Equality and Diversity (Name) (University) (Course) (Tutor) (Date) Introduction Equality is derived from the notion that we are to create a society that is fairer to every one. Here, every one has the opportunity to fulfill their potential. Therefore, equality can be defined as provision of equal opportunities…
On the other hand diversity is used as a contrast to equality or an addition. It brings out the fact that individuals are recognized, besides group differences, directing positive value on the existing diversity in the community, and treating people as individuals. Therefore, diversity depicts an array of characteristics and conditions. In terms of children set up, it involves identifying and valuing the benefits of all individuals enabling them to fulfill their potential irrespective of their backgrounds. This is because diversity incorporates both the non-visible and the visible differences. Diversity encompasses the idea of respecting other individual’s differences basing on race, culture, national origin, region, ethnicity, socio-economic differences, family structure, and health values. Inclusion on the other hand is all about fellow children staff, visitors and administration. It actually involves the removal of barriers to learning and participation. Inclusion therefore promotes equality and eliminates discrimination. Embracing of diversity, equality, and inclusivity brings forth the proper upbringing of children with varied ideas, experience, and creativity whilst giving every child the opportunity to develop individually. ...
se equality and diversity is vital as we are living in an increasingly diverse society thus the need to respond sensitively and appropriately to the issue of diversity. Each school is to set out a frame work of policies which stipulates the procedures and guidelines for ensuring equality. Therefore, before exploring the policies in a school gaining understanding of the relevant legislation and their purpose is important. The rights of all children are enshrined in the United Nation’s Convention on the Rights of the Child (1989). In addition other legislations that affect children include; Children Act (1989); Children Act (2004); Education Act (1996); Sex Discrimination Act (1975); Race Relations Act (1976) Race Relations (Amendment) Act (2000) and Amendment Regulations (2003); Disability Discrimination Act (1995); and finally The Equality Act (2010)(Casey, 2005:45-59). Discussion Bradford Play Strategy Group was a voluntary group tasked with working with over 600 children aged 5 years and above to 22 years. This is because the above age bracket is highly vulnerable to injustices of equality, diversity and inclusion. The organization had 80 play practitioners and various agencies that took part in the communities’ goal of alleviating discrimination to disabled children, ethnicity and sampling different playing facilities and commenting on their experiences. The staff was recruited from diverse cultural backgrounds. Was ensured that the staff had adequate training on equality legislation and inclusion for play or childcare and had the challenge of putting this training in practice. This ensures that the staffing is composed of a multi disciplinary team. To ensure inclusion and equality it is very important to parents and also it builds links with the community ...
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(“Equality and Diversity Essay Example | Topics and Well Written Essays - 2000 words”, n.d.)
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(Equality and Diversity Essay Example | Topics and Well Written Essays - 2000 Words)
“Equality and Diversity Essay Example | Topics and Well Written Essays - 2000 Words”, n.d. https://studentshare.net/education/82979-equality-and-diversity.
‘Equality’ means that work-related discrimination should be removed in order to guarantee that each and every worker within a business organization is given equal work-related opportunities whereas ‘diversity’ is all about the need to value the differences between two or more different people.
As a function of seeking to understand define this complex topic, the following analysis will draw a level of inference with regards to age diversity should be defined and what level should ultimately be represented within a standard operation. It is the hope of this author that such an identification and understanding be helpful in further defining diversity and exposing the level of age discrimination that is currently exhibited in so many firms around the world.
Diversity on the other hand, is derived from a management term "managing diversity." This term is used to describe management practices wherein valuing the diversity of each individual employee to maximize quality output is its aim. It encompasses visible as well as non-visible individual differences (Sheard, A., 2007a).
This essay explores the nuances of diversity management, and examines some of the challenges that line managers face in adapting with a diversity policy for their team. The paper also studies some of the best practices exemplified by diversity practitioners in corporate, to seamlessly implement effective diversity practices in organizations.
The incident happened on a bus with two Black girls. I'm from Somali and I'm Muslim. They discriminated against my head scarf and the fact that I was not from the country. They kept referring to me as if I was in the wrong for living in United Kingdom even though they were from the Africa, themselves.
In this vein, there are many models of disability which are utilized as tools for defining the scope and ramification of impairment as well as a method of determining the level of assistance the government will offer. Two of the most prominent models of disability are the medical and social models.
This paper will examine the scope and ramifications of equality and diversity of women and individuals with disabilities and will illustrate that equality can be achieved through diversity especially for women in the workforce.
As a direct result of the adverse experiences of people with disabilities and the many barriers restricting their activities, the subject of disability was one that was politicized and had demanded attention by the political systems much like the other Civil Rights movements.
The author states that while diversity has been an important need for business as well as a legal requirement, the cultural perspectives on diversity and equality still remain to be fully understood. Companies in the UK may have HR managers that seek to develop both diversity and equality to gain competitive advantages for the organisation.
The application of equality ensures that selection of recruits for employment, training and promotion are based on hardworking and the abilities of the employees.
Equality at the workplace helps in maintaining a