Section One: Title, aims, objectives
|Title or working title of the project (in the form of a question, objective or hypothesis)|
The Impact of Equality Act 2010 on Service Providers in UK Health & Social Care Sector
Project aims and objectives (e.g. what do you wish to achieve? What do you want to learn to do? What do you want to find out?)
The main aim of this research project is to know about the impact of the Equality Act 2010 on service providers of the health and social care sector of the UK. By knowing about the impact of this legislation, the effectiveness of this law can also be founded and which is very much useful to increase the awareness of the service users about their rights. It is important because they must get equal rights from the health and social care sector. This research is done for these purposes.
The researchers must have to prepare some objectives of their project work which will make it smooth and perfect. So, it is necessary to fix all the objectives of the project work and perform the project work according to these objectives. The objectives of this research are:
1. To understand the Equality Act 2010 in terms of application in the health and social care sector
2. To understand the implication of Equality Act 2020 for health and social care providers
3. To conduct a survey to understand the knowledge and understanding of health care providers about the Equality Act 2020
4. To analyze the impact of the Equality Act 2010 on the health and social care sector
5. To increase awareness among the health and social care providers about the implication and impact of the Equality Act 2010
Section Two: Reasons for choosing this project
|Reasons for choosing the project (e.g. links to other subjects you are studying, personal interest, future plans, knowledge/skills you want to improve, why you feel the topic is important)|
· The Equality Act 2010 is applicable for all health care providers. According to this act, it is the right for everyone to be treated with respect and dignity. This act prohibits discrimination on named grounds, called “protected characteristics”. These protected characteristics include sex and sexual orientation, belief, race, maternity and paternity, disability, gender, age, etc. Additionally, this act prohibits some indirect discrimination including victimization and harassment.
This act also applies to employment. It is essential for every service provider to understand this act clearly and preciously to reduce unlawful discrimination, ensure quality in the workplace, foster relationships among different equality groups, and promote advanced equality of opportunity. However, many health and social care providers are now aware of the implication and impact of this act in the workplace. Thus, this study will conduct a study on the implication and impact of the Equality Act 2010 on the health and social care sector in terms of the service providers.
|Section Three: Precedents and Sources|
|According to NHS (2020), the Equality Act 2010 ensures equality duties for all public sector bodies. This means service providers must integrate the advancement of equality in their workplaces and duties. Ali and Burns (2013) stated that Equality Act 2010 protects different characteristics including age, disability, belief or religion, sex and sexual orientation, race, marriage and civil partnership, and gender reassignment. On the other hand, the Department of Health (2011) disclosed that this act prohibits discrimination, adjustments for a disabled person, discrimination for supplementary, and others like harassment and victimization.|
A report published by Care Quality Commission (2019) disclosed that due to the imposing of the Equality Act 2010 the relation between equality for health, providing good quality care and equality for health is now well established. Equality and Human Rights Commissions (2020) said Equality Act 2010 meets the need to eliminate discrimination, advance equality of opportunity, and foster good relations among diverse groups of people in the workplace.
The Equality Act 2010 established equality duties for all public sector bodies which aim to integrate consideration of the advancement of equality into the day-to-day business of all bodies subject to the duty. NHS England has produced a document for NHS commissioners on the duties covered by both of these Acts. Additionally, the Health and Social Care Act 2012 introduced the first legal duties about health inequalities.
It included specific duties for health bodies including the Department of Health, Public Health England, Clinical Commissioning Groups, and NHS England which require the bodies to have due regard to reducing health inequalities between the people of England. The Act also brought in changes for local authorities on public health functions. These pieces of legislation may be seen as complementary in setting a framework for the public sector to take action to reduce inequalities within England at local and national levels (NHS, 2019).
Implementation of legislations
The Equality Act 2010 provides a legal framework. This act ensures individuals in receiving accessible, effective and respectful services. Quality protection was introduced in 1988 as the government’s main initiative to improve children’s social service. While applauding the attempt to improve services attention is drawn to four areas on which progress will depend better performance indicators, the extent and quality of research-based evidence.
The expansion of professional’s social work training and user feedback and involvement. The first of the Quality protects objectives on promoting secure attachment is highlighted and the evidence for the current emphasis on adoption is considered. The article concludes that the extent of progress that is being made to help children and families in difficulty will need to be assessed by systematic research as well as by routine service performance indicators (NQSW, 2010).
Impact of legislation
Legislation and code of practice work together with my organization’s policy to make sure those individuals are cared for in accordance with the policy and procedure that govern the health and social care sector. There is a number of principles that support the organization’s policy like, the Equality act, the safeguarding act, and the human rights act 1998. most health and social care settings will keep a watchful eye on the new laws and legislation to see when they are updated or change because if they are not aware that the policy has the change they could be in breach of the legislation that governor their organization and that could have a serious effect on their business (SCIE, 2020).
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HND in health / social care
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