Sarah Bowker
Respite North West Ltd

Unit 3
1 Understand diversity, equality and inclusion in own area of responsibility

1.1
Explain models of practice that underpin equality, diversity and inclusion in own area of responsibility - Diversity means difference. Diversity means that although as people we have lots of things in common with each other we are also different in lots of ways and we are all individuals and unique in our own way. Diversity is recognising these differences and valuing them. Diversity consists of visible and non visible factors such as background, culture, personality, race, disability, gender, religious beliefs, sexual orientation and age. Some of these characteristics are protected under discrimination legislation in terms of race, disability, gender, religion, sexual orientation and age.
By recognising and understanding the meaning of diversity we can embrace individual differences and support individuals in a way that makes them feel valued.
Equality means being equal in status, rights and opportunities no matter what an individuals difference such as race, age, sexual orientation, disability or gender. Equality is about making a fairer society so that everybody can participate and has the opportunity to fulfill their potential. Inclusion is a sense of belonging, feeling respected and valued for who you are as a person. Inclusion ensures that everybody has access to resources, rights, goods, services and is able to participate in activities.
As Team Leader in a supported living setting it is my responsibility to ensure that the individuals I support feel valued and respected, it also my responsibility to ensure that they feel part of the community and that they can and do access the same activities, education and transport as everybody else who lives in their community.

1.2
Analyse the potential effects of barriers to equality and inclusion in own area of responsibility – In my role as team leader it is my responsibility to ensure that the individuals we support, their families, all staff members of the team, other Professionals are treated with dignity and respect. Within our supported living setting we have policies that formally set out guidelines that promote equality. The equal opportunities policy takes into account the rights of the individuals I support and all staff who work within the setting.
In my role I promote equality and ensure that the individuals I support have the same opportunities, rights and choice, privacy, individuality, independence, dignity and respect as anybody else would have. I promote inclusion by ensuring that activities are adapted so that everybody can take part no matter what their disability, that education can be sourced and transport provided. As a team we ensure that we are aware of community activities that are taking place and that we attend so that the individuals we support become and feel a member of their community.
There are, however, many barriers to equality and inclusion and the main ones are prejudice, culture, background and upbringings. Prejudice is ' a preconceived judgment that is not based on reason or personal experience' which therefore creates a barrier to recognising equality for all. Cultural barriers can prevent people being able to access dietary needs or consideration to religious beliefs that do not conform to traditional expectations.
Housing could be another form of barrier to inclusion as an individual may need a specially adapted home and there isn’t one in the area which they want to live which would mean they didn’t feel valued as an individual and may be forced to live elsewhere and this would also include this individual not having the same equal opportunity to other people who didn’t need any adaptations to live in the area they want.

Religious beliefs could be another barrier to equality and inclusion, these beliefs may not be recognised and the individual unable to practice the religion they want.

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