Unit 1: Equality, Diversity, and Rights in Health and Social Care Assignment Sample

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Introduction: Understanding Inclusive Health Care Values

Equality, diversity, and rights these three are important components in health and social care setup. According to NHS, good equality and diversity practices can ensure the development of an inclusive working environment within the healthcare setup and the practices or services are accessible to every individual irrespective of their gender, age, ethnicity, and nationality (Hunter et al., 2019). This assignment aims to highlight different scenarios related to the practice of equality, diversity, and rights in health and social care setup. This assignment includes four learning outcomes, where the focus has been given to understanding the importance of these three components in healthcare aspects along with the legislation and code of practices associated with the inclusive practice in healthcare setup. Additionally, in this assignment, an in-depth discussion about the roles and responsibilities of healthcare practitioners in relation to inclusive practices will be carried out.

Discussion

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Understand the equality, diversity, and rights in health and social care

Equality, diversity, and rights are fundamental principles in providing fair, respectful, and inclusive care.
They ensure every individual receives appropriate support regardless of their background or personal characteristics.

1.1 Define the following terms:

1. Equality- Equality refers that every individual in a care setting will get equal opportunities, regardless of their background, age, nationalities, abilities, or lifestyle. According to NHS (National Health Service (NHS). (2021), equality is not about treating everyone in a similar way, it is all about ensuring that every individual can access opportunities available for all by considering the different needs and capabilities of the people. In healthcare setup, equality refers that every individual regardless of their needs, backgrounds, circumstances, and characteristics can have equal access to healthcare facilities, treatments, and opportunities while eliminating the disparities in care.
2. Diversity- Diversity is all about recognise and valuing the differences among people through inclusion, irrespective of age, gender, race, religion, disabilities, commitments outside the works, personal values, and perceptions (Marston et al., 2020). In simpler terms, diversity can be defined by means of differences among the people within a population should be appreciated (Thompson, 2020). This term also refers that every individual in a social setup should be treated with respect regardless of their beliefs, culture, and values. In the healthcare setup, diversity can promote innovation, better patient care approach, along cultural competencies by reducing inequalities.
3. Inclusion- In health and social care setup, Inclusion refers to setting up a workplace environment by inclusive employers, and helping people with care. The importance of an inclusive workplace setup is that a comprehensive workforce in any working setup can help people feel empowered and involved in a system. According to NHS (National Health Service (NHS). (2021), inclusion comprises the commitment to create an environment where every individual irrespective of their identity, characteristics, and background can feel valued, respected, and empowered. It entails actively recognising and capitalising on the different talents, views, and experiences of both personnel and patients. Within the NHS, inclusive practices guarantee that healthcare services are accessible and equitable to all, generating a sense of belonging and trust (Harvard Business Review, 2019). The NHS hopes to enhance patient outcomes, stimulate innovation, and nurture a staff that reflects the various communities it serves by fostering inclusivity, ultimately eliminating inequities and improving healthcare quality for all (Stonehouse, 2015).
4. Discrimination- In health and social care setup, discrimination means that people are being treated differently. In care setup, discrimination can be defined as the lack of consideration and presence of negative actions by people towards others based on their culture, beliefs, values, and backgrounds. Stenhouse (2021) has mentioned that discrimination is not always unlawful, but it seems to be illegal when it violates the notion of Equality Act, 2010. Therefore, according to NHS (2021), discrimination can be defined as the unjust or biased treatment of individuals or groups based on features such as race, ethnicity, gender, age, disability, sexual orientation, or other protected characteristics (Wakefield et al., 2021). It includes acts, policies, or behaviours that result in unequal access to healthcare services or opportunities. Considering the concept of discrimination, it can be stated that practicing discrimination contradicts the core ideals of equality and inclusivity, creating health inequities and jeopardising patient care.

1.2 How rights of individuals are promoted in health and social care services (2 examples)

Promoting rights in health and social care services is important to ensure that every individual in the working setup can receive equitable, person-centric, and respectful care and service facilities. Rights-based approaches are one of the important ways to promote rights for individuals within health and social care service facilities. Marston et al., (2020) has mentioned that these specific approaches are based on autonomy, human rights, and non-discrimination principles.

Informed Consent:  Informed consent is another aspect of promoting rights in the healthcare setup, as it can empower the people at the care setup to make informed decisions regarding treatment, and care processes. This process also includes the provision of clear and understandable information about the risks, benefits, natures, and alternatives related to the current treatment and intervention plan and engaging the service providers in meaningful conversation with patients in reference to their autonomy and rights to self-discrimination (Thompson, 2020).

Patient education: healthcare providers and social care workers seem to be responsible for educating individuals about their current health status, treatment options, and possible benefits and risks associated with the process. Providing clear and transparent information in an understandable way. This scenario can also be termed as “advocacy” which refers to advocates for the people about their rights, interests, and current policies that they may avail while accessing health and social care support (Srivastava, 2022). In this scenario, the health and social care providers must safeguard personal information and ensure that it is accessed by authorities in a secure and responsible way. Respective individuals, and their privacy, and maintaining confidentiality can help healthcare providers to develop trust between patients and care providers, and encourage open communication.

Empowerment and patient-centric care: healthcare providers should aim to fulfill the unique needs and preferences of the patient, by recognising their values, belief, and cultural background. Patient-centric approach and care facility is another example of promoting rights in the healthcare setup (Hugman, 2020). This approach involves the individuals in the care plan, and treatment-related decisions, and goal setup. Therefore, it fosters a collaborative and respectful relationship between care users and providers by promoting autonomy and dignity.

1.3 Discussion on ethical dilemmas that arise when balancing the individual rights and duty of care (3 critical dilemmas to demonstrate: understanding of ethical dilemmas, conflicts that may arise when balancing individual rights and duty of care, and consideration from more than one perspective)

In health and social care setup, the common ethical dilemmas that may arise when balancing the individual rights and duty of care are, Refusal of treatment, conflicts with the caregivers, and resource allocation.

Patients have the right to refuse the treatment which is informed by the caregiver, even when the treatment plan is best-fit for the patient based on his health status. According to Marston, et al., (2020), When a patient or service user opposes a proposed treatment or care plan, an ethical quandary arises. On the one hand, individuals have the freedom to make autonomous healthcare decisions based on informed consent. Healthcare practitioners, on the other hand, have a duty of care to act in the best interests of the patient, especially when their decision poses major risks to their health. For example, a patient with mental illness may refuse to take necessary medication based on his personal beliefs. Balancing the rights of refusing treatment with the duty of care of the healthcare providers in terms of protecting the well-being of patients needs proper consideration. According to Haahr et al., (2020), from the perception of a patient-centric approach, respecting the needs of patients and autonomy are paramount in any health and social care setup. However, from the standpoint of a healthcare provider, protecting the patient from harm may involve overriding their autonomy in certain instances (Stonewall. 2020). Ethical dilemmas like these highlight the importance of making complex, case-by-case decisions.

Confidentiality vs. reporting the harm:

Another ethical dilemma is the choice between keeping confidentiality and reporting potential harm to others. Healthcare providers frequently learn sensitive information about patients that, if revealed, could save the lives of others. Balancing an individual's right to privacy and confidentiality with the obligation to safeguard others is difficult (World Health Organization (WHO). (2021). Consider a therapist who learns during a counseling session that their patient has violent inclinations and has already hurt others. While reporting this information may safeguard potential victims, it may jeopardise the patient's confidence and confidentiality.

Resource allocation vs. Equitable care:

An ethical dilemma arises in resource-constrained healthcare systems regarding the allocation of limited resources against providing equitable care to all. Healthcare professionals must offer the greatest possible care to their patients, but they must also allocate resources fairly (Stonehouse, 2015). For example, during a pandemic, healthcare providers may confront the challenge of determining which patients receive life-saving treatment at a hospital with limited ventilators (Cedars-Sinai Medical Center. (2021). Balancing individual rights to healthcare with the obligation to allocate resources properly and preserve as many lives as possible necessitates taking into account not only the urgent needs of individual patients but also the larger benefit of the community.

Understand how to work in an inclusive way

Working inclusively means respecting individual differences and promoting equal opportunities for all.
It helps create a supportive environment where everyone feels valued and empowered.

2.1 Explain how to promote equality and support diversity

Whether it is service users or care providers, every individual has unique traits about which every individual should be aware and show sensitivity in workplace setup. This is the way equality and diversity can be promoted. According to Cedars-Sinai Medical Center. (2021), Promoting equality and encouraging diversity in healthcare and social care settings is critical for ensuring equitable and inclusive services that fulfill the needs of all individuals. One of the ways to promote equality and support diversity in healthcare is by investing in training and education. According to Department of Health and Social Care (DHSC). (2020), It is critical to provide equality and diversity training and education to healthcare and social care employees. It increases their understanding of diverse cultures, identities, and needs, allowing them to provide culturally sensitive treatment. Staff training, according to the National Health Service (NHS) in the United Kingdom, is a critical method for addressing healthcare inequities and promoting inclusivity (NHS, 2021). Another important way to promote equality and support diversity in the healthcare setup is developing and implementing equality policies and legislative procedures at the workplace setup. As per McKinsey & Company. (2020), it is essential to develop and implement equality policies and processes. By setting up policies and procedures, organisations can highlight the commitment to equality and diversity of the service providers, as well as make them aware of the guidelines for dealing with prejudice and promoting inclusivity. The Care Quality Commission (CQC) in the United Kingdom emphasises the necessity of having strong rules and processes in place (CQC, 2021). An important notion to support diversity and promote equality in the healthcare setup is “zero tolerance to discrimination”. According to the NHS guideline, discrimination and harassment should be treated with zero tolerance in healthcare and social care organisations. This clearly states that prejudice will not be tolerated. This is emphasised by the NHS in the United Kingdom (NHS, 2021). Additionally, a creative diverse workplace that reflects the communities served can foster the development and management of an inclusive workplace environment. It is believed that a diversified team used to be better equipped to respond to and understand the unique needs of patients. Community engagement is another important aspect of developing/ equality and supporting diversity in the healthcare setup (Care Quality Commission (CQC). (2021). Engaging the local communities and involving the service users in decision-making processes can help service providers to identify the specific preferences and needs of the patients. The Department of Health and Social Care of the UK emphasises community engagement to improve healthcare service facilities. According to the Royal College of Nursing, regular audits and monitoring of the organisational practices, and services can help to identify the areas where equality and diversity can be improved (Royal College of Nursing (RCN). 2018). These practices include the analysis and assessment of patient demographics, tracking the complaints related to discrimination, and implementing changes in real-time practices.

Unit 1: Equality, Diversity, and Rights in Health and Social Care Assignment Sample

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As a whole, it can be stated that promoting equality and supporting diversity in health and social care setup needs multifaceted approaches. It includes training and education implementation of policies and regulative principles, accessibility and cultural competencies, community engagement, managing diversity within the workforce, and continuous monitoring and improvement. By implementing strategies, healthcare organisations can ensure that their services are inclusive and equitable, whose main focus is to improve the quality of care for every individual.

2.2 Description of how to challenge those who are not working inclusively in a way that can promote changes

Challenging people or organisations that are not working inclusively can be a delicate process, but it is essential to follow the necessary steps to promote changes effectively within the workplace setup. As per Journal of Organizational Behaviour. (2017), a key component of the health and social care system is inclusiveness. Consequently, it is crucial to encourage change and ensure that healthcare experts and practitioners are operating inclusively. The method requires deliberate execution and informed intervention to challenge the situation if an inclusive working approach is not followed and to build understanding, commitment, and empathy (O'Cathain et al., 2019).

Raising people's awareness and educating them is one strategy to confront individuals who are not operating inclusively and to encourage improvements. Hanson et al. (2022) state that employers and practitioners in the health and social care systems can be educated to increase understanding of the value of inclusion. Statistics, data, and first-hand accounts can be utilised to show how exclusion affects healthcare facilities' overall performance. Another strategy to emphasise the importance of diversity and inclusivity in the workplace is to share materials, such as research papers, articles, and paperwork. This is especially true when it comes to healthcare workers providing treatment and assistance to service seekers (Ainscow, 2020). According to the report published by McKinsey & Company, Companies with broad and inclusive workforces are 35% more likely to outperform than those with less diverse and exclusive settings (McKinsey & Company. 2020).

According to the information published in the “Journal of Personality and Social Psychology” (2008), when people at the workplace setup were asked to take an overview from someone with different nationality, ethnic, and racial backgrounds, it increases the inclusivity, inclusivity by reducing the racial biases and chances of discrimination (Journal of Applied Psychology. 2008).

Providing inclusive training, and investment in arranging such development programs, and workshops can make the practitioners or healthcare professionals well-equipped and well-informed about the term inclusivity and how it can benefit a workplace setup and healthcare outcome (Haahr et al., 2020). To make healthcare professionals, as well as people or community aware and educated about the negative impact of exclusivity, unconscious biases, and the benefit of following cultural competencies, and effective communication between users and providers can be one of the best ways to change the perspective of others who are reluctant to follow inclusivity.

Implementation of Inclusive policies at workplace setup can also be another way to challenge people who are reluctant to work inclusively (Hanson et al., 2022). Reviewing and updating the organisational policies to ensure that those policies can promote inclusivity is an important way to restrict the practice of exclusivity in healthcare setup and implement changes. The policies should be implemented in recruitment and hiring practices, code of conduct, and opportunity policies. It is observed that a healthcare setup or any workplace setup with strong and equal opportunity policies and practices can promote diverse workforces.

According to O'Cathain et al., (2019), Leaders play an important role in establishing the tone for inclusiveness within an organisation. Encourage leaders to set a good example, to be inclusive, and to prioritise diversity and inclusion in their decision-making processes. Provide leadership development that emphasises the value of inclusive leadership. According to a report published by Deloitte University Press (Deloitte University Press. 2014), organisations with inclusive leadership are more likely to have employees who feel appreciated and included, resulting in higher levels of engagement and performance.

2.3 Explain the way to support others in promoting equality and rights

It is critical to assist others in promoting equality and rights in health and social care settings, such as the NHS (National Health Service), to ensure that every individual receives fair and equitable treatment. It entails a variety of tactics and approaches to develop an inclusive culture and protect the rights of patients and service users (Coleman et al., 2022).

Training and Education: Providing comprehensive training and education is a fundamental strategy to support individuals in advancing equality and rights. The NHS can provide personnel with regular diversity and inclusion training programs (García. and Alvarez, 2020). This training should address themes like as anti-discrimination laws, cultural competence, and patient rights. Case studies and real-life examples can be used to demonstrate how discrimination or inequity might develop in healthcare settings (Cislaghi et al., 2019). For example, the NHS can conduct Equality Act 2010 training to ensure that employees understand the legal foundation for promoting equality and combating discrimination.

Clear policies and procedures: Creating and communicating clear policies and procedures outlining expectations for advancing equality and rights is an effective way to support others in promoting equality in workplace setup. Ensuring that all staff members have easy access to these policies irrespective of their values, backgrounds, and culture is a way to implement equality and equal rights for every individual (Prilleltensky and Prilleltensky, 2021). Individuals should be encouraged to report any incidences or concerns about discrimination, harassment, or infringement of patients' rights (García and Alvarez, 2020). For example, the NHS may develop a clear policy on patient consent that outlines the processes that healthcare personnel must take to gain informed and voluntary agreement for treatment or operations (Ainscow, 2020). This policy is easily accessible via the NHS website and healthcare institutions.

Monitoring and Reporting: Implementation of monitoring and reporting of the incidence related to the practice of discrimination at workplace setup can be considered as one of the effective ways to foster changes and implement equality and a code of practices in healthcare setup. Additionally, in the healthcare setup, every individual should be encouraged to report incidents of discrimination or any abuse, infringement of patient rights, and harassment to the respective authorities (Hanson et al., 2022). To promote equality and an equal working approach in the healthcare setup, it should be important for the NHS to set up a clear legal framework and policies where stress will be placed on asking for patient consent at every facet of the treatment process (Srivastava, 2022).

Promoting Cultural Competencies: to promote cultural competencies, it is important to encourage the staff at the healthcare setup to develop an inclusive workplace setup where the different backgrounds, beliefs, and values of patients should be respected and valued. Cultural sensitivity should be improved through training and resources (Hunter et al., 2019). For example, the NHS provides cultural competence seminars in which staff learn about various cultural practices, nutritional needs, and communication styles to guarantee that patients from diverse origins receive culturally appropriate care (Harvard Business Review, 2019). To promote cultural competencies and support equality at the workplace specifically between healthcare providers and service users, it should be important to Involve patients and service users in decision-making and policy-creation processes (Journal of Organizational Behaviour, 2017). Their feedback is important when it comes to identifying the areas where it is crucial to implement rights and equality for promoting standard healthcare services to the patient. Therefore, it can be stated that, to promote equality and human rights at healthcare setup like NHS, it should be important for healthcare organisation to implement diverse approaches (Harvard Business Review, 2019). For example, training, set up of clear policies, use of reporting mechanisms, develop cultural competence and patient involvement in the process are the best fit approaches with which equality, and human rights can be practices at NHs or any healthcare organisation.

The legislation and code of practices for inclusive practice

3.1 Legislation and codes of practices

It is considered that Legislation and codes of practice pertaining to equality, diversity, inclusion, and discrimination are critical components of the framework that directs and governs health and social care in the United Kingdom. These regulations and guidelines are intended to ensure that people of all backgrounds receive equitable and inclusive care that is free of prejudice. The following are summaries of the most important legislation and norms of practice in this domain:

Legislation:

The Equality Act of 2010: This important act is the fundamental basis of equality law in the United Kingdom. It consolidates and reinforces prior anti-discrimination legislation. According to the Equality Act, of 2010, in any workplace setup, individuals should not be discriminated against because of their age, disability, gender reassignment, nationality, ethnicity and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation (Sánchez-Monedero et al., 2020). This act also states that healthcare providers should ensure that their services do not discriminate against the patient or service users based on these criteria. They must also make reasonable modifications to address the requirements of disabled people.

The Human Rights Act of 1998: This act incorporates the European Convention on Human Rights into UK legislation. It establishes essential rights and liberties such as the right to life, the prohibition of torture, and the right to privacy and family life (Cowan et al., 2021). According to the law, human rights must be respected and should be implemented in workplace setup by health and social care providers, and any potential restrictions must be proportionate and justifiable.

The Mental Capacity Act of 2005: this act establishes a legal framework for making decisions on behalf of people who lack the capacity to make decisions by themselves. This states that when someone is lacking of capacity, it will be the foremost responsibility of care workers to support the people with limited decision-making ability (Anderson-Gough et al., 2022). This act also states that every adult irrespective of their disabilities should have the rights to make decision individually.

Codes of Conduct:

The Code of Practice of the Care Quality Commission (CQC): The CQC is the independent regulatory body in health and social care services of England. The CQC has developed fundamental standards which include dignity, respect, consent, safety, person-centred care, and safeguarding from humiliation, food and drink, staffing, duty of candour and display of rating, by following which a healthcare workers should offer the best possible care support to the patient with specific needs (Care Quality Commission (CQC). (2021). The CQC also include the Code of Practice on confidential personal information which includes principles for how to obtain, use and dispose confidential data and information at healthcare setup.

Code of Conduct of the Nursing and Midwifery Council (NMC): The National Midwifery and Nursing Council Code of Conduct refers that nurses, midwives, and nursing associates should uphold to be registered to practice in England. This Code of Practice is based on four factors: prioritise the needs of people, preserve patient safety, promote professionalism, practice effectively, and build trust in the healthcare setup (Care Quality Commission (CQC). (2021). This code of practice states that it should be the foremost responsibility of nurses and midwives to treat every patient with dignity, respect, and equality. According to the NMC, every midwife, nurse, and associate nurse should act in line with the code when it comes to providing direct care to the patient, in a group, within a community, or individually. According to this code, midwives, and nurses should:

1. Treat every individual and patient with respect and compassion
2. Make sure that they have delivered fundamental treatment effectively
3. Make sure that any assistance or care for which the nurse is responsible has been delivered on time
4. Respect and uphold human rights

The role of health and social care practitioners

4.1 Evaluation of the role of health and social care practitioner

In health and social care setup, inclusivity or inclusive practice is considered to be important when it comes to offer equitable and respectful service and care to the patient with diverse needs, wishes, and preferences (Tulloch, 2020) . Determining and addressing the unique needs of individuals, and offer, equitable, accessible, and person-centered care to the patient can consider as an example of inclusive practice in health and social care setup (Santana et al., 2021).

Inclusive Practice: In healthcare setup, inclusive practice refers to the commitment for providing patient-centric care and treatment to the patients by respective their dignity, rights, and preferences. It includes the practice of understanding and recognising the distinct requirements of individuals at healthcare setup and provide equal services irrespective of their age, gender, disabilities, nationalities, and ethnicity(Blustein et al., 2019). This approach can develop an environment where every individual (both care workers and patients) will feel respected and valued and can get equal scope of accessing services of their needs.

Role/Responsibility of the Practitioner:

Practitioners in health and social care play the important role to promote and encourage the healthcare workers for promoting inclusive practice at workplace setup. Their responsibilities include the following:

• Assessment: healthcare practitioners should assess the needs and requirements of patients by taking their psychological, and physical status into account (Gray and Sanders, 2020).
• Communication: Healthcare practitioner should use clear and ethically sensitive languages to deliver information and communicate with patients.
• Empowerment: healthcare practitioners should empower the individuals to participate in decision-making about their treatment plans (Reitz et al., 2020).
• Advocacy: Healthcare practitioner should take the dignity, rights, and needs of patient into consideration, while delivering healthcare services to that patient.

Factors That Facilitate Inclusive Practise:

Several variables contribute to the success of inclusive practice implementation:

1. Continuous education and training provide practitioners with the information and skills needed to effectively identify and satisfy various requirements.
2. Organisational Culture: The tone for inclusive practice is created by a culture that encourages diversity, equality, and inclusion. Policies, processes, and leadership assistance are critical (Puras, 2022).
3. Resources: Accessible facilities, interpreters, and culturally competent materials enable practitioners to provide inclusive care.
4. Collaboration: Working collaboratively with multidisciplinary teams, such as social workers, therapists, and community organisations, improves the practitioner's ability to handle complicated requirements (Reitz et al., 2020).
5. Feedback Mechanisms: Regular feedback from individuals and their families assists practitioners in refining their technique by addressing the shortcomings.

Challenges to Inclusive Practise: 

Practitioners confront numerous challenges when attempting to practice inclusively:

1. Unconscious biases can influence decision-making and communication. Practitioners must work aggressively to identify and mitigate these biases.
2. Inadequate resources: Inadequate resources or funding can impede the provision of accessible care, particularly in resource-constrained countries.
3. Resistance to Change: Within healthcare organisations, resistance to cultural or systemic change may stymie efforts to improve diversity (Blustein et al., 2019).
4. Resistance to Change: Within healthcare organisations, resistance to cultural or systemic change may stymie efforts to improve diversity.
5. Language and Communication barriers: Language differences and obstacles to communication can make it difficult to engage effectively with people from different backgrounds (Anderson-Gough et al., 2022).

Conclusion

In conclusion, it can be stated that recognising and implementing equality, diversity, and inclusive practices are critical principles in health and social care. Healthcare practitioners and organisations must fully embrace these concepts, recognising that every individual, regardless of origin or traits, deserves equitable and respectful care. Working inclusively entails actively seeking out and addressing the unique needs of each individual. It entails creating an environment in which variety is valued and individuals are empowered to participate in their care decisions. This approach not only improves treatment quality but also protects each individual's fundamental rights and dignity. In this report, focus has been given on the equality, diversity, and Rights in Health and Social Care. In this report, different code of practices and conduct have been discussed thoroughly by addressing the roles and responsibilities of healthcare practitioners, and nurses while offering care and support to the patient with specific needs.

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