Equality and Diversity Flashcards
Equality meaning
Making sure there is no discrimination or disadvantage, and ensuring that no one is excluded from full and fair participation. Treating everyone equally, which does not mean treating everyone in the same way, but rather making sure we give everyone the support and chance they need to be fully participating and get the same chances. It’s about making sure we level the playing field and everyone is treated fairly.
It’s not just management’s responsibility, but everyone’s.
Types of discrimination
Direct discrimination: being discriminated directly because belonging to one of the categories (for example not being employed because one is a male).
Discrimination by perception or association to protected characteristics (for example not hiring someone because they have many gay friends).
Indirect discrimination: when a rule doesn’t take into consideration adjustment needed for protected categories: for example, a rule of not serving customers with any headwear could cause indirect discrimination towards staff members who cover their heads because of a religious requirement.
Stereotypes meaning
The fixed, generalised belief we have about a group of people with shared characteristics.
Tokenism meaning
When an individual acts according to what they are expected to do and to show they are following the rules, and not because they believe it is the right thing to do.
What an Equality and diversity policy should include
- a statement that the organisation is committed to providing equal opportunities
- information about how the setting will meet children’s individual needs
- how the setting will promote positive attitudes to diversity, good relations between people and how differences will be valued.
- how employees will be treated with respect and allowed to be themselves within the workplace
- commitment to working with parents
- how inappropriate attitudes will be challenges.
Legislation that ensures equal opportunities and access to services
Equality act 2010: this legal framework protects everyone’s right and ensures that everyone has equal opportunities, protecting individuals from unfair treatment.
UNCRC: 54 articles to protect children up to 18 years of age. Part of it talks about equality and discrimination.
SEND code of practice 2015: covers many topics; Established that there should be reasonable adjustments for children requiring additional support to prevent disadvantages. For example: providing a ramp to allow people on wheelchair to access a building.
EYFS: a section of the EYFS states that every child should be included and supported.
Ethical Code of Practice
Developed by Early Education, it provides guidance on what how we as professional should behave to support others
Children should be respected and their individual qualities recognised. We should also ensure that children with special needs and disabilities get support and services. Child’s culture, language and family structure are acknowledged and valued. Children are not being discriminated.
We accept each family’s right to make decisions about their children; respect their dignity and lifestyle, culture, custom, language, religion and beliefs.
Respecting our colleagues, create professional relationships based on trust, respect and honesty. Acknowledge the person’s strengths, professional experience and diversity. Differences of opinion in the workplace are managed constructively.
Benefits of inclusion within the setting
for children
- The child will feel more safe and welcomed
- Their play environment is enriched
- They feel valued and respected
- They learn to build positive relationships with other children and diverse groups
- The toys help them understand about the society and various cultures.
For parents
* They will be sure that their child is welcome and valued
* They will be more safe and secure knowing that the adults in the setting will not discriminate their child
* They learnt to tolerate others and be more inclusive themselves.
For employees
* Positive atmosphere
* Staff is educated to tolerance and respect
* Satisfaction from working with a diverse group of children and adults
Unconscious Bias
This is the judgement that our brain makes every day. Without us realising, we might happen to treat someone more (or less) favourably than others, because of our thought process created by our personal feelings and opinions.
Types of unconscious bias: (BACH-ACH)
Beauty bias: judging people from their appearance
Affinity bias: favouring people similar to ourselves.
Confirmation bias: searching for evidences to back up first impressions
Horns effect: when negative assumptions affect our judgement
Attribution bias: how we perceive the actions of others
Conformity bias: changing opinions to conform with the group.
Halo effect: perceived as having more positive traits than others.
We have to be mindful of possible unconscious bias and challenge these, remembering that we are celebrating diversity, everybody is equal and everybody needs to be included.
