The equality, diversity & inclusion (EDI) makes sure about the fair treatment and offer the same opportunities to all the people. The main aim is to eliminate prejudice and discrimination on the basis of group or individual’s protected characteristics. Equality is all about offering the same kind of opportunities to all. The diversity is about the understanding that everyone is unique in their own way. The report will shed light on legislations, codes of practices and policies associated with the healthcare practices. It also highlights external factors and relevance of the practices in the role. This report demonstrates promotion about the inclusion, equality and diversity which leads individual outcomes. The effect of unconscious biases of the others behaviours will also be evaluated. The report will describe about how to respond challenges about the discriminatory practices which promote the positive change.
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1.1 Explaining how legislation, policies and codes of practice apply to and influence the role
Being a healthcare practitioner, this is crucial to know about the legislations, codes of practices and policy which is related to the diversity, equality and discrimination. This helps in offering equal services to the every customer who needs the advice.
The equality Act 2010 protects the customers from discrimination within society and at workplace. This also replaced from the anti-discrimination laws within the single act, the law is made for the protection in some of situations (Cole, 2022). The human Act 1998, this law defines the freedom and rights for every single person in the United Kingdom.
This also protects the characteristics such as maternity, race, age, pregnancy and sex. Anyone who is facing the discrimination against the assistance or any employer can raise their voice against it. The issues don’t get resolves the customer can claim about it, to claim it patients need to showcase about how they have been treated. The customers also need to be aware about the obligations and protecting themselves about it. The practices can impact the others as well. These legislations can make sure about the individuals with the numerous requirements with the similar range of choices.
1.2 Explaining how external factors influence own role
The decisions from the customers can influence the factors as Adviser which is based on the customers. As the role of supporting and advising the professionals, numerous of aspects can affect my role. The Health and Social Care Act 2012 and human right Act 1998 provides the centre for the commissioning and innovation to the customers (The Human Rights Act, 2023). The external factors influence the services and campaigns to the significant level. The external factors can affect the control and make impact in the success and operations (Mergel et al, 2019). For instance, it involves the government regulations, populations’ demographics, economic recessions and the technology. There are several individuals who affect the role such as customers, society, families, co- workers, visitors. These play crucial role in the role as adviser for the professionals. This practice needs to be aware and resolve the issues about the practices.
2.1, 2.2 Define the following terms, and explain how they are relevant to practice
Diversity: The diversity presents the combination of differing factors such as race, gender, sex, society and age. The every professional needs to be treated equally according to the factors.
Equality: The equality is about being equal in the all perspectives, rights, status and opportunities. This means each of the professional or group need to be given same kinds of opportunities and resources.
Inclusion: This lays more focus on involving varied ideas as well as people and treating them equally or fairly in all aspects (De Bie, et.al, 2023). All customers need to be given equal opportunity and rights while having advice and guidance.
Discrimination: The discrimination can have two kinds of forms direct and indirect; which include the harassment, inadequate accessibility, sexual harassment. Discrimination can be done with any personal and belongs, this can affect the person.
Unconscious bias: The term about the Unconscious bias shows the relation who is holds by the people; related to the control and awareness. This can affect anyone, on the bases of unconscious bias which make the assessments and judgements.
Protected characteristics: This can be defined with the equality Act 2010; which is based on the disability, race, sex, religion or belief, gender reassignment, pregnancy and maternity. These characteristics can be identified as the “protected characteristics”. The factors are evidence which showcase the importance of the practices.
Human rights: The human rights include the rights for the liberty and life; everyone has the freedom from the torture, slavery, work, education, expressions and opinions. This increases the equality among the human beings and link with the practices and decreases the impact on the role and responsibilities.
2.3 Explaining how a culture of inclusive practice promotes equality, diversity, inclusion, and human rights.
Inclusive culture can be promoted by making more focus on equality, human rights and diversity. This can be achieved by the giving the equal and same opportunities to the every individual. The groups and individuals are being valued and respected. Inclusive practices also include the understanding about the effect of the discrimination and the challenges. Further, practices of the integrating the inclusivity in the daily practices makes sure about the person’s values, cultures, preferences and values. This can help in creating the trust and strong relationships among others. The diversity practices and equality ensure that services are easily accessible the each and every people and fairly provided (Tamtik and Guenter 2019). The inclusive practices support the diversity by resolving the different kinds of ways to communicate and learn. These promote the barriers and resolve the issues which can be occurred in the group or people. The Inclusivity involves the practices with the more benefits to the people on the workplace and community. The human are related to the freedom from the torture, slavery, work and education or many more. The main motive of it’s about the equality and fairness to the people which is related to the Human rights Act 1998.
2.4 Explaining how the promotion of equality, diversity, inclusion, and human rights leads to improved outcomes for individuals.
Promotion of diversity & equality at the workplace can include the creating new strategy which includes the numerous of factors. These can be promoted by the equal rights and opportunities to everyone.
Equal opportunity: This demonstrates on the equal opportunity to everyone with the any background, culture or religion. This offers numerous of opportunities to the people and thereby ensures growth.
Improve the wellbeing: The inclusive practices improve the wellbeing of the community (Calkin and Kaminska 2020). When people have the equal opportunity and feel heard, valued, this can increase the wellbeing of the individuals.
Increase the creativity: The diversity with the numerous of the aspects comes with the new experiences and ideas for the different aspects (Equality, Diversity & Inclusion Explained, 2023). Increasing creativity comes with the decision making which further leads better solutions.
Boost the productivity: Inclusive practices can work with the more satisfying practices and value the rights. The equality can lead to the more productivity and better quality of work. This can be increased for the better work performance and increase the level of opportunity.
Increase the health outcomes: By giving equality and fair opportunity which results in the health outcomes. This can lead to the better health outcomes with the positivity.
2.5, 2.6 Explaining how workplace promotes equality, diversity, inclusion and human rights and summarise your role in promoting these.
Promotion of diversity, inclusion, equality and human rights within the workplace leads positive outcome. At workplace, it fosters equality, prevent the unconscious biases and create a workplace with the inclusive culture for the all staff members.
Be aware about the unconscious bias:
Knowing and building the awareness is the initial step to promote the factors. The unconscious bias can include the feeling and associations which can be hidden on the surface.
Promoting the pay equity:
By offering equal opportunity to the employees promotion of EDI can be done effectually (Miškovi? et.al, 2022). The organization can offer equal pay to the every worker to improve the work of the workers and they can feel motivated as well. This can help in employees to treated equal and being underpaid with the equality.
New policies:
The procedures can be established with the clear commitment of the EDI which is important for the workers. The policies can be treated with the similar and equal policies to the every employee in each aspect.
Training program:
The regular training sessions can improve the awareness among the workers about the EDI. This can improve the practices with the diverse strategies and develop the knowledge in the employees.
According to my role & responsibilities in the area of the EDI and human rights at the workplace, has guided me about the equality among the workers and responsibilities. In my role I support the equality among the workers which can be create a positive work culture.
Promote more awareness:
Due to my role, it has promotes more awareness about the practices and I have developed the more awareness about the impact of the unconscious biases. This can help me through my role and responsibilities as an adviser.
Policies:
I have focused on the policies for the workers about the equality, diversity and inclusion which has foster the work place and create positive working environment. I have made sure about the policies, which address the challenges about the discrimination.
3.1 Describing the potential effects of discrimination
The discrimination has numerous of harmful impacts on the individuals which directly impacts the physical and mental health of people. This also can decrease the opportunities, earnings and increase the level of the stress. The discrimination also can reinforce the prejudice and lead to the social isolation. The discrimination can main cause of the frustration and emotional pain, decrease the self-esteem. This is the complex problem which can’t be resolves easily.
Emotional and physical impact: Discrimination can affect the affect anyone too much which can hurt physically more (Gbadegesin et.al, 2023). The mental and physical impact is even worse to deal with. The individual can feel guilty, sad, anxious and depressed due to the discrimination. This can affect them physically and decreases the mental health as well.
Social, financial and educational impacts: The discrimination can put impact on financially, socially as well. This may also affect the educational life of the individual which is the biggest impact on someone’s life.
Impact on the businesses and society: The discrimination can create conflicts due to the race, religion, gender and hinder the society’s progress. The business also faces the issues to achieve the goals and tough to take actions against biases. The workers also feel disappointed and interest of the workers can be reducing. This also affects the confidence and trust of the workers and the organization can lose the talented workers.
3.2 Explaining how unconscious biases may affect own and others’ behaviours.
The unconscious biases can have potential influence on the own and others’ behaviours & attitude. This can influence the key decisions at workplace and may make contribute to the inequality, For instance recruitment and selection, promotion and appraisal. The reasons of unconscious biases need to be improved which affect the working environment and workplace as well.
Communication: The unconscious biases can affect the communication of my own and others as well. This can impact on the ways of languages and tone of the communication. This can create the challenges and barriers to the performance.
Hiring process: The unconscious biased also put impact on the workplace which affects the hiring process as well (Blank et.al, 2019). Due to the the applications can be rejected on the bases of skill of the workers. This can lead to the weaker workforce because the people are rejected from the procedure of the hiring.
Process of decision making: This can influence the decision which is taken by me and the preferences. This can put impact on my performance and resources which are aligned with my role. The decision making can be slow down which needs more time to improve it.
Relationships which are interpersonal: The biases can reduce my interactions with the other which can lead to the discrimination. Due to the unconscious biases for anyone can reduce the support and trust of the others.
3.3, 3.4, 3.5 describing how to respond to and challenge discriminatory practice in a way that promotes positive change. Including how report concerns to and who would need to report them to
The respond to the dissemination can promote the positive change at the workplace and among the workers as well.
Education and training: By giving the training about discrimination it can help in promoting positive change. This is the best way to resolve the issues related to the discriminatory practices.
Policies can be carried out: The policies can be carried out about the discriminatory practices which can reduce discrimination and comes with the positive change.
Explaining how report concerns to and who
Reporting the concern in regards of the discrimination practices is important for promoting the change. This can include the steps:
Follow the policies of company: Each and every company have the policies about the reporting, some of them have the particular protocols which can help in resolving the issues related to the discrimination.
Documentation of the incident: The documentation about the discrimination such as time, date, and incident can be noted. This can help in credibility and assist in the better way.
Need to report the concern:
Workers: The workers can be the witness of the behaviour of the discriminatory practices. They can have rights to address issues and complaint about it.
Managers: The managers have the main responsibilities to develop the positive environment for the workers. This is the main role of the managers is to resolve the issues and address it.
Human resources: The HR professionals have the main role to resolve the issues related to the discrimination and investigate about the practices and policies.
Conclusion
By summing up the report, it can be stated that legislations, codes of practices and policies to influence role as advising and guiding the professionals. These are essential for the adviser to know about the laws which are crucial. Further, it can be seen in the report that external factors such as campaign, social moments etc has significant impact on business practices. The report sheds light on promoting the inclusive practices to promote the EDI and human right which are essential for the individual. This can be done by offering them equal rights and opportunities to the every individual. The report empathised on the promoting the EDI at the workplace which is essential for the workers to have the equality. The effects of the discrimination can be comes with the social, emotional, physical, societal and financial impacts on the individual. This can decrease the wellbeing and happiness. The report focuses on the effect of unconscious biases on the own and others as well. This can affect the hiring procedure, communication, decision making and collaboration.
References
Books and Journals
Blank, R., Barnett, A.L., Cairney, J., Green, D., Kirby, A., Polatajko, H., Rosenblum, S., Smits?Engelsman, B., Sugden, D., Wilson, P. and Vinçon, S., 2019. International clinical practice recommendations on the definition, diagnosis, assessment, intervention, and psychosocial aspects of developmental coordination disorder. Developmental Medicine & Child Neurology, 61(3), pp.242-285.
Calkin, S. and Kaminska, M.E., 2020. Persistence and change in morality policy: The role of the Catholic Church in the politics of abortion in Ireland and Poland. Feminist Review, 124(1), pp.86-102.
Cole, M. ed., 2022. Education, equality and human rights: issues of gender,'race', sexuality, disability and social class. Taylor & Francis.
De Bie, A., Marquis, E., Cook-Sather, A. and Luqueño, L., 2023. Promoting equity and justice through pedagogical partnership. Taylor & Francis.
Gbadegesin, J.T., Oladokun, S.O., Amidu, A.R. and Agboola, A.O., 2023. Location-induced client influence in valuation for loan security: the new terra incognita for emerging property sub-markets. Property Management, 41(3), pp.381-403.
Mergel, I., Edelmann, N. and Haug, N., 2019. Defining digital transformation: Results from expert interviews. Government information quarterly, 36(4), p.101385.
Miškovi?, D., Iv?e, R., Hess, M. and Koboevi?, Ž., 2022. The influence of shipboard safety factors on quality of safety supervision: Croatian seafarer’s attitudes. Journal of marine science and engineering, 10(9), p.1265.
Tamtik, M. and Guenter, M., 2019. Policy analysis of equity, diversity and inclusion strategies in Canadian universities–How far have we come?. Canadian Journal of Higher Education, 49(3), pp.41-56.
Online
Equality, Diversity & Inclusion Explained, 2023. Online. Available through <https://www.thegcindex.com/equality-diversity-inclusion-explained/>
The Human Rights Act, 2023. Online. Available through https://www.equalityhumanrights.com/human-rights/human-rights-act#:~:text=The%20Human%20Rights%20Act%201998,the%20UK%20in%20October%202000.
