Diversity: Recognizing and Valuing Differences Essay

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Performance evidence record

Unit …503………………………..……..…………………………………………..

Learner name …Nick Cooper…………………………………………………………………..

Use this form to record details of activities (tick as appropriate) observed by your assessor  seen by expert witness  seen by witness  self reflective account 

NB Your assessor may wish to ask you some questions relating to this activity. Ensure that they are recorded in the appropriate box overleaf. The person who observed/witnessed your activity must sign and date overleaf.

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Learning outcome
AC
Performance evidence

Diversity: Diversity literally means difference. Diversity recognises that though people have things in common with each other, they are also different and unique in many ways. Diversity is about recognising and valuing those differences. Diversity therefore consists of visible and non-visible factors, which include personal characteristics such as background, culture, personality and work-style in addition to the characteristics that are protected under discrimination legislation in terms of race, disability, gender, religion and belief, sexual orientation and age .By recognising and understanding our individual differences and embracing them, and moving beyond simple tolerance, we can create a productive environment in which everybody feels valued. ‘’ Diversity - is about the recognition and valuing of difference in the broadest sense. It is about creating a working culture and practices that recognise, respect, value and harness difference for the benefit of the organisation and individuals’’.(Department of Health 2003)
Equality: Equality means treating equally regardless of their colour, age gender, ethnicity, sexual orientation, disability etc. It is different to treating people the same as different people have differing needs so individuality should be taken into account. For example; It would not be equal treatment to provide two different people, information about services available, only written in English. Staff in a care setting must value diversity and not give favourable treatment to certain groups of people at the expense of others who they may hold prejudice against.
Inclusion: Inclusion is a sense of belonging, feeling included, feeling respected and valued for who you are even if the person lacks some advantages, feeling a level of supportive energy and commitment from others so that you can achieve your best. Inclusion ensures that everyone has access to resources, rights to services and goods, and are able to participate in activities.
‘’A truly effective diverse organisation is one in which the differences individuals bring are valued and used’’ – Modernising Government White Paper, March 1999.
1:1 Understand diversity, equality and inclusion in own area of responsibility
In my role as a Group Leader, I am responsible for ensuring that all individuals and everyone that I work in partnership with are treated equally. Everyone should be treated with dignity and respect.
There are many Legislations and codes of practice and work place policies which regulate equality, diversity and inclusion within my area of responsibility. Below are some of the pieces of legislation that apply to my role.
Every child matters
Equality Act 2010
The Disability Discrimination Act 2005
The Children Act 1989 and 2004
The Data Protection Act 1984
The Children’s Homes Regulations 2015
The Care Standards Act 200
The Convention on the Rights of the Child 1989
GSCC Code of Practice for Social Care Workers.
Human Rights Act 1998
It is not only important that I put into practice the relevant legislative framework, but that I also support others in understanding what is in place to promote diversity, equality and inclusion.
Social care workers should use Equality Act to embed anti-discriminatory practice
Jo Moriarty, research fellow at the Social Care Workforce Research Unit, King’s
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