Promoting Equality and Reducing Discrimination in Healthcare Assignment Sample

Introduction Of Award In Health And Social Care Assignment

Access timely and effective assignment help services provided by New Assignment Help , a reputable company in the UK.

In the health and social care sectors, all individuals including patients and health workers usually go through situations where they had to face some challenges of inequality and discrimination. This part of the study will evaluate the necessity of diversity, equality, and individual rights in the health and social care sector. The strategies that people can adopt to continue their work in an inclusive way will also be elaborated in brief.

The main concept of equality, individual rights, and diversity in social and healthcare

1.1 Explanation of terms

Discrimination, as well as inequality, is the major issues that raise numerous conflicts in every sector as well as bad relationships among people in social and healthcare settings. The key objective of the Equality Act of 2010 is to promote inclusion, equality and diversity among people in their workplace.

Equality

Equality can be incorporated within hospitals and nursing homes through the effective provisions of the Equality Act of 2010. The provision of this act is to allow every organisation and individual to prepare themselves for the new laws so that all basic framework of equality is maintained among all (gov.uk, 2022). The acts generally provide a legal framework where all individuals can protect their legal rights and get protection against “direct and indirect discrimination” in social and healthcare settings. Equality also helps to remove some major issues like victimisation and harassment in public places, services, associations and transport (cpdonline, 2022). In social and healthcare sectors individuals including patients, and caregivers must maintain decorum and follow the provisions of equality to reduce the effects of discrimination and harassment. The major characteristics that the act protects are stated below.

• Age
• Disability
• Race and Religion
• Sexual orientation
• Gender reassignment
• Maternity and pregnancy
• Civil partnership or marriage

There are around 9 different protected characteristics in equality in the healthcare sector. These protected characteristics are age, disability, gender reassignment, “marriage and civil partnership”, pregnancy and maternity, race, religion or belief, sex and sexual orientation. The equalities legislation replaced “anti-discrimination legislation” (Scie.org.uk, 2022). This area of legislation is gradually evolving and over a number of years different kinds of laws have been passed. In this way, human rights laws have been developed. Discrimination in healthcare sector can occur when a patient can be treated less favorably than other. Indirect discrimination can occur in such a situation when requirements have been applied but someone is unable to comply due to different protected characteristics. Human beings in employment are already protected against the age discrimination.

Diversity

Diversity is very important in the health and social care sectors as it promotes respect among individuals and guides all to maintain good behaviour, trust, and worth. Diversity helps to protect self-esteem and respect and improves the emotional and mental health of the patients and health workers (trainingexpress, 2022). In social care sectors, diversity and equality are integral parts of the behaviours and actions of all individuals.

Diversity actually means to have a “labour force” that is composed of several characteristics including “races, ages, genders, ethnicities, and orientations”. Diversity helps to celebrate the differences that are found in diversified groups, genders, religions, castes, and regions (thegcindex.com, 2022). The key benefits that individuals in the healthcare sector can get from diversity are stated below.

• Increases the morale of health workers
• Diversified groups get better care
• Increase the retention of caregivers
• Strengthen the individuals’ motivation

Inclusion

In social and healthcare sectors, inclusion guides the administration and management to provide all patients and associates of all backgrounds a voice through which they can get their legal rights. Inclusion provides all with a voice in receiving and providing high-quality care. The three major guidelines for inclusion in healthcare sectors are mentioned below.

• Inclusion and equality in social care settings are very necessary as they guide the caregivers and patients to value each other differences (spiceworks, 2022).
• Inclusion in healthcare sections can improve the health condition of patients if they are treated with respect and care irrespective of their caste, religion, socio-economic background, race, age, gender, and culture (benendenhospital, 2022).
• Inclusion also enhances the healthcare team's potential, productivity, and efficiency if all members respect, and value the decisions and ideas of each other.

Discrimination

Discrimination act in social and healthcare sectors can harm the mental and physical health of the patients as well as the caregivers. The Equality Act of 2010 protects all kinds of discrimination in the hospitality sector. The major types of discrimination that individuals can face in social and healthcare settings are stated below.

Direct discrimination: The individual in healthcare sectors can be traced differently because of race, religion, age, sex, and socio-economical background. This affects the life of individuals as they are not allowed to state their thoughts and decisions like other members. Employment of a caregiver can also be restricted through this direct discrimination.

Harassment: This type of discrimination incorporates “name-calling, banter, being excluded, threats, jokes, insults, and unwanted physical contact” (cpdonline.co.uk, 2022). Harassment can affect individual dignity, self-esteem, and value and affect the mental and emotional health of a person. The conduct violates an individual’s peace and creates an offensive culture in social and healthcare settings.

Indirect discrimination: Individuals in healthcare settings can also fall prey to individual or institutional discrimination. This type of discrimination is unintentional and it takes place when a particular group of people are affected due to “policy, requirement or practice” of the hospitals or nursing homes.

Victimisation: The individuals in the social care setting who made a complaint or allegation against their fellow members are treated cruelly or differently and often fall prey to discrimination and harassment. This can include a situation where a caregiver has brought a harassment claim against his or her co-worker and faces challenges of victimisation at work.

1.2 Discussion on how individual rights are promoted in social and healthcare services

In the social care system, people are mainly provided with the provision of support or personal care. Support or care is provided to both children and adults who are at risk or in need. The management and administration of a healthcare sector can promote individual participation and independence through some major factors as mentioned below.

• Providing effective training to all caregivers
• Recording feedback from all patients after completion of treatments
• Monitoring all the resources that have been collected from patients' parties
• Analysing, identifying the issue of healthcare workers, and supporting them to fight for their legal rights.

In social care services, individual rights can be promoted if the administration follows some guidelines for equality and diversity. Promotions of individual rights generally embody the key values in every sector including “fairness, dignity, equality and respect” (spiceworks.com, 2022). Individual rights have vital means as it protects all caregivers and patients who may face neglect, isolation, abuse or harassment in care services.

The right to be treated fairly, with respect, and with equal care are some of the fundamental components of individual rights in social care settings. Additionally, it guarantees that everyone is protected from damage and danger and cannot be subjected to discrimination because of their right to privacy, dignity, or protection from the elements (trainingexpress.org.uk, 2022). The promotion of rights can also be accomplished by allowing all caregivers, regardless of their gender, religion, socioeconomic status, caste, or colour, access to the company's data and information. The Equality Act in this situation generally gives every health worker legal protection in their health and social care services and safeguards them from discrimination issues in broader society. A person is entitled to a copy of their personal data as well as supplementary supporting documentation under the right of access, commonly known as subject access. People can use it to better understand how and why you use their data and to confirm that you are doing it in a legal manner.

The five major individual rights that all individuals in a social care sector must receive include the protection against “speech, religion, press, assembly, and the right to petition the government” (Grissom, 2018). Healthcare workers are provided with the right to communicate with the authority about their general issues and can state their decision in front of other members.

Individual rights generally build up effective communication and collaboration channels among all caregivers and patients. This inclusive practice enhances the performance, productivity and quality of care in health and social care services. Dissolving of the issues of discrimination is done if the care services can enable the individuals to get their rights. Diversity in care services should be respected by giving individual centre care. All members must support and motivate each other in any consequences and ensure each other’s work in a non-judgmental manner.

Individual’s rights include the right to be informed, the right of access, “the right of rectification”, “the right of erasure”, the right of restricted processing, the right of data probability and the right to object. Under the “right of access one should be able to provide “processing confirmation” and access to data of an individual. Human rights in the health sector can help the hospitals and nursing homes comply with the “Human rights act” with the help of increasing knowledge, promoting human rights (Sozodesign.co.uk, 2022). In the United Kingdom different public authorities including NHS organisations are responsible for respecting as well as promoting different aspects related to human rights. Improvisation in the care experience of patients can also be done with the help of promoting all the aspects related to human rights. Human rights can be beneficial for improving experiences of different persons including service users, service providers as well as service commissioners.

1.3 Explanation of ethical dilemmas that arise while balancing care duty and individual rights

The obligations for protecting the well-being of individuals in the healthcare sector can enter into conflict with their individual rights. All caregivers and parents in social care have their own choices and needs, which arise several conflicts in healthcare services (Razzante, 2020). The caregivers must keep in mind that during their services they must not disrespect the patients and overlook their choice and needs.

The patients sometimes deny taking services and medication in the way the caregivers want to provide them. In this moment of dilemma, the doctor or nurses must maintain ethics that complete their responsibilities of providing care with full patience and honor. Patients sometimes also decline an assessment that has an implication for their treatment in the future and the caregiver must honour this decision of the patient.

During care duty, some caregivers face challenges to treat patients with proper medication if they have restrictions on medical treatment and medicines due to their caste, religion, and dignity. In such cases, the healthcare workers must value their decision and choose alternative ways to cure and treat that patient (Scott et al. 2021). The patients also feel danger from some medicines and at this moment the caregiver must try to make the patients understand they will be safe if they take the treatment. The patients who are not ready to take medication after prolonged counselling must be supported and motivated by the caregivers. Healthcare workers also fail to balance their individual rights and duty of care because of their individual choices, values, and ethics that are not prioritised by the organisations.

There are different kinds of ethical dilemmas that can arise in the healthcare sector. These ethical issues are balancing care quality and efficiency, improving access to care, sustaining health care workforce and allocating limited medications and donor organs. Cultural values and individual choice are two major factors that are related to the ethical issues that arise in the healthcare sector. The doctors and nurses should follow the ethics as well as rules of the healthcare sector to maintain a proper workforce environment (Amnhealthcare.com, 2022). Apart from that, the management of a healthcare sector should also follow the ethics and rules even at the time when sufficient space is not available in the healthcare sector. The workers of the healthcare sector can also face challenges to balance their individual choices because the management of hospitals or other healthcare sectors do not prioritise the individual choices, ethics and values of the workers.

Understanding of working in an inclusive way

2.1 Supporting and promoting equality and diversity

In social care settings, conflicts that arose among people can be dissolved by incorporating equality, diversity and inclusion and individual rights. Both equality and diversity are referred to as multiculturalism can promote the concept of accepting the differences present in castes, religions, races, and cultures in the social and healthcare sectors. The fundamental goal of supporting and promoting diversity and equality in the healthcare sector is to increase awareness among all (Graham et al. 2021). This practice also provides all patients and employees with equal treatment and support regardless of their caste, creed, region, socio-economical background, culture, age, gender, and race. All staff must work inclusively and support and motivation each other at work to enhance the value and productivity of the organisation.

The goal of all social care systems is to build an environment where an individual can avail and provide services equally without any prejudice. This organisational culture will promote the business value and guide people to treat each other with respect and kindness (Ozbalci, 2021). Prompting equality will create a culture of inclusion and fairness in hospitals and will prevent all unconscious biases. Supporting diversity and equality can reduce indirect or direct discrimination, victimization, and gender harassment in organisations.

Equality is very important in the recruitment process of employees in the healthcare sector. Meritorious students must get the chance to serve patients as this will enhance the business profitability, value and production and make the hospital popular across the world (Garcia-Yeste et al. 2022). All staff must work in team support, motivate each other and respect each other’s decisions to succeed in their actions. A person must be treated fairly regardless of their ethnicity, gender, financial situation, disability, religion, or any other facet of their existence. Performing the aforementioned deeds constitutes treating everyone equally. If everyone in a community is treated with respect, then everyone should be able to cooperate, solve issues, and feel safe and loved.

Healthcare professionals should provide inclusive services to the patients. Discussion with the managers of the healthcare sector is essential to improve the service quality. Different kinds of challenges can be faced by the management of the healthcare sector if health professionals cannot provide healthcare services inclusively (Ahmed, 2019). There are different components that can be included in the inclusive workplace including a sense of uniqueness, strategic alignment, development of a collaborative environment and access to the resource. Development of a collaborative environment in the healthcare sector can be beneficial for achieving employee satisfaction. Knowledge sharing can also be improved with the help of developing a collaborative work environment.

2.2 Challenging factors that hinder changes in social and healthcare

Inclusion is very necessary for the social care system as it provides all individuals including caregivers and patients with a voice in receiving and providing high-quality care. Several challenges can be faced in a social and healthcare system if the employees do not work in an inclusive manner (Grissom, 2018). A voice for all generally helps them to state their opinions and ideas freely in front of all members. This practise also benefits others to understand and gain knowledge from other experiments. An inclusive workplace can promote a sense of uniqueness among all caregivers.

Each caregiver has their own unique skills in handling patients and their interest. The organisation may also face several challenges if the employees stop working inclusively as the situation will decrease the profitability, productivity, and popularity rate of the healthcare sector in their target market (Mousa, 2021). The practice of working inclusively generally enhances the worker's self-confidence and self-esteem and makes them feel valued and respected.

Figure 3: Components of the inclusive workplace in healthcare

(Source: Grissom, 2018)

Effective communication and collaboration channels are built among the patient's parties, caregivers, and hospital authority in all employees work inclusively without any discrimination and inequality among themselves (García Johnson et al . 2019). An inclusive workplace can reduce the challenges of a higher rate of employee resignation and have a rate of employee enhancement, which is much more important to increase the profitability, value and productivity of the social and healthcare sectors.

Maintenance of equality in the workplace is one of the major parts that should be followed by the management of the healthcare sector. The ethics and rules of the healthcare sector should be followed by all health care professionals. Implementation of an assertive communication style can help to improve the relationship between the management and staff of healthcare. This communication style can also help to develop a collaborative workplace environment in the healthcare sector. Establishment of a proper relationship between healthcare professionals and patients can also be beneficial for achieving a higher reputation.

2.3 Supports that are given to others in promoting individual rights and equality

Equality must be maintained by all healthcare and social care sectors during the recruitment of employees. Employee satisfaction is one of the most important factors in managing a successful, profitable organisation. Employees that are happy and engaged are more likely to be productive, have fewer sick days, and promote business innovation. When employees are happy, devoted, and engaged, employee turnover is greatly reduced and corporate earnings are significantly higher. Positive requirements actions must be maintained by the HRM department that can be applied under several circumstances as mentioned below.

• Equality and inclusion promotion can help the healthcare sectors to overcome the major challenges that face during the duty of care and handling the patient's parties.
• Supporting individual rights helps the organisation to overcome all disadvantages that are connected to an individual’s protected characteristics (Zugelder et al. 2018).
• All caregivers and parents can meet their needs that come under their legal rights and will get equal treatment.
• Individual rights provisions generally provide the employees of the social and healthcare sector to claim their legal rights and to keep them safe from unnecessary work stress and discrimination.

According to the reports it can be stated that the healthcare sectors that have equality and diversity in their management that 110% likely to meet all their targets (Hossain et al. 2020). Organizations, where all individuals are treated with value, rights, and priority, have 70% and more profits and productivity and have high chances to penetrate new market segments both at national and international levels. Inclusion, rights, and staff involvement in the social care system generally promote dignity in care.

Staff relations with their patients who are using the care services can be improved by maintaining diversity, and equality. The caregivers should respect the needs and demands of all patients irrespective of their caste, creed, sex, gender, race, religion, and socio-economical background (Köllen et al. 2018). The hospital authority must provide facilities for patients to contact their relatives, neighbours, and friends whenever they want to. Support is also provided to all patients with special care irrespective of their caste, creed, sex, gender, race, religion, and culture. Workers have more access to important information and accomplish better work when knowledge is effectively handled. The company promotes innovation, which makes achieving growth much easier. Customers value a company that can show that it has a vast knowledge base and knows how to use it for their benefit.

Unit summary

The Equality Act generally provides every individual with legal protection in their workplace and protects them from discrimination issues in wider society. Every organization who are involved in social and healthcare services must incorporate diversity, equality, and inclusion to dissolve the issues of discrimination and inequality. Promotion of diversity and equality can help the management of healthcare sectors to maintain decorum, and increase productivity, workers' engagement and profits in their business. Diversity not only benefits the patients and caregivers but also helps the organisation to enhance its value and popularity at both national and international levels.

References

Journals

Ahmed, A. (2019). COMMERCIALIZATION OF HEALTH CARE AND GROWING MEDICAL COST ON HOUSEHOLD: A CHALLENGE FOR HEALTH EQUALITY IN INDIA. Journal of Advanced Scientific Research , 10 (03), 45-51.

García Johnson, C.P. and Otto, K., 2019. Better together: A model for women and LGBTQ equality in the workplace. Frontiers in Psychology, 10, p.272.

Garcia-Yeste, C., Mara, L.C., de Botton, L. and Duque, E., 2022. Building a More Inclusive Workplace for Religious Minorities. Religions, 13(6), p.481.

Graham, A. and Wright, A., 2021. Diversity Management: Perspectives of a Diverse and Inclusive Workplace. Findings from the ICT sector.

Grissom, A.R., 2018. Workplace diversity and inclusion. Reference & User Services Quarterly, 57(4), pp.242-247.

Grissom, A.R., 2018. Workplace diversity and inclusion. Reference & User Services Quarterly, 57(4), pp.242-247.

Holland, J., Kingston, L., McCarthy, C., Armstrong, E., O’Dwyer, P., Merz, F. and McConnell, M., 2021. Service robots in the healthcare sector. Robotics , 10 (1), p.47.

Hossain, M., Atif, M., Ahmed, A. and Mia, L., 2020. Do LGBT workplace diversity policies create value for firms?. Journal of Business Ethics, 167(4), pp.775-791.

Köllen, T., Kakkuri-Knuuttila, M.L. and Bendl, R., 2018. An indisputable “holy trinity”? On the moral value of equality, diversity, and inclusion. Equality, diversity and inclusion: an international journal.

Mousa, M., 2021. Does gender diversity affect workplace happiness for academics? The role of diversity management and organizational inclusion. Public Organization Review, 21(1), pp.119-135.

Ozbalci, S., 2021. Inclusive workplace, social mobility and logistics. LogForum, 17(4).

Razzante, R.J., 2020. Communicatively Co-Constituting Pathways of an Inclusive Workplace: A Participant-Driven Methodology (Doctoral dissertation, Arizona State University).

Scott, J. and Wilton, R., 2021. Meeting People Where They're at: Building an Inclusive Workplace for Disabled People. In Social Enterprise, Health, and Wellbeing (pp. 249-267). Routledge.

Zugelder, M.T. and Champagne, P.J., 2018. A Management Approach to LGBT Employment: Diversity, Inclusion and Respect. Journal of Business Diversity, 18(1).

Websites

Amnhealthcare.com, 2022 Five Top Ethical Issues in Healthcare [online] Available at: https://www.amnhealthcare.com/amn-insights/news/five-top-ethical-issues-healthcare/ [Accessed on 21.10.2022]

Sozodesign.co.uk, 2022 The 8 Rights for Individuals [online] Available at: https://sozodesign.co.uk/blog/gdpr/gdpr-2018-the-8-individual-s-rights/ [Accessed on 21.10.2022]

Scie.org.uk, 2022 Overview for social care [online] Available at: https://www.scie.org.uk/key-social-care-legislation/equality-act [Accessed on 21.10.2022]

benendenhospital.org.uk, (2022), Equality, diversity and inclusion, Available at: https://www.benendenhospital.org.uk/careers/equality-diversity-and-inclusion/ [Accessed on: 8th October, 2022]

cpdonline.co.uk, (2022), What is equality and diversity?, Available at: https://cpdonline.co.uk/knowledge-base/safeguarding/promoting-equality-and-diversity-in-the-classroom/#:~:text=Equality%20and%20diversity%2C%20sometimes%20called,are%20treated%20equally%20and%20fairly . [Accessed on: 8th October, 2022]

gov.uk, (2022), Equality Act 2010, Available at: https://www.gov.uk/guidance/equality-act-2010-guidance#:~:text=The%20Equality%20Act%202010%20legally,strengthening%20protection%20in%20some%20situations . [Accessed on: 8th October, 2022]

spiceworks.com, (2022), What Is an Inclusive Workplace?, Available at: https://www.spiceworks.com/hr/diversity-inclusion/articles/what-is-an-inclusive-workplace/ [Accessed on: 8th October, 2022]

thegcindex.com, (2022), Equality and Diversity in The Workplace, Available at: https://www.thegcindex.com/equality-diversity-inclusion-explained/ [Accessed on: 8th October, 2022]

trainingexpress.org.uk, (2022), How to Promote Diversity in Healthcare, Available at: https://www.trainingexpress.org.uk/diversity-in-health-social-care/#:~:text=What%20is%20Diversity%3F,integral%20to%20whatever%20you%20do . [Accessed on: 8th October, 2022]

Bibliography

Chertavian, G., 2021. The Post-COVID Economy: Pathways for Rebuilding a More Equitable and Inclusive Workplace (No. 2021-04). Federal Reserve Bank of Atlanta.

Cooke, D.T., Olive, J., Godoy, L., Preventza, O., Mathisen, D.J. and Prager, R.L., 2019. The importance of a diverse specialty: introducing the STS workforce on diversity and inclusion. The Annals of Thoracic Surgery, 108(4), pp.1000-1005.

Gomez, L.E. and Bernet, P., 2019. Diversity improves performance and outcomes. Journal of the National Medical Association, 111(4), pp.383-392.

Jones, P.A. and Lim, F., 2020. Fostering an LGBTQ (Lesbian, Gay, Bisexual, Transgender, Queer) Inclusive Workplace.

Jones, R. and Wilsdon, J.R., 2018. The biomedical bubble: Why UK research and innovation needs a greater diversity of priorities, politics, places and people.

Mousa, M. and Puhakka, V., 2019. Inspiring organizational commitment: responsible leadership and organizational inclusion in the Egyptian health care sector. Journal of Management Development.

Nafade, V., Sen, P. and Pai, M., 2019. Global health journals need to address equity, diversity and inclusion. BMJ global health, 4(5).

Previtali, F. and Spedale, S., 2021. Doing age in the workplace: Exploring age categorisation in performance appraisal. Journal of Aging Studies, 59, p.100981.

Rochyadi, E., Apriyanti, M., Soendari, T. and Juhanaini, M., 2018, November. Internship Strategy for Intellectual Disability Alumni on the Inclusive Workplace Setting. In 2nd INDOEDUC4ALL-Indonesian Education for All (INDOEDUC 2018) (pp. 166-170). Atlantis Press.