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10-21-2024
1.1 Explain the legislation underpinning equality, diversity, inclusion, and human rights
Leading the Promotion of Equality, Diversity, Inclusion and Human Rights
This unit will develop your knowledge of equality, diversity, including and human rights. You will look at relevant legislation and how you ensure your service adheres to these. You will look at societal and historical influences on equality, diversity and human rights and the impact these have on your role. You will also look at the impact of cultures and others’ beliefs and experiences on practices and behaviours
ANALYSE - to study or examine something in detail (looking at all the component parts of the whole) to discover more about it, i.e., what works well, what does not, how is it beneficial.
A conclusion could follow - what possible changes can be made as an improvement.
EVALUATE - to judge or calculate the quality, importance, or value of something: i.e., why this is used, what purpose or value does it have, does it fulfil its purpose.
A conclusion could follow – to continue with the item, discontinue it, or suggest possible changes
KNOWLEDGE QUESTIONS
1.1
Explain the legislation underpinning equality, diversity, inclusion, and human rights
1.2
Explain the societal and historical influences underpinning equality, diversity, inclusion, and human rights
1.3
Analyse the impact of legal, societal, and historical influencers on your role in promoting a culture that values equality, diversity, inclusion, and human rights (see below guidance)
1.4
Analyse the impact of discriminatory or closed cultures and unconscious bias on individuals and others (see below guidance)
1.5
Discuss how your and others’ values, beliefs and experiences can impact practices and behaviours relating to equality, diversity, inclusion, and human rights
Guidance
Culture: when considering the c ulture, learners must consider how they lead this for individuals accessing services and for the workforce.
Closed cultures: a culture in a health or care service that increases the risk of harm. This includes abuse and human rights breaches. The development of closed cultures can be deliberate or unintentional – _either way it can cause unacceptable harm to a person and their loved ones.
Individuals are those accessing care and support
Others, in this context, may include
Individuals accessing care and support services
Carers, loved ones, family, friends
Team members
Colleagues and peers
Managers and supervisors
Professionals from other services
Visitors to the workplace
Members of the community
Volunteers
Example Answer - Do Not Copy
1.1 Explain the legislation underpinning equality, diversity, inclusion, and human rights
Understanding the legislation underpinning equality, diversity, inclusion, and human rights is crucial in developing effective practices within any service. This legislation provides a framework to promote fairness, protect individuals from discrimination, and ensure that everyone has the opportunity to participate fully in society. Below is an overview of key legislation relevant to these areas.
Key Legislation
Equality Act 2010 The Equality Act 2010 is the cornerstone of equality legislation in the UK. It consolidates and simplifies previous laws, protecting individuals from discrimination based on specific protected characteristics, including:
Age
Disability
Gender reassignment
Marriage and civil partnership
Pregnancy and maternity
Race
Religion or belief
Sex
Sexual orientation
The Act imposes a duty on public bodies to promote equality and eliminate discrimination, ensuring that services are accessible and inclusive. It also addresses indirect discrimination, harassment, and victimisation, which can occur even in the absence of direct discrimination.
Human Rights Act 1998 The Human Rights Act 1998 incorporates the European Convention on Human Rights (ECHR) into UK law. It protects fundamental rights and freedoms, such as the right to life, the right to a fair trial, and the right to respect for private and family life. This Act ensures that individuals are treated with dignity and respect, which is essential in promoting equality and diversity.
Disability Discrimination Act 1995 (DDA) Although the DDA has been largely replaced by the Equality Act 2010, it remains significant as it laid the groundwork for disability rights in the UK. It established the duty to make reasonable adjustments for individuals with disabilities, ensuring their full participation in various areas of life, including employment, education, and public services.
Race Relations Act 1976 (RRA) The RRA was the first legislation to make racial discrimination unlawful in the UK. It has since been amended and its provisions incorporated into the Equality Act 2010. The Act aimed to eliminate discrimination based on race, colour, ethnic or national origin and required public authorities to promote racial equality.
Sex Discrimination Act 1975 (SDA) The SDA made it unlawful to discriminate against individuals based on sex or marital status. Like the RRA, it has been superseded by the Equality Act 2010 but laid the foundation for gender equality legislation in the UK, promoting equal treatment in employment, education, and services.
Continued...
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