-to-face business organization living or deceased-privacy and dignity-the information they are devotedthe support they would liketheir faith or belief.Everyone has different values, beliefs and preferences. What I conceptualize in, what I see as important and what I see as acceptable or desirable is an essential part of who I am. The way in which I respond to people is linked to what I weig h in, what I consider important and what interests me. I may find I react positively to people who share my values and less cordially to people who have different priorities. When I develop friendships, it is natural to transcend fourth dimension with people who share my interests and values. As a professional, I am required to provide the same quality of support for all, not just for those who share my views and beliefs.3. Read these scenarios. Can you identify ways in which the people in them can be treated slightly in conformance with their inevitably?Scenario 1Carl is a care assist at a resident physicianial care home. Another care auxiliary, Helen, has worked there for a eagle-eyed time and is often not particularly fair to residents whose catering needs are different from others. So to vegetarians, she might say Dont you miss bacon? and to Jewish residents she might say the chef will have to hold yours differently wont she? Thats gonna take extra time for her. She h as also commented on Muslim residents needs to fast at reliable times of the year and to pray at certain times of the day. Carl is ill-fitting when she does this and feels it may jeopardise his working relationship with her. Helen knows that Carl feels uncomfortable and is aware that she may come across as a bit of a dinosaur in her attitude. She intends to go to her manager to resolve the issue.PersonHow can they be treated fairly?How is this word in accordance with their needs?ResidentsShould be treated with dignity and respect, and spoke to in a polite manner, and not be discriminated against This is in accordance with Equality Act 2010Scenario 2 dean has nutty Downs Syndrome and enjoys an active and busy life with friends and family. He has applied for a business organisation as a hospital porter. The interview goes well but Dean does not get the patronage. Deans friend Rajesh works at the hospital and tells Deans parents that he didnt get the job because the manager has p reconceptions about the capabilities of people with Downs Syndrome. Rajesh gets into trouble from his manager for speaking his question and revealing confidential information.PersonHow can they be treated fairly?How is this treatment in accordance with their needs?DeanShould be apt(p) a chance and opportunity to get the job, as his interview went well This is in accordance with the Equality Act 2010Section 3 Know how to respond to behaviour that is sexist 1. Take a look at the examples in the table below (or use your own). Complete the table by outlining the discriminatory behaviour and explaining how it undermines equality and diversity. Example of situation in the studyWhich behaviour is discriminatory?How does it undermine equality and diversity?A check who is not openly gay is ousted by his friend and colleague. Patients overhear and refuse treatment. Colleagues chew out him over the issue. Patients not allowing the nurse to give them treatment, colleagues taunting him, d efamation and patronising commentsBy treating someone badly or victimising them, and being less fair about their equality rights. A healthcare assistant suspects one of the residents in the care home has dementia but instead of orgasm the residents family or her manager about the issue, she simply tells hercolleagues what she thinks. Everyone starts treating the resident differently. As a result, the resident is confused and becomes withdrawn. Giving her own personal opinion and beliefs, and not being confidential about the residents illness, by not talking to the appropriate people involved with the care of the resident. This is inappropriate behaviour, as it is not treating the client with dignity and respect.A pregnant administration assistant in a clinic approaches her line manager about her fears for her job afterward she goes on maternity leave. Her line manager suggests she shouldnt have got pregnant in the first place and says We will need to replace you in some way. I can t guarantee youll have a job to come back to. This would be direct discrimination because of pregnancy and cannot be justified.It does not give fair treatment to the pregnant assistant and equal opportunity2. Choose one of the situations from the table above. How would you report this discriminatory behaviour, and what impact would your actions have?SituationWhich method or procedure would you use to report this behaviour? What impact would your actions have?A nurse who is not openly gay is ousted by his friend and colleague. Patients overhear and refuse treatment. Colleagues taunt him over the issueI would notify my line manager of any concerns with regard to the conduct of other employees, service users, the public or trine parties. The impact this would have is that my manager will deal with the bad treatment and take steps to put an end to it.Once you have completed all 3 sections of this Assessment, go to. Log in to the platform and send your Assessment to your tutor via your My Study page for marking. Good luck