Aims and Objectives

1. Aims and Objectives • Aims: To have an understanding of how an individual can benefit by applying policy in place to avoid discriminatory practice. Objectives: Examine 4 different policies. List how they can be put into practice to avoid discriminatory practice. List the benefits that it will have on an individual.

2. Benefits to individuals of avoiding discriminatory practice. • Examine the policies that are needed to put into practice and their benefits to individuals. 1. Equal opportunity policy 2. Child protection policy. 3. Employment policy. 4. Anti-discrimination policy.

3. 1. Equal Opportunity Policy IN A NURSERY: • Providing open access to early childhood services. To allow every child and family to participate fully. • Treating all children equally based on their individual needs • Valuing a diverse, multicultural and multiracial society. • Valuing individuals’ genders, disabilities, culture, religion and lifestyles. • Offering and providing equal chances to everyone in society irrespective of variation within the population • Not endorsing the concept of superiority and inferiority within and among the population.

4. Equal opportunity cont….. • Maintaining and upholding each individual’s human right not to be discriminated against and denied his or her equality. • Recognise that there is a variety of child-rearing practices which are all equally effective in providing security for children and their families should be viewed as unique and individual. • Activities opposing negative discrimination and encouraging positive world view of people, promoting positive images of boys and girls black, white and disabled children of all cultures, religions and languages. Valuing diversity. • Having an equitable society with everyone receiving equal treatment under the law.

5. Equal Opportunity Cont…… Lack of access / implementation of policy leads to poor self-esteem, lack of confidence, misunderstandings, lack of respect, stereotyping and discrimination with damaging consequences for children.

6. 2. Child protection policy (NSPCC) The essential inclusions of a child protection policy must include: • All agencies working with children, young people and their families taking all the reasonable measures to ensure that the risks of harm to children’s welfare are minimised. • If there are concerns about children and young people’s welfare, all agencies taking appropriate actions to address those concerns, working to agreed local policies and procedures in full partnership with other local agencies. • The welfare of the child is paramount.

7. Child Protection Policy (NSPCC) cont.. 4. All children without exception have the right to protection from abuse regardless of gender, ethnicity, disability, sexuality or beliefs. 5. All concerns, and allegations of abuse will be taken seriously by staff and volunteers and responded to appropriately. This may require a referral to children’s services and in emergencies, the police. 6. A reference to all policies and procedures which promote children’s safety and welfare with regards to health and safety, anit-bullying, protection of children online, and photography.

8. 3. Anti discrimination Policy In the context of employment and vocational training (including recruitment, terms and conditions, promotions, dismissals and training ) it is unlawful to : • Discriminate directly against any one – that is, to treat them less favourably than others because of their actual or perceived sexual orientation. • Discriminate directly against any one – that is to apply a criterion, provision or practice which disadvantages people of a particular sexual orientation unless it can be objectively justified. • Subject someone to harassment or crate an intimidating, hostile, degrading, humiliating or offensive environment. • Victimise someone because they have made or intend to make a complaint of discrimination on grounds of sexual orientation. • Discriminate against someone, in certain circumstances, after the working relationship has ended.

9. 4. Employment Policy Racial discrimination at work 1976 Which covers every part of employment. This includes recruitment, terms and conditions, pay and benefits, status, training, promotion and transfer opportunities, including redundancy and dismissal. It unlawful for an employer to discriminate against people at work on the grounds of : Race, gender, disability ,sexual orientation, religion or belief and age. Unfair discrimination in employment is wrong as it can lead to:  • It is bad for the individuals who are denied jobs and access to vocational training, who suffer from victimization or harassment because of prejudice.  • It is bad for the businesses as they are denying themselves access to the wide pool of talent and not sharing in the benefits - such as increased motivation, access to wider markets and other benefits that a diverse workforce and effective equality policies can bring.

10. Employment Policy cont…… Sexual orientations • In December 2003 the sexual orientation regulations, came into force. They cover discrimination, harassment and victimization in work and vocational training. They make  it unlawful to deny  people jobs because of prejudice about their sexual orientation. Religion or Belief • They cover discrimination, harassment and victimization in work and vocational training on grounds of perceived as well as actual religion or belief (i.e. assuming - correctly or incorrectly - that someone has a  particular religion or belief).