UNIT 3
1. Equality is making sure that everyone is treated equally regardless of ability, religion,
beliefs, race gender, age, social status or sexual orientation. Diversity means to
recognise peoples’ differences and to value the contributions they can make to an
inclusive society. Inclusion means that everyone has a right to be included with no
restrictions or limitations, and a right to a sense of belonging and feeling valued.
Different models underpin these values such as ‘reflective approaches’, ‘partnership
aware’ and ‘legislative compliance’. Person-centred approach is a good example of
how this all comes together. Our practice is person-centred and applies specifically
to underpin the principles of equality, diversity and inclusion, in keeping the
individual at the centre of their own care and allowing them to make informed
choices and decisions concerning their care. My role is to deliver this service in a
person-centred approach and to value the needs and wishes of the individual in
order to meet their needs and reach the best possible outcome.
2. There can be barriers with equality and inclusion which can be physical (access to
buildings, personal health), attitudinal (feelings and thoughts), structural (economic
and environmental) and institutional (policies and procedures). I have experienced
first-hand the attitudinal barriers with equality and inclusion. An individual had come
into our services while I was on annual leave. When I returned, I was given a quick
handover and went about my duties. I was told that the individual was a transgender
and received a general breakdown of needs and wishes, including addressing the
individual as a female. Although I had worked with transgender individuals before, I
was not prepared for this experience. My initial thought was that I need more
training on this subject. When I greeted the individual, I was immediately ‘shocked’
and I did not know how to react. The individual was completely dressed as a female
and was applying make-up and I had not experienced this before and felt that I
should have had more information on what to expect. My own thoughts and feelings
became apparent instantly. In reflection now, I think my attitude and reactions were
not professional and instead of seeing the individual as a person, I just focused on
the transgender, which was totally against the equality and inclusion approach. I was
able to turn this around very quickly, as did others, and changed my attitude
accordingly, and I was able to gain more knowledge and understanding and spent
much time with the individual. This example reflects the barriers to equality and
inclusion and demonstrates how, within your areas of responsibility, attitudinal
barriers can impact our person-centred care delivery.
3. There is a lot of legislation surrounding diversity, equality and inclusion. The equality
Act 2010 ensures that all workplaces treat people equally and fairly and comply with
the law. The Human Rights Act 1998 ensures that basic rights are upheld and that
people are entitled regardless of gender, race, religion etc. Race relations Act 1976 is
to prevent discrimination on the grounds of race. The Disability Persons Act 1986 is
concerned with discrimination concerning access to premises and building
1. Equality is making sure that everyone is treated equally regardless of ability, religion,
beliefs, race gender, age, social status or sexual orientation. Diversity means to
recognise peoples’ differences and to value the contributions they can make to an
inclusive society. Inclusion means that everyone has a right to be included with no
restrictions or limitations, and a right to a sense of belonging and feeling valued.
Different models underpin these values such as ‘reflective approaches’, ‘partnership
aware’ and ‘legislative compliance’. Person-centred approach is a good example of
how this all comes together. Our practice is person-centred and applies specifically
to underpin the principles of equality, diversity and inclusion, in keeping the
individual at the centre of their own care and allowing them to make informed
choices and decisions concerning their care. My role is to deliver this service in a
person-centred approach and to value the needs and wishes of the individual in
order to meet their needs and reach the best possible outcome.
2. There can be barriers with equality and inclusion which can be physical (access to
buildings, personal health), attitudinal (feelings and thoughts), structural (economic
and environmental) and institutional (policies and procedures). I have experienced
first-hand the attitudinal barriers with equality and inclusion. An individual had come
into our services while I was on annual leave. When I returned, I was given a quick
handover and went about my duties. I was told that the individual was a transgender
and received a general breakdown of needs and wishes, including addressing the
individual as a female. Although I had worked with transgender individuals before, I
was not prepared for this experience. My initial thought was that I need more
training on this subject. When I greeted the individual, I was immediately ‘shocked’
and I did not know how to react. The individual was completely dressed as a female
and was applying make-up and I had not experienced this before and felt that I
should have had more information on what to expect. My own thoughts and feelings
became apparent instantly. In reflection now, I think my attitude and reactions were
not professional and instead of seeing the individual as a person, I just focused on
the transgender, which was totally against the equality and inclusion approach. I was
able to turn this around very quickly, as did others, and changed my attitude
accordingly, and I was able to gain more knowledge and understanding and spent
much time with the individual. This example reflects the barriers to equality and
inclusion and demonstrates how, within your areas of responsibility, attitudinal
barriers can impact our person-centred care delivery.
3. There is a lot of legislation surrounding diversity, equality and inclusion. The equality
Act 2010 ensures that all workplaces treat people equally and fairly and comply with
the law. The Human Rights Act 1998 ensures that basic rights are upheld and that
people are entitled regardless of gender, race, religion etc. Race relations Act 1976 is
to prevent discrimination on the grounds of race. The Disability Persons Act 1986 is
concerned with discrimination concerning access to premises and building
