During the decade of the 1960s, for example, the Chinese minority in Malaysia earned more than a hundred times as many engineering degrees as the malay majority. . Halfway around the world at the same time, the majority of the population of Nigeria, living in its northern provinces, were just 9 percent of the students attending that country's University of Ibadan and just 2 percent of the much larger number of Nigerian students. In the austrian Empire in 1900, the illiteracy rate among Polish adults was 40 percent and among Serbo-Croatians 75 percent- but only 6 percent among the germans. Given similar educational disparities among other groups in other countries- disparities in both the quantity and quality of education, as well as in fields of specialization- why should anyone expect equal outcomes in incomes or occupations? Educational differences are just one source of economic disparities. . even at the level of craft skills, groups have differed enormously, as they have in urbanization. . During the middle Ages, and in some places long beyond, most of the population of the cities in Slavic Eastern Europe were not Slavs. .
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4, in the from middle of the nineteenth century, just three countries produced most of the manufactured goods in the world- britain, germany, and the United States. . by the late twentieth century, it was estimated that 17 percent of the people in the world produce four-fifths of the total output on the planet. Such examples could be multiplied longer than you would have the patience to listen. Why are there such disparities? . In some cases, we can trace the reasons, but in other cases we cannot. . A more fundamental question, however, is: Why should anyone have ever expected equality in the first place? Let us assume, for the sake of argument, that not only every racial or ethnic group, but even every single individual in the entire world, has identical genetic potential. . If it is possible to be even more extreme, let us assume that we all behave like saints toward one another. . would that produce equality of results? real income consists of output and output depends on inputs. . These inputs are almost never equal- or even close to being equal.
During the rioting in Indonesia last year, much of it directed against the ethnic Chinese in that country, some commentators found it strange that the Chinese minority, which is just 5 percent of the Indonesian population, owned an estimated four-fifths of the capital in the. But it is not strange. . Such disparities have long been common in other countries in southeast Asia, where Chinese immigrants typically entered poor and then prospered, creating whole industries in the process. . people from India did the same in much of East Africa and in Fiji. Occupations have been similarly unequal. In the early 1920s, jews were just 6 percent of the population of Hungary and 11 percent of the population of Poland, but they were more than half of all father's the physicians in both countries, as well as being vastly over-represented in commerce and other. 3, in the early twentieth century, all of the firms in all of the industries producing the following products in Brazil's state of rio grande do sul were owned by people of German ancestry: trunks, stoves, paper, hats, neckties, leather, soap, glass, watches, beer, confections.
This is done in the best interest of the person and is without prejudice. Physical health * Mental health * The law * Social class * Culture * Religion * Age * Ability * Gender * Location * Family support * Carer support * Social mobility * Communication and interpersonal skills * Education * Financial situation * Criminal. Race, culture, and equality 1 by Thomas Sowell, during the 15 years that I spent researching and writing my recently completed trilogy on racial and cultural issues, 2, i was struck again and again with owl how common huge disparities in income and wealth have been. Some of these disparities have been among racial or ethnic groups, some among nations, and some among regions, continents, or whole civilizations. In the nineteenth century, real per capita income in the balkans was about one-third that in Britain. . That dwarfs intergroup disparities that many in the United States today regard as not merely strange but sinister. . Singapore has a median per capita income that is literally hundreds of times greater than that in Burma.
Below are areas where this can happen and the impotence of following policy and procedure available and regular monitoring? Confidentiality versus disclosure * Protection issues relating to individuals and to communities * Sharing data between professionals * Conflicts between principles of good practice and the values of others this can be very apparent where families are heavily involved in there childs care. Is that everyone has the opportunity to make choices that will effect them as a manager it is very important that all service users are given this opportunity to do this in a form of communication that they understand. And judgment should not be considered informed choices must be proven to be provided where possible and be non conflicting from other individual unless proven to be in the best interest of the service users however evidence should support this. Below is a list of people who may be involved in making choices and what is considered when making choices and how the choices will be implemented. Professional * Family * Individual * The elderly * Enabling environment * Supporting others to make informed choices about the services they receive making an informed choice * Implementing an informed choice * Decision making for both short term and long term * Culture. Below is a list of concerns that may contribute to the capacity of an individual around making informed choices and how this would be considered.
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Service users also are supported to complete this questionnaire also a questionnaire about the menu and choices available ect once the questionnaires are gather as the manager I will look at any areas that require actions or areas that may be tafs of concerns and look. Sharing good practice and partnership working- communicating clearly with other managers and homes and sharing ideas. Proving support to outside agencies providing information working tom consistent plans when supporting service internet users this can be done during managers meeting, qa visits etc professional meetings friends an family visits. 3.2) evaluate the effectiveness of systems and processes in promoting equality and diversity and inclusion in own area of responsibility. Specific improvements to individual Service Users/staff monitoring through team meeting and supervisions, reviews * health- this can be monitored through regular heath checks and monthly service users reports staff meetings and supervisions, service users meeting and key working meetings.
Care plan reviewing * Self esteem-evaluating changes to service users moods and input in to involvement and challenge this look at this with gp as could be medical set some goals have a review meeting with care manager and possible advocacy maybe an agreement. Self-concept-this can be monitor through questionnaires and family questionnaires, family communication, service users meeting, key working meeting * Staff happiness and productivity- this is monitored through evaluating paper work and structure with in the home. Supervision, appraisals questionnaires, sickness levels and staff moral * Timescales-are monitored through regular meetings and supervision to monitor progress * Effective communication of others- checking that the system in place are being used correctly and that staff are following guidelines set out reviewing this through. As a manager i am responsible for monitoring and making changes in areas that require changes in the care we are supporting, i do this by evaluating weekly monthly and arranging meetings encourage staff involvement ensuring any shortfall mare addressed to a timescale and making. 4.1) Describe ethical dilemmas that may arise in own area of responsibility when balancing individual rights and duty of care. As the manager I have the responsibility and duty of care to ensure the service users are receiving good quality care in line with the care standards while promoting independence and pcp, i am also responsible for positively representing Dolphin homes and I do this. Providing and supporting staff with training ensure all staff receive 6-8 weekly supervisions and yearly appraisals often there are areas of conflict but as a manager I have to manage this in a professional manner that is non detrimental to the service users and staff.
Job DescriptionEquality Act, policy and procedures Service users weekly house meetings. Cqcstaff forum meetings, internet Managers meetings, gSCCservice users forum Training local authority.4) promote others to challenge discrimination and exclusion Ensuring through recruitment that no applicant or employee receives less favourable treatment on the grounds of someone race, ethnic origin, religion, nationality, disability, gender, sexuality. Good clear staff job descriptions and working guidelines Regular staff meeting and senior meeting to challenge areas of concerns and offer support and encouragement to other senior staff. The impact and ongoing reviews of all policy and procedure are monitored on a regular basis by our quality assurance manager who completes 6 monthly audits on all the homes with in the organisation to ensure that all areas of the standards are being met. As a quality assurance manager they are responsible to ensure that the company is regularly updating on the latest information from the government and local authorities etc as a manager it is my responsibility to ensure they are implemented in to the home to maintain.
Legislation and key points Policy and Procedures Example of how policy and procedures are implemented in practise Example of How Compliance is monitored in the work place care standards care act 1990 * Medications policy * Fire * Environmental health * Confidentiality * health and. In-house policies-all in house policies will be written and implemented with a no tolerance to discrimination with in the organisation with clear procedure to combat any discrimination that may be suffered by a vigorous complaint and whistle blowing procedure, all staff will work and. Audit of practice-As the manager i am responsible to ensure that all care is monitored and the quality of care and service provided is to a high standard in line with care standards. And this is monitored regularly by revaluating policy and procedure updating information in line with care standards 6 monthly visits from quality assurance manager who will look through everything and evaluate against cqc requirements to ensure we are covering all areas. If we comply then we are given a percentage if we are not fully compliant we are given dates to ensure that this is completed then revisited by qa manager. Staff appraisals- This is to monitor yearly progress of each support worker and offer a planned goal set for the following year to promote a persons abilities and training needs also to support progression in there role. Client/family questionnaire actions from questionnaire results yearly questionnaires are sent out to families to monitor the quality of the care provided.
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Concerns and complaints policy- all staff are trained on concerns and complaints and will read and sign the complaints policy we also follow our policy by providing a complaints and concerns file and guidelines to follow when making a complaint or raising a concern. Team meetings-reminding staff in staff meetings about policy and practises and informing the team of any changes to practises reminding staff about the complements and complaints file reinforcing the importance of the policy and the whistle blowing policy and what as a manager i espect. Reminding the team about our no tolerance to discrimination and that all service users, staff, visitor must be supported in a professional manner in line with the policy and procedure and that this is monitored by managers and shift leaders and any concerns or complaint. Appraisals- This is to monitor yearly progress of each support worker and offer a planned goal set for the following year to promote a persons abilities and training needs also to support progression in there role. The appraisal looks at the progression over the year looking parts at training and performance and encourage support on areas of weakness. 2.3) providing others with information about * The effects of Discrimination * The impact of inclusion * The value of diversity, staff meetings Valuing people white paper plan Department of health. Shift meetingsCare standards frame work human rights act.
They must be made aware of any changes and theory updates and they must demonstrate that they can follow the policies in there role they must read and sign every year to keep updated weekly service users meetings- staff are encouraged to support all service users. The meeting must contain sections on organisational changes, home changes, changes to the staff team, health and safety, menu planning, activities planning, personal section for service users to raise anything they would like to raise that is specific to them, any other business, and. Good news section Regular managers meetings-to keep the manager updated on organisational information, cqc information, look at paper work or new paper work to be implemented, staffing, hr, training, finance, purchasing and supplying each meeting will include all manger from each home and area managers. Structures changes ensuring that all qa is being maintained ensuring that the cleanliness of the home is maintained and is kept safe. 2.2) Challenge discrimination and exclusion in policy and practise. Support plans- ensuring that all support pan reflect a person desires and wishes and are regularly monitored and challenge staff when record are not kept appropriately or followed correctly in line with the service users wishes and that there are no bad practises reflected. Training- All staff complete training around discrimination and the effect this has on them as a staff member and how this is to be reflected in the care they will be providing to service users and give them the information to be able to challenge. Staff must then demonstrate there knowledge in there working practise which is monitored in the home and the training is updated yearly and this will also work alongside our organisational policy and procedures. Supervisions-all staff receives supervisions every 6-8 weeks or weekly and monthly if the need arises this is to monitor performance and challenge any bad practise and helping to work on resolving any concerns in performance this allows the manager to support the staff to set.
diversity and inclusion in own area of responsibility. As a manager the impact of legislation on any service can only mean good things in promoting good quality care ensuring that all staff, families, friends and professionals are working together and putting the service user at the heart of service provision, eg providing active. Active promotion of anti-discriminatory practice: ethical principles; putting the service user at the heart of service provision, eg providing active support consistent with the beliefs, culture and preferences * supporting individuals to express their needs and preferences, empowering individuals, promoting individuals rights, choices and wellbeing; balancing. Pcp- support plans- This is to ensure all care is given as the service user would like to be supported and how they would like to be supported, when they would like to be supported, where they would like to receive support, by whom they. Yearly Appraisals- This is to monitor yearly progress of each support worker and offer a planned goal set for the following year to promote a persons abilities and training needs also to support progression in there role. Staff Training and yearly updates- Staff training is very important in providing staff with the tools to complete there roles in line with the care standards and the safety of all staff and service users. And ensure that the staff demonstrate this in there role and performance which is monitored through supervision and appraisals Regular updating of policy and procedures- it is important that all policies are monitored and regularly review of the contents to reflect the care standards, health and.
Offering the personal whole involvement in there care and input to completing there support plan and how they like to receive this, where they want to live and who with. As a manager i am responsible for ensuring that the ethos within the home promotes equality and diversity through training, policy and procedures, support plans and health files. In line with the care Act, mental Capacity Act 2005. Equality Act 2010, human Rights Act 1998 And enable staff to have the confidence shredder to challenge discrimination. Ensure that all care and support is personalised individual having control of own personal budgets. Support is delivered in partnership with individuals from communities. Voluntary and private sectors the nhs and housing. Safeguarding against the risk of abuse or neglect.2) Analyse the potential effects of barriers to equality and inclusions in own area of responsibility. Lack of finance Independence, language, attitude, isolation/Segregation.
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Champion Equality, diversity and Inclusion Unit 503.) first Understand diversity, equality and Inclusions in own area of Responsibility.1) Explain Models of practises that underpin equality, and diversity and inclusions in own area of responsibility. See more: models of practice that underpin equality diversity and inclusion. The social model of disability which views discrimination and prejudice as being embedded in todays society, their attitudes and their surrounding environment. Society often focuses on what a person lacks in terms of disability and focuses on condition or illness or a persons lack of ability. Medical model of disability which views adults has having an impairment or lacking in some way. Person centred views the person as individual and unique and places the person at the centre of there care whether this be physical, psychological, social, spiritual. Qualities, abilities, interests, preferences and needs.