- 5.1 Be able to support others to work safely about health and safety
- Unit 8 -L.O 3.2(e): Describe the importance of food safety, including hygiene, in the preparation and handling of food
- 3.2(d): Explain the importance of maintaining clear evacuation routes at all times
- 3.2(c): Use agreed on ways of working for checking the identity of anyone requesting access to the premises or information
- 3.2(b): Explain principles and demonstrate how to move and handle equipment and other objects safely
- 3.2(a): Demonstrate the recommended method for hand washing and describe what products should be used
- 2.4 Explain how to record and report health and safety incidents
- 2.3 Explain procedures to be followed if an accident or sudden illness should occur
- 2.2(h): Explain safe practices for storing hazardous substances, using hazardous substances, disposing of hazardous substances and materials
- 2.2(g): Explain own roles and responsibilities as an employee and those of the employer in the prevention and control of infection
- 4.2 Explain how to support others during the safeguarding process
- 4.1 Explain how to support others to raise concerns
- 3.2 Explain own role in partnership working
- 3.1 Explain agreed protocols for working in partnership with other organizations
- 2.4 Explain how to raise concerns, including whistleblowing, when suspected abuse has been reported but the procedure does not appear to have been followed correctly
- 2.3 Explain actions to take if an individual alleges that they are being abused
- 2.2 Explain actions to take if there are suspicions that an individual is being abused
- 2.1 Describe signs and symptoms associated with the different types of abuse
- 1.3 Explain own responsibilities relating to the current legislative framework with regard to safeguarding
- 1.2 Explain how current national guidelines and local policies and procedures for safeguarding affect your day to day work.
4.5 Disseminate information to others relating to equality and diversity
Course: NVQ Level 4 Diploma In Health And Social Care
Unit: Equality and diversity in health, social care, or children’s and young people’s settings
LO4: Be able to work in a way that supports equality, diversity, and inclusion
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4.5 Disseminate information to others relating to equality and diversity
You may do this in a variety of ways, including:
- Creating and distributing literature in the form of leaflets, posters, etc.
- Discussing equality and diversity in team meetings
- Supporting/mentoring less experienced team members and answering their questions
- Providing equality and diversity training
The first step is to make sure that all managers know what they are responsible for in terms of equality and diversity; i.e., how they should be acting within their role. Make sure managers receive equal opportunities training so they can become responsible for this area of practice. It’s up to them to ensure that any issues relating to equality or diversity are acted upon appropriately by staff or other members of the team. As a manager, you’ll need to provide guidance about equality and diversity issues where necessary; ensuring all staff/team understands what is expected of them at work regarding these issues. Make sure all staff/team understands what is expected of them at work regarding equality and diversity issues.
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Managers could provide guidance about equality and diversity where necessary. They will need to ensure all staff/teams understand what is expected of them at work regarding these issues.
Managers should be vigilant in ensuring that everyone understands how they will every person no matter every background, racial group, gender or disability has exactly the same rights as anyone else within employment so whatever your treatment by others you do not feel discriminated against.
The Equality Act 2010 outlines different types of direct discrimination which include age, disability, gender reassignment, marriage, and civil partnership, pregnancy and maternity, race, religion or belief (includes lack of belief), sex, and sexual orientation (heterosexual, homosexual, bisexual). Another type of discrimination is called indirect discrimination this includes where there is a policy or practice that applies to everyone but disadvantages particular individuals or groups. It also applies if it appears that the individual or group treated less favorably is perceived to have one of these characteristics even when they don’t.
They will need to ensure all staff/teams understand what is expected of them at work regarding these issues. Ensuring that everyone understands their rights and responsibilities under the law regardless of any difference between themselves. They also need to know how they should be acting within their role, if someone feels discriminated against then this needs to be dealt with immediately by people in authority within the organization. It won’t always refer it outside for external help if necessary as training needs to address every aspect of equality and diversity so everyone fully understands what is required of them.
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