2.3Anti workers have the correct skills in

 2.3Anti discriminatory practice is when actions are put in place in order to stop people being discriminated against on the grounds of: race, disability, gender, social class, family status and a lot more. The main aim of the anti discriminatory practice is to overcome discrimination while upholding the service users rights to equality. National initiatives and the promotion of anti discriminatory practice is made up of three main components. 1. Conventions, legislations and regulations. 2. Codes of practice and charters3. Organisational policies and procedures.A convention is a set of agreed or stipulated standards (also known as customs). This is basically an agreement between different parties, to try and resolve a problem. This has a similarity to a treaty, however a convention is a little less formal.A legislation is a law or a group of laws that have been considered between everyone involved in the deliberation of the potential law(s) and then it is enforced by the government. Which means that everyone must abide by them.A regulation is a rule which has been made and enforced by a council or another authoritative body like the NHS. The purpose of organisations having and maintaining regulations is to make sure that health workers have the correct skills in order to work in the industry as well as keeping a professional standard of care for the organisations service users.The Sex Discrimination Act (1975) was enforced by the Parliament of the United Kingdom in order to protect men and women from discrimination in the workplace or during the hiring process on the basis of their gender or their marital status. The Act also protects males and females “in education, advertising or in the provision of housing, goods and services or facilities.” Stretch and Whitehouse (2010). This law gives both men and women the power to make a stand and exercise their rights if they are experiencing gender related discrimination, by seeking justice which can be in the form of taking their abuser to court to prove that they have/are being discriminated against. The Gender Recognition Act 2004 and the Sex Discrimination Act 1975 and the amended regulations 2008 were amended part of the Act to include transsexual people.A strength of the Sex Discrimination Act (1975) is that it has provided not only men and women, but transsexual people with a voice and a legal right to object to how they are treated. This means that people living in the UK and in other European countries are able to live knowing that they don’t have to submit and put up with  discriminatory behaviour.A weakness in this Act would be that the basis’ of sex discrimination being: gender and marital status. That not all acts of discrimination are done/committed overtly. Which can result in the victim not being aware that they are being discriminated against.Another positive aspect of the Sex Discrimination Act 1975, is that men and women must receive the same pay/equal pay for doing the same jobs. And males and females now having the same terms. Which means that a person can’t be treated differently due to their gender/sex.A disadvantage to this law, would be that legally men and women that perform the same jobs are entitled to equal pay. Although many people’s minds may remain unchanged, and they may still hold their strong beliefs that a man is entitled to a higher wage than his female counterpart.The Act also promotes equality in terms of job opportunities.Another negative of this law, would be, top positions in organisations and businesses still being offered to men, when females are just as entitled by law to receive the same opportunities as men. The Sex Discriminatory Act 1975 basically promotes anti discriminatory practice, because it protects people from being discriminated against on the basis of: their sex, marital status, pregnancy, or their potential to fall pregnant, dismiss someone from a job because of their family responsibilities or be sexually harassed.  Overall, this act protects both men and women, and it’s main purpose being to achieve equality, by making sure that men and women are paid the same.Mental Health Act 1983 promotes anti discriminatory practice as it makes it possible for those with or experiencing mental health issues to access help and services. This act also protects people with learning difficulties. The act allows sufferers to get treatment for their own health and safety and for the safety of other people too. This act promotes anti discriminatory practices, because it ensures that service users in a care home settings aren’t discriminated against due to their mental illnesses.The Disability Discrimination Act 2005, promotes anti discriminatory practice, because it ensures civil rights for those that have disabilities and protects them from any form of discrimination. The Act also encourages organisations and health services to make services more accessible. An example of this being done, could be a nursing home having a disabled service user, the service providers can’t discriminate against them because of their disability/being in a wheelchair.The nursing home would have to make sure that the premises has step free access and is wheelchair user friendly.The Act also promotes equal opportunity between those that have disabilities and non disabled people. Stretch and Whitehouse 2010. This act promotes anti discriminatory practice, because it informs health and social care providers that they must overlook someone’s physical abilities/capabilities and still treat them in a dignified and according to their personalised care plan for example.Nursing and Residential Care Homes Regulations 1984 (amended 2002), This legislation only applies to nursing and care homes. The establishments have to apply for a special license that is issued by the local council, which basically allows them to provide services. The care homes and places where nursing treatment is carried out, have to meet the regulations of the legislation in order for them to continue providing their services, and if they do not meet the regulations, they can face prosecution and even be closed down. The legislation has to be followed and is aimed at the service providers, because it’s a law and it also shows the health professionals how they should be treating their patients. This legislation promotes anti discriminatory practice, because it protects healthcare users from having their human rights violated by service providers, in a care home setting. The anti discriminatory practice is promoted, because the setting and its service providers would have to respect and treat service users fairly which abides by the law. This could be made more aware to the carers in the nursing/Care home by having posters up to promote equality when treating residents. The Act also requires staff to have the correct training to carry out certain acts of care. For example: staff must have undergone training in order to deal with a resident that has dementia, because the service user would require a certain style of care that some health professionals may not possess in order to meet their tailored needs.Care Standards Act 2000, This Act covers the care that users of all types of settings receive. This includes: Domiciliary Care, fostering, family care and residential and nursing care. The settings of which Care is provided, have to meet standards, and ensure that their patient(s) are at the Center of their care. Stretch and Whitehouse 2010. In order for staff to promote anti discriminatory practice, the staff in the setting have to make sure that the residents/ service users are empowered and feel as independent as they can. Anti discriminatory practice can also be promoted by the caregivers making sure that each service user has a care plan that is tailored to fit them and only them.1. The Code: Standards of conduct, performance and ethics for nurses and midwives, this is a legislation that provides nurses and midwives with a set of important principles that they must follow in order to support their practice as well as remind them of their professional responsibilities. (Goldsmith J. Nurs Times. 2011). In order for nurses and midwives to practice in the UK, they must be registered with Nursing and Midwifery Council (NMC) which is a regulatory body. The practice promotes anti discriminatory practice, by giving nurses and midwives a code of conduct to follow and if they don’t abide by the code of conduct, they would then be investigated by the council. The code of conduct was last revised in April 2014. The code of conducts previous amendments and improvements were made to the code of conduct in order for it to be easier to understand and abide by, therefore making it more effective. The key principles that nurses and midwives must follow are: 1. Justice: people must be treated fairly no matter their background. (Stretch and Whitehouse 2010)2. Autonomy: A persons choices must be respected. (Stretch and Whitehouse 2010)3. Beneficence: This involves risks and costs; meaning that the health of care professional should act in a manor that only benefits the patient. (Stretch and Whitehouse 2010) 4. Non-Maleficence: any harm caused by treatment f from a health professional or intervention should not outweigh the benefits of the treatment being administered.The legislation promotes anti discriminatory practice, because it covers treating people kindly, respecting them, being compassionate and delivering care to service users in an effective manor. The key principles also means that care providers should avoid making assumptions and knowing that they have to recognise diversity when service users are making decisions. The code of conduct also promotes anti discriminatory practice, because the care professionals have to uphold every single service users human rights and provide their service users with the very best standard and quality of care. Not just certain service users but all of them. No matter their Race, Culture, Beliefs, Sexual orientation, Religion and their Gender. The Care Council Codes Of Practice and Rules of Conduct for Social Workers,  the code of conduct sets the standard of behaviour that is expected of healthcare and support workers and adult social workers. The code of conduct basically gives health professionals and social workers that are signed up to the code what behaviours and attitudes are acceptable and expected of them, as well as inform service users of what to expect from their service providers. The code of conduct also helps the health professionals provide safe and care that’s guaranteed. (Skills for Health, no date).As a healthcare support worker or an adult social care worker in England, you must be able to abide by these codes of conducts.1. Be accountable by making sure you can answer for your actions or omissions.2. Promote and uphold the privacy, dignity, rights, health and well-being of those that use health and care services and their carers at all times.3. Work in collaboration with your colleagues to ensure the delivery of high quality, safe and compassionate healthcare, care and support.4. Communicate in an open, and effective way to promote health, safety and well-being of the people who use health and care services.5. Respect a persons right to confidentiality.6. Strive to improve the quality of healthcare, care and support through continuing professional development.7. Uphold and promote equality, diversity and inclusion.These codes help promote anti discriminatory practice by stating how those working in this industry should do their jobs. Anti discriminatory practice is promoted by healthcare professionals and support workers treating all service users and patients with dignity, compassion and respect. This means that they don’t just offer them to selective service users but every single service user. The codes help care workers and support workers by: making them aware of the standards that they must meet, lets them know if they are working towards meeting the standards, or if they need to change their practice/the way they work. Making it easy for professionals to identify possible areas that they could benefit from further training/ continuing professional development. Staff development and training, This is when health and social care professional receive further training in their job role. Even once a health and social care professional is fully qualified, they are required to have further training in order to keep up with all the amendments made to legislations and to keep up with the changes in policies and procedures. By health and social care settings having training staff, it means that other members of staff can be kept up to date with changes as they occur/arise. This would help promote anti discriminatory practice because staff would be receiving training frequently on new policies and guidelines they must now follow. With staff training being in place members of care/social settings would be aware of what practice’s are acceptable and which ones are unacceptable. Staff members would also be made aware of the consequences if they were to go against the policies, which would make them rethink their practices when treating residents/patients.Individual Rights, promoting and supporting an individuals right to dignity, independence, health and safety. As those that require long term healthcare, may feel like their independence is slipping away. This allows the service user to perform things for themselves, gives them the right to make their own choices, even if their healthcare provider doesn’t agree as long as their decision doesn’t put them in danger and is considered to be safe. Positive promotion of individual rights can be seen in various different places in health and social care just by looking at noticeboards and in the hallways of establishments and staff rooms. Charters and policies and procedures should be readily available for those that wish to read them, especially health and social care professional if they are unsure of something. Individual rights promotes anti discriminatory practice because service users of an organisation would be aware of the care and treatment that they should be receiving, because of the notice boards that they may have seen around the establishment. Residents of the health/ social care setting would also be able to identify when they aren’t being treated accordingly by the noticeboards, and would be aware of when to make it known to a person of higher authority, who would provide them with the help and support that they require as its part of individual right to be treated with respect within the healthcare environment that they belong to.The Racial Relations Act 1965 (amended 1968), was established in order to stop discrimination on the grounds of race. Therefore it is illegal to discriminate against someone because of their race, colour, ethnic origin and some other aspects. Since the law has been passed, it is illegal to discriminate on things like:1. Employment and training2. Housing/accommodation 3. Provision of Goods and Services (banking, entertainment and transport)4. Education5. Access to places and facilities for use by the public6. Any activities carried out by public authorities, such as: the NHS, government departments, local authorities, the police and prisons.Above information sourced from citizens advice: discrimination because of race. (Available at: https://www.citizensadvice.org.uk/law-and-courts/discrimination/discrimination-because-of-race-religion-or-belief/discrimination-because-of-race/ )The Act made it a civil offence to refuse to serve a person, to serve a person with a delay for no other reason than their race, to overcharge, in the grounds of ethnic or national origins, race or colour. The Act didn’t extend to Northern Ireland, and excluded shops and private boarding houses. Therefore the law only covered public places like the street and possibly parks. Therefore the piece of legislation was rather weak and didn’t stop discriminatory behaviour happening. Nor did it get rid of racial discrimination in the UK. This lead to the amendment of the legislation. The Act was made stronger and more effective with the Race Relations Act 1968 which was extended to cover employment and housing which was revoked. And that caused the creation of the commission for racial equality, which was put in place to make sure that the Act rules were followed.”The Act includes the earlier Race Relations Act 1965 and Race Relations Act 1968 and was later amended by The Race Relations Act 2000, including a statutory duty on public bodies to promote race equality, and to demonstrate that procedures to prevent race discrimination are effective.” (Wikipedia Race Relations Act 1976). The Act was annulled by The Equality Act 2010, which takes place and strengthens the previous discrimination law in the UK.The Race Relations Act turning into the Equality Act in 2010, didn’t just cover racial discrimination, but a list of types of discrimination such as: age, disability, gender and more. By this happening, it created an equal chance for everyone, and not just because of racial difference.A strength of this legislation has to be the fact that people in the workforce have an equal chance of getting a job as everyone else, and has widened the amount of jobs available and has raised the awareness levels of discrimination that occurs in the workplace.A weakness of this legislation would be that it would be that proving that discrimination is occurring would be increasingly difficult if the discrimination wasn’t done overtly. And the law can’t change people’s closed mindsets, it can only stop them saying things in certain situations.The Equality Act 2010 is more effective than the Race Relations Act, since it offers much more protection from racial discrimination, harassment, and bullying in order to stop treatment that is considered unfair. This act is also much more simple for employers to understand what their responsibilities actually are and how they could be implemented. Overall, these issues probably still occur in the UK, but are most likely done covertly and are kept quiet. Bibliography:Wikipedia Sex Discrimination Act 1975 (no date) Available at: https://en.m.wikipedia.org/wiki/Sex_Discrimination_Act_1975Accessed: 06/12/17Get Revising: Part of the Student Room (2013) Available at:https://getrevising.co.uk/grids/the_sex_discrimination_actAccessed: 06/12/17Code of Conduct for Healthcare Support Workers and Adult Social Workers in England: Skills for Care and Skills for Health 2013. Available at: http://www.skillsforhealth.org.uk/images/services/code-of-conduct/Code%20of%20Conduct%20Healthcare%20Support.pdfAccessed: 09/12/17Wikipedia Race Relations Act 1976 (no date) Available at: https://en.m.wikipedia.org/wiki/Race_Relations_Act_1976Accessed: 10/12/17Citizens Advice: Discrimination because of Race (no date) Available at: https://www.citizensadvice.org.uk/law-and-courts/discrimination/discrimination-because-of-race-religion-or-belief/discrimination-because-of-race/Accessed: 10/12/17Codes of Practice for social care Workers; General Social Care Council (no date) Available at: https://www.scie.org.uk/workforce/files/CodesofPracticeforSocialCareWorkers.pdf?res=trueAccessed: 05/12/17Wikipedia Nursing and Midwifery Council (no date) Available at: https://en.m.wikipedia.org/wiki/Nursing_and_Midwifery_CouncilAccessed: 09/12/17Stretch B and Whitehouse M – BTEC Level 3 Nationals in Health and Social Care Student Book 1 (Pearson, 2010)