- 2.4 Reviewing available information and making valid decisions
- 2.3 Using factual data, recommendations, suggestions, and ideas in a logical and purposeful manner to inform decision making
- 1.4 Strategies for keeping aware of own stress levels and for maintaining wellbeing
- 1.1 Elements of management decision-making
- Unit 10- Decision Making in Adult Care NVQ Level 5
- 1.2 Values, belief systems, and experiences affecting working practice
- 2.4 Adapt communication in response to the emotional context and communication style of others
- 1.1 Emotions affecting own behavior and the behavior of others
- 2.2 Providing support to engage others in the decision-making process
- 2.1 Evaluating range, purpose, and situation for effective decision making
- 4.3 Prioritize own development goals and targets
- 4.4 Use personal and professional development planning
- 4.2 Establish own learning style
- 4.1 Evaluate own knowledge and performance
- 4.2 Ways in which team members are supported to understand their role in safeguarding children and young people from danger, harm, abuse, or exploitation.
- 4.1 Reasons adult care practitioners need to be aware of national and local requirements that seek to ensure the safety and wellbeing of children and young people.
- 3.7 Demonstrate ways of assessing the effectiveness of risk management practice
- 3.6 Demonstrate positive approaches to risk assessments
- 3.5 Revise plans to take account of changing circumstances
- 3.4 Delegating responsibilities to others
2.3 Importance of ensuring employment practices are free from discrimination and harassment
Course: NVQ Level 5 Diploma In Leadership & Management for Adult Care
Unit 7: Resource management in adult care
LO2: Understand principles of human resource management
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2.3 Importance of ensuring employment practices are free from discrimination and harassment
It’s important for businesses to have clear and concise policies in place that prohibit discrimination and harassment in the workplace. This protects employees from experiencing any form of mistreatment or unfair treatment, and also helps to create a positive and productive work environment.
Discrimination can take many forms, such as based on sex, race, age, religion, or disability status. Harassment can also be very harmful and can include anything from offensive jokes or comments to unwelcome physical contact.
It’s important to make sure that all your employees are aware of your anti-discrimination and anti-harassment policies, and that you enforce them fairly and consistently.
Equality Act 2010
The Equality Act 2010 is a law that prohibits unfair treatment in the workplace. It also makes sure that employees have equal rights and opportunities to progress within the company, regardless of their age, sex, religion, or any other personal characteristic.
A business needs to take reasonable steps to eliminate unlawful discrimination and harassment from the workplace, as well as provide a positive response to any issues that employees may bring to its attention.
Employment Rights Act 1996
The Employment Rights Act (ERA) 1996 outlines the rights and protections that an employee has and also outlines areas where businesses need to be proactive.
It is against the law for an employer to discriminate against an employee or job applicant on the basis of age, sex, race, religion/belief, disability, sexuality, or gender reassignment.
The Human Rights Act 1998
The Human Rights Act (HRA) 1998 outlines the rights and freedoms that people in the UK are entitled to. The act imposes positive obligations on public authorities, such as government departments and local authorities to actively protect these rights.
It is unlawful for any individual or business to violate someone’s human rights under this act.
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Establishing an anti-discrimination strategy
There are many ways that businesses can help prevent discrimination and harassment in the workplace. They need to be able to identify how they will eliminate any inequalities, provide support for victims of discrimination or harassment, and educate their employees on what is acceptable behavior within the company.
Developing a written policy with staff
An anti-discrimination and harassment policy can help employees understand the company’s stance on certain issues and also inform them of what they should expect from their employer. A policy needs to be distributed throughout the workplace, as well as any relevant external organizations, such as recruitment agencies.
Businesses need to ensure that their policies are reviewed regularly and also that they are enforced consistently. Employees need to know that they can rely on their employer to provide a safe and equal working environment.
Businesses should also consider holding regular training sessions for employees about discrimination, harassment, and bullying in the workplace if it may be an issue within the business. It’s important that these training sessions are interactive and carried out by a trainer who is familiar with the issues involved.
Consulting staff and trade unions
Consulting staff and their representatives, such as a union representative or elected employee representative, can help ensure that an anti-discrimination policy reflects the interests of all employees. It’s important to have open dialogue within the workplace so everyone feels comfortable raising any concerns they may have.
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