K/650/1117
Promoting Equality, Diversity and Inclusion in
Health and Social Care
Contents
Introduction
Task 1 – Report
Definition of Key Terms
Legislation Underpinning Diversity, Equality, and Inclusion
Models of Practice Underpinning Equality, Diversity, and Inclusion
Impact of Barriers to Equality, Diversity, and Inclusion
Examination of Policy Effectiveness
Evaluation of Procedure Effectiveness
Task 2 – Essay
Evaluation of Equality, Diversity, Inclusion, and Advocacy of Human Rights
Equality and Inclusion through Communication
Advocacy for Equality, Diversity, and Inclusion
Standing Up Against Discrimination and Exclusion
Addressing Ethical Dilemmas
Understanding Informed Choice and Capacity
Strategy for Managing Risk
Conclusion
References
Appendix
Introduction
Equality, diversity, and inclusion are crucial in delivering health and social care centred around
the individual. In all aspects of their care, these principles ensure respect and dignity for each
individual and consider their needs and preferences. These principles are analysed in this report
and corresponding essay, exploring their root causes, practical applications, and methods for
promoting them in the workplace. While promoting these principles, the report and essay
examine the hurdles and ethical dilemmas that may arise and how to handle them effectively.
Task 1 – Report
Definition of Key Terms
Diversity
This concept refers to the range of oppositeness among people, associations, or societies. These
distinctions include race, sexual orientation, religion, foundation, financial status, age, and
physical abilities. Achieving health and well-being requires identifying the essence of each
individual and sensing these characteristics (Ferdman and Deane, 2013).
Equality
Equality is a concept whose goal is to ensure that each individual is given an equal chance to
take advantage of their life and gifts and to accept that no one should have a lesser life
opportunity because of their origins, beliefs, or disability. Equality in healthcare means treating
patients according to their needs, not their characteristics (Bellini and Papalois, 2019).
Inclusion
A concept used to describe discrimination based on race, age, or gender against various groups
of people. By creating a harmonious environment and removing obstacles, everyone can prosper.
Taking care of patients and caregivers in a dynamic cycle is essential (Martin et al., 2018).
Discrimination
The concept refers to the unjust or biased treatment of various parties of people based on their
race, age, or gender. Creating a harmonious environment and removing obstructions can enable
everyone to prosper. Taking care of patients and caregivers in a dynamic cycle is essential
(Martin et al., 2018).
Unconscious Bias
People can unconsciously have social conceptions about a particular group outside their
awareness (Benson and Fiarman, 2020). People hold unconscious convictions about various
social and character gatherings, resulting from a tendency to order social universes.
Protected Characteristics
Qualities that require protection or safeguarding are those under which discrimination or
segregation is illegal. These contain age, disability, gender reassignment, marriage, civil
partnerships, pregnancy, religious convictions, sex, and sexual orientation.
Human Rights
Everyone can enjoy these freedoms and opportunities regardless of nationality, identity, gender,
race, religion, language, or any further standing. Freedom of speech, opinion, expression, right to
work, and education are among the rights they protect. Human rights and freedoms ensure that
healthcare respects individuals' pride and independence (Wolff, 2012).
Legislation Underpinning Diversity, Equality, and Inclusion
In order to protect people from prejudiced actions and promote diversity, equity, and inclusion,
multiple regulations have been passed. As a result of the Equality Act 2010, UK discrimination
laws have been unified and expanded. Equal pay, sex discrimination, race relations, and
disability discrimination are all included in the law. As a result of the Acts, individuals are
protected from unjust treatment, and a more equitable society is encouraged. Many factors are
protected, including age, disability, gender reassignment, marriage, civil partnerships, pregnancy,
maternity, race, religion, faith, and sexual orientation, which cannot be utilised as a reason to
treat individuals (Williamson and Daw, 2013) unjustly.
Diversity, equality, and inclusion are explicitly emphasised in the Care Act 2014 in Britain and
the Social Services and Well-being Act 2014 in Wales. Under these Acts, local governments
must promote individual well-being, prevent the need for care and support, and provide
information and counselling. In addition, they require local authorities to ensure that services
provided to people are non-biased and consider the significance of their lives (Braye & Preston-
Shoot, 2019).
Health and Social Care Act 2008 (Regulated Activities) and Regulations 2014 also clarify the
crucial norms for these authorities. (Britain, 2014) Regulation 9, person-centred care, and
Regulation 10, dignity and respect, are suitable for advancing equality, diversity, and inclusion.
Models of Practice Underpinning Equality, Diversity, and Inclusion
Overview of Models of Practice
Training models are systems and approaches for implementing equality, diversity, and
consideration. Diversity, balance, and incorporation issues can be understood and resolved using
these models. Individuals and associations can better sense, regard, and value differences and
similarities among themselves when they're aware of them.
The Social Model of Disability, which views inability as a problem in society rather than
something inherent in an individual, is one such model. There can be physical or attitudinal
boundaries, such as structures not open to the public. (Goodley, Hughes and Davis, 2012) The
model advances consideration by maintaining the evacuation of these obstructions.
There is also an equality model, emphasising similar benefits and opportunities for all, regardless
of their status or foundation. (Germain, 2019) According to this model, separation is cancelled,
and everyone has the same access to valuable open doors.
Diversity Model, on the other hand, underlines individual differences, acknowledging these
differences as a strength that can contribute to more elegant, imaginative, robust climates. This
model values and considers different viewpoints and encounters (Eales, 2013).
Application of Models in Health and Social Care
Equity, diversity, and inclusion are supported by a few models of practice. Disability is seen as a
socially made issue, and social changes are funded under the social model, while disability is
regarded as an individual problem under the clinical model. According to the human rights
model, there are inborn privileges and their equivalent and unavoidable responsibilities.
According to the intersectionality model, victims of bigotry, sexism, inequality, ableism, etc.,
may be burdened by various sources of persecution.
The human rights model ensures that care is delivered in a way that respects dignity and
autonomy. Patients can be involved in their care decisions, be provided with information that
will allow them to make informed decisions and have their preferences valued.
Disability accessibility and cultural sensitivity are two factors that need to be considered when
providing care to disabled people of minority ethnicities. A model that emphasises
intersectionality can help providers tailor their benefits to fulfil the necessities of those affected
by multiple forms of discrimination.
Impact of Barriers to Equality, Diversity, and Inclusion
There are many obstacles to equality, diversity, and inclusion in health and social care. There are
various ways in which these barriers occur, including unintentional discrimination embedded in
policies, techniques, or methods, as well as biased beliefs and unconscious prejudices held by
people. A lack of understanding of diversity issues, language barriers, and geographically or
physically restricted accessibility are also contributing factors(Ryan et al., 2020).
Some barriers for certain groups may impact the healthcare sector. These barriers are responsible
for differences in health care and health outcomes. A higher mortality rate, disability rate, and
disease rate can also be attributed to them. Moreover, these barriers can negatively impact staff
morale and boost turnover by creating an unwelcoming work environment (Macdonald, 2018).
Examination of Policy Effectiveness
Several measures can be taken to promote equality, diversity, and inclusion in health and social
care, including anti-discrimination policies, diversity and inclusion strategies, equal opportunity
policies, and policies that accommodate specific needs, such as disabilities or language. These
arrangements are often supported and guided by regulations such as the Equality Act 2010 and
best practice structures such as the NHS Equality Delivery Framework (Byrne and Alexander,
2020).
An essential aspect of assessing a policy's viability is evaluating whether it achieves its
objectives and meets legitimate needs. Analysing administration access and results, gathering
feedback from clients and staff, investigating strategy records, and conducting reviews are ways
to do this. Further, assessing whether debilitated assistance clients are getting the proper facilities
by determining how well the strategy is being implemented is essential.
Evaluation of Procedure Effectiveness
Action plans are essential to advancing equity, diversity, and inclusion. A few of these can
include resolving discrimination complaints, making appropriate changes, achieving more
diversity in enrolment and advancement, and including administration in decision-making
processes. Action plans should be clear, available, and reliable.
To assess if these plans and procedures promote diversity, equity, and inclusion in practice,
deciding whether they accomplish their expected outcomes is crucial. As part of this assessment
process, a survey of the documentation is conducted, reviews are led, administration and staff
input is collected, and complaints and results are analysed. In addition, it includes determining
whether the hierarchical culture energises these systems' implementation. Respect and inclusion
are more likely to be implemented successfully by an organisation that prioritises these aspects.
Task 2 – Essay
Evaluation of Equality, Diversity, Inclusion, and Advocacy of Human Rights
Theoretical Underpinnings
Human rights, equality, diversity, and inclusion are the cornerstones of healthcare and social
support. The principle of equality ensures unbiased treatment for every individual, eliminating all
prejudices. Individuals' histories, experiences, and viewpoints are accepted and respected as part
of diversity. When everyone feels included, regardless of their differences, they feel valued and
involved. Each individual has a fundamental right to freedom and privileges.
All of these principles reinforce each other and bind us together. Across healthcare and social
care systems, they establish a theoretical basis for regulating actions and restrictions. Every
individual's unique needs and choices are recognised and integrated into all aspects of care in this
model (Malone, 2019).
Improved Results for Individuals
Individuals in the healthcare and social care sector may benefit from focusing on equality,
diversity, inclusion, and human rights. Individuals who feel valued and incorporated are more
likely to participate actively in their care, improving health outcomes. The study showed that
patients whose cultural needs were met were more likely to adhere to treatment and be satisfied.
Diversity in the workforce can also increase patient satisfaction and health outcomes because it
provides care tailored to cultural nuances. An experienced workforce can better understand and
cater to the various needs of patients. Human rights can also ensure that individuals receive care
that maintains their dignity and freedom within healthcare and social care.
Equality and Inclusion through Communication
Effective Communication Techniques
Healthcare and social care benefit from effective communication. Communicating information
clearly, listening and responding sensitivily is essential. Professionals must remember their
prejudices when communicating and strive to remain respectful and inclusive.
The use of inclusive language is an effective communication tool that acknowledges and respects
the diversity of individuals. Prejudiced language and stereotypes are avoided. Engaged listening
concerns delivering full attention to the speaker, considering their message, and answering
thoughtfully. Active listening can help everyone feel included and acknowledged (Malone,
2021).
Practical Illustrations
An organisation that promotes equality and inclusion executed a communication training
program for its employees. Participants in this program received training in inclusive language,
active listening, and cultural competency. Hospital staff and patients reported a surge in
satisfaction following the performance.
A healthcare professional addressed a patient's tensions about treatment through active listening.
The healthcare professional was able to understand the patient's viewpoint and resolve their
concerns by listening attentively and empathetically to their problems (Moss, 2015)
Advocacy for equality, diversity, and inclusion
Methods to Support Others
Creating an atmosphere of appreciation and respect in the workplace is crucial to promoting
equality, diversity, and inclusion. The objective can be achieved in a variety of paths. Providing
instruction and education centred on diversity and inclusion is one such method. By learning
about diversity issues, individuals can acquire the necessary skills to approve inclusion in their
dealings and manners.
Communicating transparently and respectfully is another method of advocating for change.
Individuals can nurture understanding and respect for diversity by sharing their experiences and
views. The importance of assisting those with difficulty being included can not be exaggerated,
such as persons with disabilities or non-English speakers.
Illustrations from the Work Environment
A hospital rolled out an equality and inclusion training program for its employees. Diversity,
unconscious bias, and inclusive communication are discussed in the curriculum. As a result of
the implementation, the hospital observed an increased understanding of diversity among staff
and a more inclusive work environment.
A healthcare institution implemented a language translation policy for patients who speak
languages other than English. This approach made participating in their care easier (Kaplan and
Berkman, 2015).
Standing Up Against Discrimination and Exclusion
Methods to Oppose Discrimination and Exclusion
Approving equality, diversity, and inclusion means standing against discrimination and
exclusion. Creating an environment that is negative to discriminatory attitudes and behaviours
can accomplish this. Discrimination and exclusion are addressed by providing training and
awareness to staff, emphasising the importance of treating each individual with dignity and
respect. The establishment and enforcement of policies that prohibit discriminatory actions is
another approach. Discrimination and exclusion must be reported securely and supported (Scharf
and Keating, 2012).
Illustrations from Policy and Procedure
The hospital enforced a zero-tolerance policy towards discrimination in the healthcare setting. It
was expressed to all employees and patients, and the hospital offered a confidential reporting
process. Providing a clear message that discrimination was unacceptable and addressing any
problems that arose was part of this policy.
Addressing Ethical Dilemmas
Balancing Personal Rights with the Obligation of Care
The balance between personal rights and the obligation of care can pose ethical dilemmas for
health and social care professionals. The right to make medical decisions, even if these choices
do not align with one's ideal health interests, exists on one hand. Likewise, healthcare
professionals must ensure their patients' health and safety. It can be challenging to strike a
balance between the two. Carefully analysing an individual's ability to make informed decisions,
the potential risks and benefits of their choices, and their impact on their health and well-being is
needed (Kluge, 2022).
Illustrations from the Work Environment
A healthcare professional encountered an ethical difficulty when a diabetic patient refused to
follow their diet recommendations. The healthcare professional was responsible for ensuring the
patient's health while respecting the patient's freedom over this decision. The patient and
healthcare professional discussed potential health risks, explained the advantages of the
suggested diet, and developed an acceptable diet plan together. The importance of balancing
personal rights with the responsibility to provide care can be seen in this example.
Understanding Informed Choice and Capacity
Elucidation of Principles
The principles of informed choice and capacity are pivotal in health and social care. Individuals
make informed choices when they receive extensive information about their care options and can
formulate decisions based on this information. During this process, health professionals must
provide lucid, understandable, and applicable details concerning potential advantages, dangers,
and alternative options.
In contrast, capacity indicates an individual's ability to comprehend, recall, and evaluate
information relevant to a decision and effectively communicate that decision. It is vitally
important for individuals to demonstrate the capacity to make decisions about their care so that
their decisions are recognised legally and ethically (Elwyn, Edwards, & Thompson, 2016).
Integration into Health and Social Care
These principles ensure that health and social care services are centred around individuals and
respect their autonomy. A healthcare professional must ensure that a patient understands the
procedure and has been provided with all necessary data before a medical procedure. This
process should be conducted respectfully and supportive to maintain the patient's dignity and
respect.
Strategy for Managing Risk
Harmonising Individual Rights and Duty of Care
It is essential to balance respecting individual rights and executing the duty of care regarding
health and social care risk management. It is the individual's right to make health care decisions,
even if they are risky. At the same time, healthcare professionals have a duty of care to ensure
their patients' safety and well-being. It requires an accurate analysis of each choice's risks and
benefits and, when possible, cooperation with the individual to find alternatives that respect their
rights without compromising their safety (Peteiro, 2015).
The Approach in Own Sphere of Responsibility
A risk management strategy would include regular inspections of potential threats to the extent
of one's responsibilities. The application of measures to reduce these risks, for example,
providing staff with appropriate training, enforcing safe working methods, and ensuring that the
necessary safety equipment is provided, would result in success. Communication about potential
risks and management strategies would also be a part of the strategy. It would incorporate
ongoing observation and revision to ensure the strategy's effectiveness and facilitate necessary
changes as circumstances change. Risk management through this method is proactive, person-
centred, and respects individual rights and safety.
Conclusion
Health and social care must foster equality, diversity, and inclusion. A deep understanding of
these principles, a commitment to their advocacy in all aspects of care, and the competency to
deal with difficulties and difficulties are required. Communication must also be effective, people
must be backed up, and risk management must be proactive. By adopting these principles and
strategies, health and social care professionals can achieve more inclusive and respectful
healthcare environments. It not only benefits those receiving care but also contributes to a more
equitable and inclusive society as a whole.
References
Belkin, M. and White, C. (2020) Intersectionality and relational psychoanalysis: New
Perspectives on Race, Gender, and Sexuality. Routledge.
Bellini, M.I. and Papalois, V.E. (2019) Gender equity in the medical profession. IGI Global.
Benson, T.A. and Fiarman, S.E. (2020) Unconscious bias in schools: A Developmental
Approach to Exploring Race and Racism. Harvard Education Press.
Braye, S. and Preston-Shoot, M. (2019) The Care Act 2014: Well-being in Practice. SAGE.
Britain, G. (2014) The Health and Social Care Act 2008 (Regulated Activities) Regulations
2014.
Byrne, B. and Alexander, C. (2020) Ethnicity and race in the UK: State of the Nation. Policy
Press.
Eales, M. (2013) Diversity, Equality and Inclusion in Adult Social Care Workbook. CreateSpace.
Elwyn, G., Edwards, A. and Thompson, R. (2016) Shared decision making in health care:
Achieving evidence-based patient choice. Oxford University Press.
Ferdman, B.M. and Deane, B.R. (2013) Diversity at work: The Practice of Inclusion. John Wiley
& Sons.
Germain, S. (2019) Justice and profit in health care law: A Comparative Analysis of the United
States and the United Kingdom. Bloomsbury Publishing.
Goodley, D., Hughes, B. and Davis, L. (2012) Disability and social theory: New Developments
and Directions. Springer.
Kaplan, D.B. and Berkman, B. (2015) The Oxford Handbook of Social Work in Health and
Aging. Oxford University Press, USA.
Kluge, E.-H.W. (2022) The right to health care: ethical considerations. Springer Nature.
Macdonald, T.H.; Tamnhe (2018) Removing the barriers to global health equity.
Malone, T. (2019) Equality, Diversity & Inclusion: A Practical Guide: Terminology,
Communities and Dignity. 2019 edition. Independently Published.
Malone, T. (2021) Equality, diversity & inclusion: The Practical Guide: The Essential Handbook
for Terminology and Communicating Inclusion with Dignity. Independently Published.
Martin, M.L. et al. (2018) Diversity and inclusion in quality patient care: Your Story/Our Story –
A Case-Based Compendium. Springer.
Moss, B. (2015) Communication skills in health and social care. SAGE.
Peteiro, M.F. (2015) Level 3 Health & Social Care Diploma Evidence Guide. Hachette UK.
Ryan, M.K. et al. (2020) Understanding Barriers to Workplace Equality: a focus on the target's
perspective. Frontiers Media SA.
Scharf, T. and Keating, N.C. (2012) From exclusion to inclusion in old age: A Global Challenge.
Policy Press.
Williams, R.A. (2013) Healthcare Disparities at the Crossroads with Healthcare Reform.
Springer Science & Business Media.
Williamson, T. and Daw, R. (2013) EBOOK: Law, Values and Practice in Mental Health
Nursing: A Handbook. McGraw-Hill Education (UK).
Wolff, J. (2012) The Human Right to Health (Norton Global Ethics Series). W. W. Norton &
Company.
.
London College of Professional Studies
LCPS Assignment Cover Page
Student name Aditee Bhusal
Student ID 17677
Programme/qualification title OTHM Level 4 Diploma in Health and Social Care
Management
Qualification code 610/0784/5
Unit title Promoting Equality, Diversity and Inclusion in
Health and Social Care
Unit code K/650/1117
Submission date 21/07/2024
I declare that the attached work is entirely my own and that all sources have been acknowledged ☒
Index
Task 1 Exec Summary
The Government has decided to put in place several measures to ensure that each individual will receive fair treatment,
regardless of how different they may be from the others in terms of background or genetics. It is intended that several
measures will be taken to maintain diversity, to promote equality, to ensure that every member of society is included in
society regardless of their differences, regardless of their sexual orientation and background, and to ensure that every
member is treated with respect. A law that promotes diversity and inclusion in society and laws concerning employment,
education, and access to services that address these issues falls under this category of laws designed to promote inclusion
and diversity in society.
Having in mind that organizations need to develop frameworks and approaches for promoting and implementing equality,
diversity, and inclusion so that these principles can be implemented and promoted within the company, it is crucial that these
frameworks and approaches are developed. In essence, the models are designed to assist organizations with creating an
inclusive culture and ensure all individuals have equal access to success by providing them with a set of principles,
strategies, and practices which will assist them in nurturing an inclusive culture in their organizations.
Many barriers in society can negatively impact marginalized and underrepresented groups due to discrimination,
stereotyping, and other social barriers that are present in society. It is essential to recognize that even though there are
several barriers in society by which people are prevented from experiencing equality, diversity, and inclusion, there are also
barriers within society that prevent people from being included in the same way. An essential part of achieving equality,
diversity, and inclusion for a broader audience is identifying the barriers that prevent these ideals from being promoted to a
wider audience and helping them achieve these goals through support and assistance. Identifying these barriers as soon as
possible is essential for us to overcome them in the future if we want to succeed in overcoming them. Several inequalities
and barriers may prevent these individuals from accessing resources, opportunities, and services they may otherwise be
entitled to to live a whole, active life.
The effectiveness of policies, measures, and processes designed to promote diversity, equality, and inclusion must be
evaluated in terms of how effective these policies, measures, and methods are at promoting diversity, equality, and inclusion.
Diversity, equality, and inclusion can only be promoted through effective policies, measures, and processes when directed at
promoting diversity, equality, and inclusion. In the process of analyzing policies, identifying gaps or areas that could be
improved based on the way they have affected different groups in the past, and developing new policy recommendations
based on how they can be improved based on how they have impacted different groups in the past, is part of the process.
To ensure that procedures and processes effectively promote diversity, equality, and inclusion, they must be evaluated
regularly to understand whether to continue using them. In this evaluation process, evaluation of the procedures will be an
integral part, which will involve assessing the procedures to ensure that they are effective in achieving the intended
outcomes and identifying areas of improvement that ought to be made to achieve these outcomes as early as possible.
( 541 words)
Task 2 Reflective Essay
There is no way to overestimate how vital equality, diversity, and inclusion are in our society's fabric to attain our objectives
of equality, diversity, and inclusion across all levels of society. There is a need to meet the general goals of equality, diversity,
and inclusion at all levels of our society to achieve the general objectives of equality, diversity, and inclusion at all levels. A
decision needs to be made by considering these three factors to succeed. These elements at all levels of society must be
integrated and implemented holistically to achieve these objectives at all levels of society to achieve these ideals.
The ability to communicate effectively is one of the crucial factors in fostering these values, as it allows us to share ideas and
perspectives, which helps us to better understand and accept our differences through the exchange of ideas and perspectives,
which enables us to foster these values.
We will become more aware of our differences over time, which will, in turn, allow us to work with one another more
effectively as we learn about one another's differences. Promoting equality, diversity, and inclusion can not be overstated.
There should be no discrimination against race, ethnicity, or sexual orientation in the delivery of support, regardless of what
race, ethnicity, or sexual orientation the individual may be. Ultimately, this promotes equality, diversity, and inclusion
throughout the organization. Implementing these principles to promote these values and encourage an equitable approach is
essential to achieving and promoting these goals.
There are several ways in which equality, diversity, and inclusion can be promoted in society. We can deal with this by
challenging and promoting discriminatory practices within it in an active way, as one of the ways to do so. We must also
recognize that the right to fight discrimination, exclusion, and prejudice in any form should be considered part of this right if
we can protect our society from both and ensure that it is incorporated to the fullest extent. Addressing ethical dilemmas is
just as crucial for facilitating informed choice and capacity development as ensuring that everyone can make informed choices
and develop their capacities to ensure all individuals receive equal and dignified treatment. I believe ethical dilemmas must be
addressed so that individuals can have the opportunity to make informed choices and develop their capacities to make sure
that individuals can make informed decisions and build their capacities. There will be a great need to create a strategy that will
minimize the risks associated with promoting these values to guarantee the success of their introduction and maintenance once
they are introduced. The organization must ensure that there are no unavoidable pitfalls due to the implementation and
maintenance of these values being inevitably risks that cannot be avoided. There is a need for this since implementing and
maintaining these values comes with risks that cannot be avoided and are not avoidable. This is why we must realize that to
achieve these goals, it is necessary to implement and maintain these values so that we can make the changes required to reach
them.
(512 words)
