In this essay, we are asked to write an essay on diversity and equality within health care. We are to answer two case studies in this essay. I will start by answering the case studies and use assessment criteria as sub-heading to make my essay much easy to understand.
Case study 1
A trainee has approached you with a request not to have to deal with a patient because they feel she is treating them in a racist manner. Can they refuse to deal with a patient on these grounds?
Case study 1
The trainee cannot ignore the patient because of his/her attitude; you have to encourage the trainee to be patient and considerate with the client, advice the trainee to make a formal and official compliant. After that have some words with the client to know whether is true or false with the information provided by the trainee.
In presenting your idea you must identify your role as a mentor and professional, because of the safety of both trainees and the patient. Also listen to determine the risk of danger.
You must be careful and probably investigate the issue to ensure appropriate action.
Case Study 2
A trainee was diagnosed with depression about a year ago. She did not tell you until three months ago; when she confided in you about what she was experiencing and the treatment she was getting from her doctor and therapist. A month ago, the learner was signed off on sick leave. She returned to work last week but is overwhelmed. She is determined, though, to carry on with her training. What support can you provide to her?
Case study 2
- You have to encourage the trainee to explain more about her depression so that you can understand the type of the level of depression she has and to know how best you can support her.
- You must distinguish what usually triggers her depression.
- After that you should not forget to advice the person to go for counselling or therapy.
- In other to help the trainee, you must review her work load and
Advise her to reduce her working hours and have more breaks in between working hours.
1.1 Analyse how ‘equality’ and ‘diversity’ can be promoted within health care.
Equality = is about being fair with everybody or giving them equal opportunities, no matter their background, lifestyle, race, gender, disability, religion or belief.
Eg. Giving equal opportunities to a man or a woman.
Diversity = is recognising individual as well as group differences, treating people as individuals and placing positive value on diversity in the community and workplace.
Eg. Appreciating differences of individuals based on gender, age, sex, electricity, sexual orientation.
Equality and diversity can be promoted within healthcare by having in hearth that your patients and service users are individual people. You should always strive to ensure that their diverse needs are met and ensure that they have equal access to the services you provide. This is particularly important, who, because of a disability are unable to take adequate care of themselves from harm.
Promoting equality and diversity in a workplace is primarily concerned in preventing discrimination whether this is active or passive. Sometimes your setting may be discriminating against a patient accidentally, particularly if the adult is vulnerable because of their health, age or disability, so having an awareness of the potential Barrera and how to remove them is essential.
1.2 Analyse how prejudice and discrimination may lead to the disempowerment of individuals
Prejudice = A person having a negative attitude towards someone based on race of equality rather than personal experience or unreasonable dislike and distrust of people who are different from you in some way especially because of their race, sex or religion.
Discrimination =means treating a person unfairly because of who they are or because they possess certain characteristics. If you have been treated differently from other people only because of who you are or because you possess certain characteristics, you may have been discriminated against.
Prejudice and discrimination may lead to the disempowerment of individuals because people who are discriminate against can suffer significant negative consequences. General well-being, self-esteem, self-worth and social; relation can be severally impacted as a result of discrimination but recognising exactly how perceived discrimination affect an individual is much less understood.
2.1 Evaluate the application of human rights within health care
The application of human right within health care are is as followed.
The human right act (HRA) 1998- The NHS organisation have a legal obligation to protect the human right, this requires them not only to reframe from breaching human rights (negative obligation) but also, in some circumstances, to take proactive steps to protect people from human rights abuse, even if the Harm is cost by private individuals rather than directly by the authority (positive obligation). For example if there is evidence that the patient ids being abused by relatives NHS organisation have a positive obligation to
Investigate this and where necessary take steps to prevent it.
Integrating human write into existing policies and practices
Organisations that have sought to embed a HRBA have commonly integrated human rights into existing equality and diversity mechanism or care planning processes rather than viewing human rights as a (bolt on)
Organisations have used human rights as a basic for embracing new policies imperatives, such as
- partnership working
- user choice
In this sense human right can provide an overflowing framework over the longer term, as other polices agendas come and go. Human right are described by clinicians at Mersey Care NHS Trust as providing an elegant, unifying conceptual framework drawing together desperate strands of current best practise and making this real in the lives of the people who use our service.
Mental Health Capacity Act 2005
The Mental Capacity Act 2005 is an Act of the Parliament of the United Kingdom applying to England and Wales. Its primary purpose is to provide a legal framework for acting and making decisions on behalf of adults who lack the capacity to make particular decisions for themselves.
- The Act makes provision for people to plan ahead for a time when they may need support. This introduces advanced decisions to refuse treatment.
- The Act is decision-specific in that it deals with difficulties a person may have with a particular issue.
- The Act upholds the principle of Best Interest for the individual concerned.
- A Court of Protection will help with difficult decisions. The Office of the Public Guardian (formerly Public Guardianship Office), the administrative arm of the Court of Protection, will help the Act work.
- An Independent Mental Capacity Advocate (IMCA) service will provide help for people who have no intimate support network.
- The Act makes it a criminal offence to wilfully neglect someone without capacity.
- The Act generally applies only to those over the age of 16 years, although may apply to some younger people if it is supposed that their capacity will continue to be impaired into adulthood.
The Equality Act 2010
The Equality Act 2010 is an Act of Parliament of the United Kingdom, and has the same goals as the four major EU Equal Treatment Directives, whose provisions it mirrors and implements.
The primary purpose of the Act is to codify the complicated and numerous arrays of Acts and Regulations, which formed the basis of anti-discrimination law in Great Britain. This was, primarily, the Equal Pay Act 1970, the Sex Discrimination Act 1975, the Race Relations Act 1976, the Disability Discrimination Act 1995 and three major statutory instruments protecting discrimination in employment on grounds of religion or belief, sexual orientation and age.
The Act requires equal treatment in access to employment as well as private and public services, regardless of the protected characteristics of age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex, and sexual orientation. There are special protections for pregnant women. In the case of gender reassignment, the Act does not guarantee transgender people access to single-sex services where the restrictions are ‘a proportionate means of achieving a legitimate aim”. In the case of disability, employers and service providers are under a duty to make reasonable adjustments to their workplaces to overcome barriers experienced by disabled people. In this regard, the Equality Act 2010 did not change the law. Under s.217, with limited exceptions the Act does not apply to Northern Ireland.
3.1 Analyse some possible implications for health care of current equality legislation
Some possible implications for health care of current equality legislation are Health Trends in Europe:
The (WHO) European region is considered in teams of three major blocks:
In the (EU) countries, the (CEE) countries and the newly independent state (NIS) of the former (USSR) it is important to recognize that there are general trends in the pattern of the disease in different parts of religion, the use of aggregate data inevitably obscures.
Theories of social justice (eg, fair and equitable treatment of people) have typically focused on justifying health care (medicine and public health) as a special social good. Rationalising greater equality in health care is typically the point of departure for most approaches to medical ethics (bioethics), even for approaches that include health assessment. In general, less attention has been paid to universal concerns of social justice with respect to health itself. This essay focuses on the question of why health, as opposed to health care, has special moral importance for social justice in health improvement activities. I also analyse the implications of equity in health and health care.
- The human right act (HRA) 1998 Mersey Care NHS Trust
- Mental Health Capacity Act 2005 JP Ruger- The Lancet 2004-thelacet.comPdf –EU h