TDA 3.6 Promote Equality, diversity and inclusion in work with children and young people

The special educational needs (SEN) team are supported by a very active group who make sure that they provide a range of activities to meet the needs of our ever growing community of special schools, as well as colleagues in mainstream primary and secondary schools.

The 1944 Education Act saw children with SEN categorised and labelled by disabilities and where considered to be uneducable. These children received special educational treatments in special schools (HMSO 2006b; Hodkinson and Vickerman 2009). In 1978 Warnock introduced the idea of SEN, statements of SEN and inclusion. Warnock’s framework was introduced in the 1981 Education Act (Drifte 2012; HMSO 2006b; Hodkinson and Vickerman 2009). However there was no additional funding for training or the statementing processes. Although many special schools in the 1980’s and 1990’s seen the number of children attending reduce greatly. During this time period there was also an increase in the number of children being identified as having SEN and being given a statement of SEN (HMSO 2006b). In the 1993 Education Act the government introduced a code of practice on SEN, which gave guidance on the responsibilities for all children with Sen, for Local Education Authorities (LEA) and the governing bodies of mainstream schools (Department for Education and skills (DFES) 2001; Ofsted 2004). 1994 seen the Code of Practice: Identification and Assessment of Special Educational Needs introduced leading to all LEA, schools, health services and social

The NCSE (3013) recommends that every child with SEN is protected from enrolment practices that block his/her access to a school, may enrol in the nearest school to meet his/her needs. A school must enrol a student with SEN if directed by the SENO on the basis that the school will be provided with resources in line

The scope of the programme is to address recruitment, training, policy, awareness and behaviour. Develop a recruitment strategy that promotes workplace diversity. Provide training to all employees about unfair employment practices and laws that prohibit discrimination in the workplace. Develop a written organization policy that addresses discrimination in the workplace. In addition to training all employees on diversity at the workplace, include continuous awareness in the workplace that relates to all types of discrimination in the workplace. Overall the importance for the programme to be a success, the leaders of the organization have to demonstrate behaviours that eliminate discrimination in the workplace.

All schools must publish information on their website about the implementation of the governing body’s or the headteacher’s policy for pupils with SEN. The SEN Information report should include how they identify, assess and make provision for pupils with SEND and the Local Offer must make it clear how parents and young people can access this information. The updated version of the Code of Practice includes ‘The Local Offer’. The Local Offer sets out information about provision they expect to be available across education, health and social care for children and young people in their area who have SEN or are disabled. The Code of Practice states that the following must be included in the local

There are many legislations relating to diversity, equality and discrimination, on October 2010, the Equality Act 2010 came into effect. This Act replaced previous legislations (such as the Race Relations Act 1976 and the Disability Discrimination Act 1995). This act ensures that people are protected from discrimination in the work place and in wider society.

Why organizations should pay attention to equality and diversity, it is also required by legislation. The new Equality Act’s effective date is 1 October of 2010, this act is aim to protect individual’s rights and provide same opportunities to each one (The University of Edinburgh, 2015). Owing to the discrimination is become serious, so it involved in this act to protect individuals who treated unfairly. There are nine kinds of legislation list as follow: (The University of Edinburgh,

In the SEN Code of Practice 2001 states that children with SEN have the same right to attend regular school and since the Act has been brought in UK more children with SEN and Disability have access to mainstream school. School must ensure that they employ skilled teachers and sen assistant support and also specialist like speech specialist, physiotherapist, sign language specialist , etc. They must make sure they give them training around managing children with special needs. -The Disability

Healthcare organisations using legislations and guidance to protect and support equality, diversity and inclusion in the work environment. When using and following organisation’s guidelines it is easier to deal with situations like discrimination, confidentiality, disciplinary procedures, waiting times policy also grievance policy, quality of care guidelines and equal opportunities guidelines. These guidelines will outline the steps that the healthcare organisation takes to make sure they comply with The Equality Act of 2010, Human Rights Act 1998 and others important

To do this for staff in any workplace, it is the duty of every member to ensure that each other have a full understanding of cultural diversity. Approaches to ensure this can include the implementation of workplace policies that prevent discrimination of any kind. These policies would result in the full awareness of possible cultural issues and concerns that may arise due to the outcome of misapprehensions of different ethnicities. Along with the implementation of various policies in a workplace, it would also be beneficial to a workplace if they promote the benefits and advantages of having an equal and diverse environment. Also, to combat workplace discrimination and to promote an ethnically diverse nature, evaluations of a workplaces current status of cultural diversity would be of inordinate value (Greenberg 2013.) Nevertheless, the most crucial tool for combatting discrimination in the workplace and cultivating cultural diversity is the staff themselves. If a workplace has employees that do not comply with the standards of cultural diversity in a work environment, they are not creditable enough to be employed in an ethnically diverse

Inductions, supervisions, staff meetings and training which includes equality, diversity and inclusion are all different methods which we has a company provide our employees, ensuring them of the relevant up to date knowledge that they need. Our new employees do the Care Certificate before a start date and have an understanding of equality, diversity and inclusion before starting. It is most important for the employees to understand their role and accountability when considering equality, diversity and inclusion. Within information provided we ensure our employees understand the need for good practice of equality, diversity and inclusion and update their knowledge with any changes to all relevant legislations. This also includes that all

Policies and Procedures – I follow our workplace policies and procedures which set out our intentions and commitment to promote equality, diversity and inclusion, and give a framework for action. A few acts that support equality, diversity and inclusion: Equality Act 2010, Race Relations Act 1976, The Equal Pay Act 1975, The Disability Discrimination Act 1995. These Acts place duty on all public organizations to remove discrimination, harassment and victimization in the workplace; promote fairness; enhance equality of opportunity between people from different groups, promote good relations between people of different groups.

Discrimination legislation is encompassed by the Equality Act 2010. The Act simplifies, strengthens and harmonises current legislation providing a new discrimination law which protects individuals from unfair treatment and promotes a fair and equal society. The act bans discrimination of all kinds (direct, indirect, associated, perception)

Under the 1944 Education Act, children with special educational needs were arranged according to their medical condition (House of Commons, 2006). Many children were considered to be uneducable in mainstream settings and were considered to be ‘mentally retarded’, ‘maladjusted’ or ‘sub-normal’ (House of Commons, 2006). Pupils with SEN were often sent to special schools and taught practical skills as an alternative to standard education (Bateman, Lloyd and Tankersley, 2015). The Warnock Report in 1978, followed by the 1981 Education Act, introduced the idea of special educational needs (SEN), statements, and an inclusive approach to education (House of Commons, 2006).

Legislations have been made to maintain guidelines for all businesses, the Equality Act was introduced in 2010 and shaped from the Disability Discrimination Act 1995 and Race Relations Act 1976. (Equality and Discrimination: Understand the Basics 2015) In order to maintain a fair environment and protect each individual every organisations must abide the law. (Government