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Equality Diversity And Rights In HEALTHCARE Social Work Essay

What is equality and variety?

Although sometimes used interchangeably, the terms 'equality' and 'variety' won't be the same.

Equality is approximately 'creating a fairer world, where everyone can take part and gets the possibility to fulfil their potential' (DH, 2004). It is about identifying habits of experience predicated on group id, and the challenging processes that limit individual's 'potential' health and life chances.

For example, occupational segregation. Women constitute almost 75% of the NHS labor force but are focused in the lower-paid occupational areas: nursing, allied health professionals (AHPs), administrative personnel and ancillary personnel (DH, 2005). Folks from dark-colored and minority cultural groups include 39. 1% of hospital medical personnel yet they include only 22. 1% of most hospital medical consultants (DH, 2005).

An equalities way understands that our social identity - in conditions of gender, race, disability, age, sociable course, sexuality and religious beliefs - will effect on our life experiences.

Diversity literally means difference. When it is used as a distinction or addition to equality, it is about recognising specific as well as group variations, treating people as individuals, and putting positive value on diversity locally and in the labor force.

Historically, employers and services have dismissed certain variations. However, individual and group diversity needs to be considered to be able to ensure that everybody's needs and requirements are understood and taken care of immediately within occupation practice and service design and delivery.

One manner in which organisations have taken care of immediately the issue of diversity in recent years has been the development of flexibility in working practices and services. For instance, an company may allow a worker to work a versatile working pattern to accommodate child care arrangements, or a GP surgery may offer surgeries at the weekends in accommodate those who work full time during the week.

These solutions recognise that in order to be inclusive and equal to all, organisations might need to respond in a different way to individuals/organizations.

Therefore, a committed action to equality in addition to acknowledgement of variety means that different can be equivalent.

Learning outcomes

Understand principles of equality, diversity & rights in relation to Health and Public Care.

Equality and diversity is becoming more important in all respects of our own lives and work for several reasons.

We live in an extremely diverse modern culture and need to be able to act in response properly and sensitively to this variety. Learners in the professional medical setting will represent this variety around gender, contest and ethnicity, impairment, religion, sexuality, category and age group.

Your organisation is convinced that successful execution of equality and diversity in all aspects of work ensures that colleagues, staff and students are appreciated, motivated and cured fairly.

Every member of society is probable, sooner or later, to be a recipient of health and social care. The Office of Health can only just achieve its goal of better health, attention and well-being for everyone, by building an explicit determination to equality, variety and human rights throughout medical and social treatment system. All general public organisations like the Department of Health and public providers and commissioners of health insurance and social attention services have a obligation to promote equality. Successfully delivering these responsibilities is a central part of the health and social attention system's objective to offer services that deliver high quality look after all.

To do that, the variety of the population needs to be recognised, in coverage development through to service delivery and patient care, acknowledging the diverse experiences, dreams and needs of personnel, patients and service.

The Office of Health insurance and local health insurance and social health care organisations continue steadily to take proactive steps to handle unequal gain access to and final results experienced by some parts of the community. DH is working to ensure the guidelines and practicalities of fairness, equality, variety and human rights are a central to the task of the Office.

In 2007 the united kingdom established a fresh sole equalities body, to bring together the existing equality Commissions interacting with gender, disability, and competition and ethnicity into a Commission for Equality and Individuals Rights. The campaign and enforcement of 'equality and variety' is one of the three tasks of the new body. This paper briefly explores diversity in relation to the idea of gender equality and also examines improvements in plan at the EU level, which includes provided much of the impetus for change. Our focus is on the insurance plan approach and the tensions that the insurance plan documents uncover about the emphasis on equality and diversity approach, specifically the extent to which attention to gender issues may get lost in the diversity bundle, and the amount to which a focus on the individual may be strengthened within the group. This page lists some of the advice materials made by the previous equality commissions and direction produced by exterior organisations, who have given us permission to reproduce their materials on our site.

Guidance from ACAS

Age, Religion or Idea, Sexual orientation

There are no statutory Rules in force covering erotic orientation, faith or opinion, or age group discrimination. However, ACAS has shared guidance documents covering each of these areas. The following tutorials are also available on the ACAS website.

Guidance from the EOC - advising young people

The Equivalent Opportunities Fee produced guidance to help advisers who work with young people to work out if they may have experienced unlawful discrimination. The primary focus was intimacy discrimination but other varieties of discrimination are also described.

Young people need advice too. .

Guidance from the TUC - mental health issues

The TUC produced direction 'to help trade union reps and officials provide a good service to participants with mental health issues. It is designed to equip repetitions in workplaces with the info they need to deal as well with mental health issues as they actually with the other issues that crop up on daily basis. '

Guidance from the Refugee Council - employing refugees

We been employed by with theRefugee Council to create guidance on employing refugees. The instruction explains which documents can offer evidence of entitlement to work. This advice is targeted at employers but could be helpful for advisers as well.

Guidance from Advocacy Action - Real human privileges toolkit for advocates

Action for Advocacy, the 3rd party advocacy organisation has developed a toolkit based on an initial group of Commission-funded training days to advocates across England and Wales. The toolkit is a tool to promote further thinking and better use of resources that can support advocates to use human privileges in their advocacy work.

Understand discriminatory practice in health insurance and social health care.

Discrimination is less favorable or bad treatment of someone because of one or more aspects of their social personal information.

Understanding how discrimination can impact on individuals' lives is vital to avoid potential discrimination within in coaching and learning situations and ensure that you are confident in dealing with discrimination issues if and when they arise.

Our social identification comprises our:


race or ethnicity


religion or faith




While we can face discrimination because of these aspects, it is important that people also identify the links between interpersonal identities and individuality and/or circumstances and situation. Bad treatment can be multi-layered and happen because of:

an aspect of personality, e. g. some facet of personal appearance, size, personal loves, etc.

our express/situation, e. g. homelessness, being a lone mother or father, misuse of drugs or alcohol, citizen position, health, etc.

Valuing diversity

It is important that you consider how a person's social personal information may effect on their connection with the programme/teaching session of scientific activity in which the learner is engaged.

The ways in which discrimination works include stereotyping, making assumptions, patronising, humiliating and disrespecting people, taking some individuals less seriously.

To ensure that people value diversity and consider the individual's personality appropriately in specialized medical teaching, the next concepts may be useful:

recognise that people need to treat all learners as individuals and react to them, and their sociable identity, in an individual manner

understand that dealing with people fairly will not mean dealing with people in the same way - we have to recognise difference and answer appropriately

respect all learners regardless of their interpersonal identity

try to increase our knowledge and knowledge of aspects of public identity that may be different from our own

avoid stereotyping or making assumptions about learners predicated on their communal identity

recognise that some course content may impact on some learners in a negative/difficult way because of an aspect of their cultural identity

recognise that the course structure, e. g. timing of lectures, unsociable time, weekend working, and so forth, may effect on some learners more than others because of the social identity

recognise that your own interpersonal identity may effect on learners in various ways

avoid using improper and disrespectful vocabulary relating to communal identity

Institutional discrimination

Institutional discrimination is concerned with discrimination that is incorporated in to the structures, functions and steps of organisations, either because of prejudice or because of failure to take into consideration the particular needs of different cultural identities.

Looking at the long historical perspective, there is a very fundamental evolution of how

public establishments have dealt with the idea of anti-discrimination. Whereas the typical 19th

century anti-discrimination preparations were developed for settling the case of

philosophical and religious minorities, modern legislation is facing the challenge of

addressing new issues such as, for case, those lifted by the massive immigration of

colonial and visitor staff immigrants. If racial discrimination is among the most

problematic types of discrimination, it is far from being the only one. The have difficulty against

discrimination can be an ongoing process, which is currently facing the task of, not only

addressing new public realities, but also responding to old ones innovatively. The addition of

disability, sexual orientation and age group as a basis for anti-discrimination struggle reflects the

feeling that the law must be designed to techniques of cultural change, which can be marked today

by an unprecedented variety in terms of lifestyles, ethnic, cultural and religious


Three features distinguish institutional discrimination from other arbitrary individual varieties of bad treatment.

Triggered by social identity

- the discrimination effects on teams (or individuals because they're members of this group).

Systematic - it is built into:

- laws, regulations. For instance, selection standards for careers or courses, laws like the Minimum amount Wage, pension regularities, etc.

- 'the way we do things around here', like the use of specialist and discretion, e. g. how training opportunities are allocated, how versatility in learning methods is authorized

- the popular culture and ways of talking about 'normality', e. g. long working time culture/prospects.

Results in patterns

- happenings of discrimination can happen isolated or arbitrary but where institutional discrimination occurs they are simply part of your wider style of events which frequently may be concealed. Habits of discrimination can frequently be surfaced by effective organizational information associated with social identity. For instance:

which groups of folks get promoted in an organization?

which teams of folks get accepted onto a training course?

which communities of men and women leave an organization after half a year of occupation?

Questions like this may point to some people experiencing the corporation in a different/more negative way than others.

Understand how National initiatives promotes anti-discriminatory practise in Health education and Cultural care.

The concept of discrimination implemented in the legislation produced from Article 13 is influenced by

the European union legislation on the equality of treatment between men and women. 5 Equality of

treatment is defined as the lack of any direct or indirect discrimination. By direct


The same doc defines indirect discrimination as follows:

"indirect discrimination will be taken to appear where an obviously neutral provision,

criterion or practice is likely to have an effect on adversely a person or persons to whom any of

the grounds described in Article 17 applies, unless that provision, criterion or practice

is objectively justified by a legitimate goal and the method of obtaining it are

appropriate and necessary"

Harassment is also considered a discrimination in its own right. Harassment is any form of

action that creates a disturbing, intimidating, offensive or hostile working environment, such

as verbal abuses and gestures. Just as the equality of treatment between men and women

legislation, the two anti-discrimination directives following Article 13 place the responsibility of

proof on the accused in case of legal action.

Discrimination can occur in many different ways nevertheless, you have rights to protect you

By laws people are protected from discrimination on the grounds of:



sexual orientation

disability (or because of something linked with your disability)

religion or belief

being a transsexual person

having just had a baby or being pregnant

being wedded or in a civil collaboration (this is applicable only at the job or if someone is being trained for work)

age (this can be applied only at work or if someone has been trained for work)

These are known as 'secured characteristics'.

Race discrimination

Wherever you were given birth to, wherever your parents originated from, whatever the color of your skin layer, you have the right to be cured fairly.

Gender equality - sex discrimination

Women and men should not be treated unfairly for their gender, because they're married or because they are raising a family group.

Sexual orientation

Whether you are gay, lesbian, bisexual or direct should not put you at a drawback.

Disability discrimination

If you have a physical or mental impairment you have specific privileges that protect you against discrimination.

Religion and belief

Your religion or opinion, or those of someone else, should not influence your right to be treated quite. This may be at work, college, in shops or when using general public services like health care.

Transgender discrimination

Trans people should be able to live with dignity. You will discover protections for some of the varieties of discrimination that trans people experience.

Age equality

By rules you can't be treated less favourably in your work place or in training for work because of your age. For example, it might be unlawful never to employ someone because of their age.

The EU notion of anti-discrimination offers a minor standard of legal safeguard, not an

extensive and uniform one. Which means that some countries will stay more advanced than

others in their struggle against discrimination even after the execution of the two

directives. The legislation also shows that equality of treatment is likely to result from

combating discrimination. 8 It generally does not enact an optimistic duty on open public and private authorities

to promote positive action or identical opportunities insurance policies. In this respect, one suspects that

this lack will in the long run be believed as a significant shortcoming. Lessons from both the

perspective of gender studies and from ethnic and racial studies have taught a thin

notion of equality of treatment is far from being a promise of equality.

Human rights

Human rights will be the basic rights and concepts that belong to every person on the planet. 'They are based on the core principles of dignity, fairness, equality, value and autonomy' (E and HRC, 2008). Individuals rights protect a person's freedom to control their day-to-day life, and effectively participate in all areas of general public life in a good and similar way.

Human protection under the law help individuals to flourish and achieve potential through:

being safe and covered from harm

being treated pretty and with dignity

being in a position to live the life you choose

taking a dynamic part in your community and wider population (E and HRC, 2008).

Intrinsic to these statements should be the concepts of equality and diversity.

Since 1998 the united kingdom in addition has included human protection under the law within its legal construction. The Human Rights Act applies to all public authorities and bodies undertaking a public function. The Individual Rights Works places the next responsibility on your organisation.

Organisations must promote and protect individuals' human being rights. This implies treating people pretty, with dignity and esteem while safeguarding the rights of the wider community.

Organisations should apply core human rights prices, such as equality, dignity, privacy, respect and participation, to all organisational service planning and decision making.

The Human Protection under the law Act provides a complementary legal platform to the anti-discriminatory framework and the general public duties.

The legal context

As a specialized medical teacher you should ensure that you understand the legal platform regarding equality, and that you can associate this platform to your each day role. THE UNITED KINGDOM framework has two elements to it: the anti- discriminatory framework (which gives individuals a route to raise grievances of discrimination around career and service delivery) and the general public duties (which place a proactive responsibility on organisations to handle institutional discrimination).

Overview of anti-discriminatory framework

Sex Discrimination Take action 1975

Race Relations Act 1976

Disability Discrimination Function 1995

Employment Equality (Intimate Orientation) and (Spiritual Belief) Restrictions 2003

Employment Equality (Age group) Polices 2006

Equality Action 2006 (covers service delivery with regards to sexual orientation and spiritual belief)

It is important to notice that at the current time, get older legislation only protects individuals in the region of employment rather than service delivery.

The SEN and Impairment Act 2001

The SEN and Impairment Act 2001 expanded the Disability Discrimination Take action 1995 to education with effect from September 2002. This work requires professors to explore the provision of reasonable changes for students and also require disabilities, including learning disabilities, to enable them to participate effectively.

The EU had taken great good care to avoid countrywide and EU anti-discrimination procedures becoming

concurrent. The answer introduced for solving this difficult question was to adopt the most

appropriate technique of legislation. By choosing the directive, the European union has in place opted for


The Directive, unlike the rules, offers Member Areas general rules,

which should be implemented within 2 yrs after the adoption of the two directives. The

anti-discrimination package proposed by the Fee and later implemented by the Council

of Ministers defines nominal common standard of legal safeguard for victims of

discrimination, without prejudice of what the Member States curently have available in their

internal legal order


It is particularly critical for the success of the legislation that Member States take the EU

initiative as a motivation for replacing their inner standard of safeguard and not as a

justification for cutting down them. This is why the two directives contain a "non-regression

clause" that will in practice lead to better legislation in every Member Claims. Another reason

why European union legislation should be observed as complementing nationwide initiatives is the material

scope of this article 13.

As mentioned above, the sphere of competence of the EU in the area

of anti-discrimination is restrictively identified by the Treaty on europe. The main

area where it will be highly 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 Member

States will remain primordial.

Know how anti-discriminatory practice is promoted in Health & Community Care setting

Active campaign of anti-discriminatory practice:

ethical principles; adding the patient/service customer at the heart of service provision, eg providing active support steady with the values, culture and preferences

of the individual, supporting individuals expressing their needs and choices, empowering individuals,

promoting individuals' rights, choices and wellbeing; balancing individual protection under the law with the privileges of others;

dealing with conflicts; discovering and challenging discrimination

Personal values and value systems: influences on, eg culture, beliefs, past happenings, socialisation,

environmental influences, health and wellbeing; developing increased self-awareness and tolerance of

differences; committing to the treatment value basic; careful use of terms; working within legal, honest and policy guidelines.

Beliefs will be the assumptions we make about ourselves, about others on the planet and about how precisely we expect what to be. Beliefs are about how precisely we think things are really, whatever we think is very true and what therefore expect as likely results that will observe from our tendencies.

Since the previous comprehensive review in 1974, medical Belief Model (HBM) has continued to be the concentration of considerable theoretical and research attention. This informative article presents a critical overview of 29 HBM-related investigations released during the period 1974-1984, tabulates the results from 17 studies conducted prior to 1974, and provides a listing of the total 46 HBM studies (18 possible, 28 retrospective).

Twenty-four studies evaluated preventive-health be haviors (PHB), 19 explored sick-role behaviors (SRB), and three tackled clinic utilization. A "significance percentage" was constructed which divides the number of positive, statistically- significant results for an HBM dimension by the total variety of studies reporting significance levels to the dimension. Brief summary results provide substantial empirical support for the HBM, with results from potential studies at least as advantageous as those from retrospective research. "Perceived barriers" became the most powerful of the HBM proportions over the various review designs and habits.

While both were important overall, "perceived sus ceptibility" was a more powerful contributor to understanding PHB than SRB, while the reverse was true for "perceived benefits. " "Perceived intensity" produced the lowest overall relevance ratios; however, while only weakly associated with PHB, this sizing was tightly related to to SRB. Based on the evidence compiled, it is recommended that factor of HBM measurements become a part of health education programming. Suggestions can be found for further research.

It is important for care workers to market equality, value diversity and respect the rights of service users. There are various ways of how they can concern discriminatory issues and tactics in health insurance and social attention.

One of the ways that care worker can promote equality, value diversity and value 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 attained and achieved

Human privileges' will be the basic protection under the law and freedoms that participate in every person on earth.

Ideas about human being rights have advanced over many centuries. However they achieved strong international support following a Holocaust and World War II. To protect future years from a duplicate of these horrors, the US adopted the Common Declaration of Human being Protection under the law in 1948. For the very first time, the Universal Declaration lay out the fundamental protection under the law and freedoms distributed by all human beings. These privileges and freedoms - predicated on core rules like dignity, equality and value - inspired a range of international and regional human rights treaties. For instance, they formed the foundation for the Western european Convention on Man Privileges in 1950. The Western Convention defends the human protection under the law of individuals in countries that participate in the Council of Europe. This includes the United Kingdom.

Until recently, people in the United Kingdom had to complain to the European Court of Human being Protection under the law in Strasbourg if they felt their privileges under the European Convention have been breached.

for example; a personal diet program to a particular individual. Adding the service individual at the centre of the provision generally makes a more content and healthier patient in all areas. Care staff can help accomplish that by: * Understanding what it is like to use those services * Relating those who use the services

Another example can be quoted as, Privileges of one patient will clash with the protection under the law of another An individual has the right to watch TV or listen to the radio, as the patient within the next bed gets the right the to an undisturbed sleeping the rights of these two patients clash. By providing earphones may help deal with this.

If patients show a room one wants the door propped open up and the other one doesn't although this is a clash of privileges the rights of the patient who wanted the entranceway closed would outweigh the other as propping wide open doors is a flames risk

Care settings must definitely provide services so that all service users get equal benefit on their behalf. For example someone who does not have British as their first terms may require a translator to be able to understand the services available and also to express an option about them. One of the most beneficial ways that a social attention setting can issue anti - discriminatory is through staff development and training this can be done formally through supervision trainings or even more informally throughout day to day working. The director should supervise the task of their employees, offer advice and direction in difficult situations and help the workers identify training opportunities to improve their practise.

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