Leading Equality and Diversity Essay

Be commensurate to at a lower placestand the inscription to comp atomic number 18ity of luck and variety 1. 1 valuate the organisations allegiance to par of hazard and variation equation and variation means that only(prenominal) renovation partr has their single(a) c every(prenominal) for comprehensively addressed. He or she testament be treated as and with come out secretion. This is disregardless of the individuals ethnic background, langu grow, culture, faith, gender, age, familiar predilection or any approximately otherwise spirit that could resultant in their cosmos discriminated against purely beca call they have such characteristics.Ashley precaution LLP is firmly attached to conversion in altogether argonas of our civilise. We believe that we have much to learn and profit from various(a) cultures, generates and perspectives, and that regeneration premise make our organisation more effective in conform toing the inevitably of all o ur s live withholders. We believe that luciferity and sort deep down our organisation contributes to our objectives and we argon especially conscious of the fact that effective partnership relationships solicit a shared commitment to comparison of opportunity and valuing and managing diversity.Our compare and Diversity Policy befriends to attend that there is no unjustified variation in the recruitment, retention, training and suppuration of staff on the basis of gender including transgender, marital status, sexual identity, holiness and belief, political opinion, race, swear out pattern, age, disability or HIV/AIDS status, socio-economic background, spent convictions, on the basis of having or non having dependants, or any other irrelevant grounds. Our Policy is an integral fashion on which we handle our recruitment procedures to assure a fair and comprehendible image of our organisation.Ashley Care LLP have an equivalence, Diversity and Inclusivity Policy and its purpose is to ensure that its military benefit is fully committed to these principles and determine and to communicate this commitment to all stakeholders. The insurance policy should everlastingly be referred to wherever discordences of view based on lack of understanding or prejudice near diversity, e discovering and cellular inclusion body are evident. comparison, diversity and inclusion means that every benefit user has their individual needfully comprehensively addressed he or she allow be treated equally and without secretion.This is regardless of the individuals ethnic background, words, culture, faith, gender, age, sexual orientation or any other aspect that could result in their being discriminated against purely because they have such characteristics. 1. 2Discuss how doings, actions and linguistic process of all members of the organisation support the commitment to par of opportunity and diversity At Ashley Care LLP we are committed to on the job(p) toge ther to build a fellowship founded on par of opportunity a social do by society which go ons the rich diversity of our service users and staff populations.Discriminatory behaviour has no place in our community and leave aalone(predicate) not be tolerated. deep down a spirit of respecting difference, our comparability and diversity policies promise equal interference and opportunity for all regardless of gender, sexuality, race, colour, disability, religion, age, and ethnicity or nationality. We call on all members of our phoner to make a soulal commitment to these aims. Our Partners of the conjunction testament ensure that its own actions promote equality and diversity.Through their words and behaviours, Partners leave behind aim to go out genuine equality of opportunity regardless of gender, sexuality, race, colour, disability, religion, age, and ethnic or national origin. In considering its own composition and pickax va gougecies, the Partners will seek to ensure that its membership embraces the widest possible variety of backgrounds and views, agree equal to(p) with the need to maintain a Partnership with the skills and experience necessary to oblige out its responsibilities. Ashley Care LLP expresses its commitment to equality and diversity by a. especting service users ethnic, ethnic and religious practices and do practical furnish for them to be find b. reassuring its service uses that their diverse backgrounds enhance the quality of experience of the service c. accepting service users as individuals, not as cases or stereotypes d. involving service users to express their individuality and to follow their preferred lifestyle, excessively helping them to celebrate events, anniversaries or festivals which are important to them as individuals e. howing positive leadership and having attention and human resources practices that actively demonstrate a commitment to equality and diversity principles f. developing an ethos throughoutAsh ley Care LLP that reflects these look ons and principles g. expecting all staff to work to equality and diversity principles and policies and to behave at all times in non-discriminatory ways h. providing, training, supervision and support to en equal staff to do this i. aving a code of conduct that makes any cultivate of discriminatory behaviour unacceptable this is applicable to both staff and service users and is rigorously observed and monitored accordingly. Partners will devote time to the development of their own chouseledge, understanding and practices to promote and light upon equality and respect for diversity and will see such development as one test of their effectiveness. The achievement of genuine equality of opportunity is at the heart of our mission as a provider of higher(prenominal) education.We aim to build a breeding community which exhibits the diverse set out of skills and experience which cannot be found deep down any single root of students or staff. In pursuing this aim, we want our community to value and to be at ease with its own diversity and to reflect the needs of the wider community within which we operate. Although we accept all of our responsibilities under current economy, we aim to afford beyond the strict confines of the law to provide equality of opportunity for all. We will continue to formulate and implement policies to that end.Every member of our company has a moral and legal responsibility to promote equal treatment within that community and to respect its diversity. Overall responsibility for working with our community in support of these aims lies with the Senior Partner, closely supported by the other Partners. The HR & Workforce Development Manager is responsible for matters relating to equality of opportunity in booking, for developing policies which meet regulation and best practice, for supervise the sojourn upon of these policies on contrary minority groups, and for providing relevant employm ent statistics. in all staff and service users are responsible for ensuring that their actions are carried out in accordance with this policy. They whitethorn be held personally to account should their actions fall illuminate of the requirements of this policy in any way. We are committed to being an equal opportunities employer. We wish to see hoi polloi from all groups in our society be at all levels of employment, to ensure that no available talent is unnoted and to provide role models for our staff members. 1. 3Identify organisational and personal responsibilities and liabilities under equality legislation and codes of practiceThe Equality mask became law in October 2010. It replaces previous legislation (such as the Race Relations fiddle 1976 and the handicap Discrimination Act 1995) and ensures consistency in what we needed to do to make our workplace a fair environs and to comply with the law. This was, primarily , the Equal Pay Act 1970, the Sex Discrimination Act 19 75, the Race Relations Act 1976, the Disability Discrimination Act 1995 and three major statutory instruments protecting diversity in employment on grounds of religion or belief, sexual orientation and age. en. wikipedia. rg/wiki/Equality_Act_2010 The public sector Equality commerce (section 149 of the Act) came into force on 5 April 2011. The Equality Duty applies to public bodies and others carrying out public functions. It supports commodity decision-making by ensuring public bodies consider how diverse people will be affected by their activities, helping them to keep policies and services which are good and effective approachingible to all and which meet different peoples needs. The Equality Duty is supported by specific duties, set out in regulations which came into force on 10 September 2011.The specific duties require public bodies to publish relevant, proportionate randomness demonstrating their compliance with the Equality Duty and to set themselves specific, measu rable equality objectives. The Equality Act covers the homogeneous groups that were saved by existing equality legislation age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership and pregnancy and maternity it extends some protections to some of the groups not previously covered, and besides strengthens particular aspects of equality law.The Equality Act is a mixture of rights and responsibilities that have * Stayed the same for example, direct dissimilitude still occurs when someone is treated less favourably than other person because of a protected characteristic * Changed for example, employees will now be able to complain of harassment even if it is not directed at them, if they can demonstrate that it creates an offensive environment for them * Been extended for example, associative discrimination (direct discrimination against someone because they associate with another person who possesses a protected ch aracteristic) will cover age, disability, gender reassignment and sex as thoroughly as race, religion and belief and sexual orientation Been introduced for the first time for example, the concept of discrimination arising from disability, which occurs if a disabled person is treated unfavourably because of something arising in offspring of their disability.As a result, I needed to review and change virtually of our policies and practices. 2. Be able to understand the applications programme of equality of opportunity and diversity 2. 1 break the organisations equality and diversity policies and how these are communicated within the workplace To ensure equality and diversity is no perennial viewed as something only affecting minority groups, any issues need to be viewed not as issues, but as something to be explored and celebrated. staff could be personally affected by stereotyping, prejudice and/or discrimination when tending work, which could lead to non attendance or non a chievement.As a manager I need to ensure all my staff value one another and that the basic rights they are en calld to, for example to learn in a comfortable and safe environment are met. The Pre-Employment Induction to Ashley Care LLP allow details of all policies and procedures, including equality and diversity, which are brought to the attention of the staff members during their sign interview and during the induction session. Having a policy is not enough, Ashley Care LLP also have a working group to ensure that the policies are promoted, monitored and regularly reviewed. Policies are also communicated to all staff through the following mechanisms * round handbook *Contract of Employment * Application Form * Team meetings * Staff meetings Ashley Care LLP fully supports all principles of equality and diversity, and opposes any unfair or illegitimate discrimination on the grounds of ability, age, colour, culture, disability, domestic circumstances, employment status, ethnic o rigin, gender, learning difficulties, marital status / civil partnership, nationality, political conviction, race, religion or belief, sexual orientation and/or social background. Ashley Care LLP aims to ensure that equality and diversity is promoted among all staff and service users and that unfair or abominable discrimination, whether direct or indirect, is eliminated to promote a climate of equality and respect. all told staff can expect to work in an environment justify from harassment and bullying. Taken from Ashley Care LLPs policy on Equality and Diversity 2. 2 Assess the application of the organisations commitment to equality of opportunity and diversityThe evidence that Ashley Care LLP have composed over the years all the way demonstrate our commitment to equality and diversity. The application form states that Ashley Care LLP is an equal opportunities employer and we welcome applications from all sections of the community. We are committed to a policy of equal oppor tunities for all work seekers and shall adhere to our policy at all times. We review all aspects of recruitment to avoid unlawful or undesirable discrimination. Our policy states that Equality and diversity means that every service user has their individual needs comprehensively addressed. He or she will be treated equally and without discrimination.This is regardless of the individuals ethnic background, language, culture, faith, gender, age, sexual orientation or any other aspect that could result in their being discriminated against purely because they have such characteristics. Within our policy we also state that Ashley Care LLP expresses its commitment to equality and diversity by a. respecting service users ethnic, cultural and religious practices and making practical provision for them to be observed b. reassuring its service uses that their diverse backgrounds enhance the quality of experience of the service c. accepting service users as individuals, not as cases or stere otypes d. nvolving service users to express their individuality and to follow their preferred lifestyle, also helping them to celebrate events, anniversaries or festivals which are important to them as individuals e. showing positive leadership and having management and human resources practices that actively demonstrate a commitment to equality and diversity principles f. developing an ethos throughout AshleyCare LLP that reflects these values and principles g. expecting all staff to work to equality and diversity principles and policies and to behave at all times in non-discriminatory ways h. providing, training, supervision and support to enable staff to do this i. aving a code of conduct that makes any form of discriminatory behaviour unacceptable this is applicable to both staff and service users and is rigorously observed and monitored accordingly. 2. 3 Review the diversity of the hands against the local anesthetic and/or national population and identify areas for review. Diversity is more or less valuing and respecting the differences in the workforce, regardless of ability and/or circumstances or any other individual characteristics they may have. If you have more than one member in your workforce you will experience diversity. I am also different from my workforce in many ways, and they are different from one another, thereof they are en human activityd to be treated with respect, with their differences taken into consideration.Combined together, equality and diversity drive an organisation to comply with anti-discrimination legislation as well as emphasising the positive benefits of diversity such as drawing on a wider pool of talent, positively motivating all employees and meeting the needs of a wider customer base. Differences should be acknowledged, celebrated and embraced, to ensure all employees determine included in the process to be followed, and that the working environment is sufficient for all. Examples of these differences are * ab ility * disability physical or mental * age * domestic circumstances * belief * educational background * colour * employment status * class * ethnic origin clothing worn * experience * confidence * gender * culture * intelligence * language, accent, dialect * race * learning difficulties * religion * marital status / civil partnership * sexual orientation * nationality * social class or identity * occupation * talent * enatic status * tradition * physical characteristics * transgender * political conviction * wealth Promoting diversity in the workforce is close attracting and retaining the best people, regardless of what group they locomote to.There is considerable evidence to show that inclusive organisations benefit from diversity through enhanced competitiveness, attracting and retaining more competent employees, who understand the needs of their workforce and respect differences * better doing and outcomes, creating a working environment in which everyone is encouraged to p erform to their maximum potential * improved customer services, being able to reflect and meet the diverse needs of the workforce and * improved staff relations, which reduced the risk of costly tribunals by complying with anti-discriminatory legislation. www. lluk. org. uk/3167. htm As a manager working within the Health amp Social Care Sector, I agree with the above statement, particularly creating a working environment in which everyone is encouraged to perform to their maximum potential. An inclusive organisation will ensure that their workforce are not excluded for any reason, either instanter or indirectly, from partaking in a chosen programme. All the workforce will bring with them valuable skills, knowledge and experiences, I try to incorporate these within any training sessions and treat everyone as an individual.I am always positive and proactive where equality and diversity are concerned, even if my opinions differ from those of my workforce. I have to challenge my own values and beliefs. However, as a professional, I am first and foremost a manager, and my personal opinions must not interfere with the employment process. I must also be careful not to indulge the minority to the detriment of the majority. 3. Be able to understand the needs of others in relation to equality of opportunity and diversity 3. 1 Explain the requirement to understand individuals needs, savour and motivations and to take an interest in their concerns The fundamental reason for promoting equality is to meet the needs of the workforce.Individuals are at the heart of the company and meeting their needs requires an active approach to equality of opportunity at all stages of their employment. It is about the removal of social and economic barriers to participation. Good equal opportunities ensure that all employees * are respected and not discriminated against * become aware of equality and inclusion * benefit from high quality opportunities * work in an environment that su pports their development. The training and Skills Council (LSC) look to employers and learning organisations they fund to help promote equality of opportunity, let on participation and improve performance.They recommend the following. Explicit references equality of opportunity should be promoted and discrimination tacked so that all employees achieve their potential, * guidance and support should be sensitive to quality of opportunity, * organisations should have effective measures to eliminate oppressive behaviour, including all forms of harassment, * companies should be socially inclusive, ensuring equality of access and opportunities for workforces, * managers should use materials and methods that promote equality of opportunity, * there should be explicit aims, values and strategies promoting equality for all that are reflected in the organisations work. Implicit references staff should have access to relevant, effective support on personal issues, * staff should understand t heir rights and responsibilities, * resources and try-on should allow all staff to participate fully, * organisations should promote good working relationships, * programmes should be responsive to local circumstances, * the organisations values should be fully understood by staff, including sub contractors and work placement organisations, * the performance of different groups of staff should be utilize to guide programme development. As a manager I need to take positive move to promote a culture of equality and diversity in everything that I do that may affect the employment process. 3. 2 Evaluate the impact of showing respect to others, recognising their value and upholding their rights An example of showing respect to others, recognising their value and upholding their rights could beAn employee has declared to me during this Common Induction Standards training that he is transgender and wants to know which toilet facilities he can use. He has not asked this cultivation pe rsist in confidential. This declaration by the employee means that my whole organisation is deemed to know under the Equality Act 2010, and will need to make reasonable adjustments so that the employee has access to toilet facilities he is comfortable with. I may raise that the employee can use the disabled toilet which is accessed by both males and females. If I am unable to respond to the employees needs, he may feel that under the Gender Reassignment Regulations (1999) his needs have not been given the same consideration as those of male and female gender.Some employees may not want to may not want to complete the section on the application form (pre 2008), which required them to disclose details such as a disability, ethnic origin, date of birth etc. Although it was not compulsory, the information often helped our organisation support the workforce, as well as tuck data for purposes such as funding and statistics to inform policies. 3. 3 Describe the need for integrity, fairn ess and consistency in dealingss with individuals When considering forms of harassment, it is important to bear in mind that different people have different cultural and social perceptions as to what they consider to be hostile or degrading. If possible, deliver sessions with your workforce to try to address these perceptions or assumptions.During the recruitment and selection process, I often ask the interviewers what they understand by equality and diversity and how they ensure it in their interviewing. Very often the response is that they would treat everyone the same. However, diversity, fairness and equality are about treating others as they would wish to be treated, rather than making assumptions on their behalf. The workforce is all different and therefore have different needs and different degrees of need which will lead to equal outcomes at the end of their training. Language has a fundamental role to play in treating people fairly. Words you use should give a clear over power to all the workforce that myself and my organisation value diversity and respect individual differences.Carefully examining the language I use and the way I use it will help ensure that I treat my workforce as individuals and not merely as members of staff. Communication is not just about words, however, and I also should ensure that my tone of voice, demeanour and body language convey the same message of inclusiveness. An example may be Gemma has been asked to plan, flesh and deliver a four week Job Skills programme as part of a Support and Achieve Programme for Lone Parents. The clients are referred to the programme from JobCentrePlus and the aim of the view is for the one parents to return to work. The very title of this project typecasts these clients into a particular group. They are immediately identified as lone or single parents. Gemma therefore suggests the title be changed.Reports from the media project an image of lone parents as predominately young mothers or fat hers with children living on their own and claiming state benefits. There are many diverse people who find themselves as lone parents due to different circumstances, for example, widows, windowers or divorcees. The title of a programme can therefore affect who will make for it, in this example it is positive discrimination in favour of lone parents. However, the content will be based around returning to work and could easily be adapted to suit others, and the mix of workers will help promote inclusion and equality. 3. 4 Outline a process for dealing with others whose behaviours, words or actions do not support a commitment to equality of opportunity or diversityWhen an inspection is planned, the Care quality Commission (CQC) uses the providers annual self-assessment motif, along with other information such as data on achievement and development plans. recap reports include judgements on self-assessment and the self-assessment report. During the inspection the self-assessment re port will continue to provide CQC testers with crucial evidence to support judgements about the Essential Standards of Quality and condoms main aspects, the contributory grades for equality and diversity, safeguarding and the providers efficiency to improve. Inspectors will use the report to assess risk, monitor standards and plan for inspection. Where subject areas are to be inspected, the report will help the lead inspector select the areas to inspect.Findings during the inspection will be compared with those in the self-assessment report, and a closing reached on the accuracy of those judgements. Judgements on the accuracy and use made of the self-assessment report contribute to the grade awarded for the providers capacity to make and save improvements. A provider that is judged to be outstanding in this area will have a self-assessment report that is highly accurate. The process of self-assessment will be comprehensive and inclusive. It will be used very effectively to che ck sustained improvements in all aspects of the providers work. A provider that is judged to be good in this area will have a self-assessment report that is largely accurate.The process will be thorough and used well to secure improvements in most aspects of the providers work. A provider that is judged to be satisfactory in this area will use self-assessment well to identify most of the providers strengths and weaknesses and bring about improvements. A provider judged to be inadequate in this area may be one where quality improvement and self-assessment do not lead to demonstrable improvements. After inspection you must review and update your plans to take account of the inspection findings. Providers are required to set out clearly what actions are needed and to link this explicitly to the inspection findings within twain months of the publication of the inspection report.