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In this assignment I will define the definitions of equality, diversity and preventing discrimination; and as part of this assignment I will link it to the 3 case studies I have chosen to support my hypothesis.

The 3 case studies I have chosen to support my hypothesis are: Nusrat Patel, Martin Smithers and Maria Montanelli. This is in the health and social care sector meaning everyone has equal access to the services they need that is, receiving a service of equal equality that meets their personal needs, no matter where they live or how they live their lives.  For example, everyone has the right to register with a doctor but a seriously or chronically ill person will need more of the doctors time.

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Treating people as individuals by taking into account their different beliefs and abilities is crucial when caring for others, and service providers should acknowledge an individual’s personal beliefs, even if they do not share them. If a person’s religious beliefs mean they can only eat certain foods or have to pray at a certain time, they would feel devalued if a hospital did not accommodate these beliefs, and it might slow down their recovery. This characteristic refers to a person who follows any religion (including atheism) or who holds any philosophical belief. Depending on their religion or belief, the care you provide to the patient will vary, as certain religions disallow certain healthcare practices. You can’t use the same care approach for all religions as you’ll be at risk of indirect discrimination. people of all religions and beliefs are entitled to equal care.  This characteristic refers to a person of a particular age/age group.

A person’s age will affect their care needs. For example, never assume that an older adult has a poor memory or poor hearing, or a younger adult is too immature to make a decision. People of all ages are entitled to equal care.

Disability refers to a person with a physical or mental impairment that has a substantial impact on their day to day life. Diversity; Means a variety or ranges of differences. To value diversity is to respect and value the cultures and beliefs of other people. if you are unwilling to do this, and so dismiss or ignore the cultures and beliefs of others, you will be unable to learn about them or from them. You will be unable to understand them or meet their needs if you are caring for them.

Similarly, you must respect and value differences such as age, gender and disability. It is a legal requirement for health and social care organisations to respect and value all individuals, irrespective of their religious or cultural beliefs, attitudes or other differences. Britain is a multicultural society and this has an impact on health and social care delivery. Not only do health and social care professionals come from a diverse range of backgrounds, but so do the people receiving health and social care services. Living and working in a culturally and socially diverse society can provide access to a wide range of skills and expertise from different traditions and cultures. For those working in health and social care, this can create exciting opportunities such as new forms of treatment, different ways to deliver social care and, most importantly, learning opportunities from professional practitioners. Discrimination: Discrimination is when someone has a prejudice against a person or a group of people. This might be for reasons such as age, gender, race, ethnicity, social class, religious beliefs, secular beliefs, family structure, sexuality, ability, health, disability, address, dress or appearance.

They might discriminate against that person or group and treat them differently. There are 4 types of discrimination: Unfair discrimination, Direct discrimination, indirect discrimination and positive discrimination. Unfair discrimination is when a person is treated unfairly compared with someone else. for example, when someone is not considered for a job because they are older than another candidate, despite having the same qualifications and experience.

 Direct discrimination is when someone is rude, hostile or offensive to someone because they see them as being different. for example, when someone who is overweight is called names. This form of discrimination is easy to prove because it is heard or witnessed by other people. Indirect discrimination is harder to prove. for example, a manager may appear to be supportive and friendly towards a member of staff, but may show disrespect for their ideas by dismissing them in a jokey way.

 Positive discrimination is when a decision is made in a person’s favour because there is something different about them. for example, when an advertising agency seeks to hire a person who has red hair and fair skin because they are to play they part of the sister who has these characteristics; or when a service has few people from an ethnic minority at a certain level, so they appoint someone from that ethnic minority. 


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