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Give any relevant legislation and Codes of Practice relate to equality, diversity and Discrimination that applies to your own work role. As part of an employee of Milton Keynes Council, I am required to familiarise myself with its key policies and procedures.

There are various pieces of legislation in place to protect and promote individuals from issues relating to equality, diversity and discrimination, which applies in my own work role that aims in providing inclusive support towards the rights of all individuals. These are as follows:- Equality Act 2010, came into effect from the 1st October 2010, which replaces previous legislation such as the Race Relations Act 1976 and the Disability Discrimination Act 1995. This was brought about in order to ensure consistency in what all workplaces need to do to comply with the law in making work environments fair and a better place to work in.

The main purposes of the Equality Act is to:- Establish the commission for quality and Human Rights, make discrimination unlawful, create a duty on public authorities such as Milton Keynes Council to promote equality of opportunity between men and women and the prevention of sex discrimination. This new Act aims to protect disabled people, prevent disability discrimination and strengthen particular aspects of the equality law, which provides the legal rights for disabled people in areas such as:- Employment, education, access to goods, services and facilities including larger private clubs, and lad based transport services.

Buying and renting land or property, functions of public bodies, for example the issuing of licences. However, although the Equality Act 2010, replaces most of the Disability Discrimination Act (DDA) the Disability Equality Duty in the DDA continues to apply as it covers the same groups that were protected by the existing equality legislation:- Age, disability, gender reassignment, race religion or belief, sex, sexual orientation, marriage and civil partnership and pregnancy and maternity, but now it extends some protections to groups not previously covered to carers or parents of a disabled person.

It also provides the rights for people not to be directly discriminated against or harassed because they have an association with a disabled person. Before the Equality Act 2010, various legislations were individually used which has now been incorporated into the Equality Act. For example:- The Disability Discrimination Act 2005 were about removing discrimination that disabled people experience. The Equal Pay Act 1970:- Prevents Employers from discriminating between men and women by paying them differently.

It also prevents them from providing different employment terms and conditions if they are undertaking:- The same or similar work work rated as equivalent in a job evaluation scheme and work of equal value. The Sex Discrimination Act 1975, and amendments 1982,1999:- Is the Act which makes it unlawful to discriminate on grounds of sex, marital status or gender reassignment. It applies when employers are recruiting and deciding what terms and conditions should be offered to an employee like myself as well as when making a decision as to who should be promoted, transferred or hould have training or the termination of someone’s employment. The Race Relations Act 1976 and amendments2000, 2003:- gives public authorities such as Milton Keynes Council the Statutory duty to promote race equality which aims to make promoting race equality central to the way public authorities work and say they must:- Eliminate unlawful racial discrimination Promote equality of opportunity and good between people of different racial groups.

There are also the following Acts of legislation which has been put into place in order to promote equality of opportunity for all as well as to stop or reduce discrimination not just within one’s workplace but also towards the service users and people in general. The Racial and Religious Hatred Act 2006 The Human Rights Act 1998 The Employment Equality (sexual orientation) Regulations 2003 The Employment Equality (age) 2006 The Disability Discrimination Act 2005

The Employment Equality (religion or belief) Regulations 2003 The Work and Families Act 2006 These legislation of which there are many more, are put there to have and to improve the impact on the way organisations provide and run their services. These are legislations which helps to support, protects and help me organise and work within the service policies in the way all professional bodies working within the social care field should approach their work.

And if all Health and Social Care Workers were to adhere to the above legislations, it would ensure that all service users are treated the same, making sure that no preferential treatment is given to any one using their services of which I am bound by law to apply in my work role, as inclusion is about equal opportunities for all no matter what one’s background, age, ethnicity, or gender. And discrimination is about the prejudicial treatments of individuals especially those of a particular group which is against all policies and procedures, basically it’s against the law to practice or demonstrate such behaviour.

CREATIVE THINKING The need for selecting a suitable location arises because of three situations …..

Learning Outcomes
To understand different perspectives and concepts in setting up a plant location in different business situations. (CLO 3.1)
Draw backs which could be faced by the company in case of selection of improper location. (CLO 2.2)
Exhibit effective leadership skills and teamwork capacity in making decisions and re
Location. (CLO 3.1)

Plant location or the facilities location problem is an important strategic level decision-making for an organization. One of the key features of a conversion process (manufacturing system) is the efficiency with which the products (services) are transferred to the customers. This fact will include the determination of where to place the plant or facility. The selection of location is a key-decision as large investment is made in building plant and machinery. It is not advisable or not possible to change the location very often. So, an improper location of plant may lead to waste of all the investments made in building and machinery, equipment. Before a location for a plant is selected, long range forecasts should be made anticipating future needs of the company. The plant location should be based on the company’s expansion plan and policy, diversification plan for the products, changing market conditions, the changing sources of raw materials and many other factors that influence the choice of the location decision. The purpose of the location study is to find an optimum location one that will result in the greatest advantage to the organization.
The need for selecting a suitable location arises because of three situations.
I. When starting a new organization, i.e., location choice for the first time.
II. In case of existing organization.
III. In case of Global Location.
Q. What considerations would you keep in mind in the above three situations so far as the decision of selection of plant location is concerned?
Note: you must give 3 answers separately