Name: option Backup ; Sync. Then, to chose

Name: Nam Hoang DoPeriod 5Date: 03/05/2018Process EssayDo you like to save every moment on your smartphone’s camera? The photos and videos will be extremely precious memories for you in the future.

Unfortunately, one day your smartphone suddenly may break or get lost and those precious photos and videos will disappear forever! Today I will share with you about using Google Photos to backup and sync your picture collections in the most effective way.Firstly, you have to download Google Photos for your smartphone and login with your Google account. Afterwards, go to Settings ; Backup ; Sync ; enable the option Backup ; Sync.Then, to chose the upload size, go to Settings ; Backup ; Sync ; Upload Size ; High quality (free unlimited storage). Soon after, you can start uploading unlimited photos and videos to Google’s server. It is very great if all your pictures are saved on the cloud without worries about storage space.

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The disadvantage of this option is that the photos or videos be probably slightly reduced, but Google still gives you “great visual quality” for your pictures. Next, I believe you do not want to waste your expensive 3G/4G data just to backup and sync photos and videos, so go to Settings > Backup & Sync > disable all options in cellular data.Finally, you will enjoy the usefulness of Google Photos. Whenyou have photos or videos on your smartphone, they will be automatically backed up and synced to the cloud.

This app is very useful because once you have taken a photo or video, it cannot be retaken exactly the same moment. That is why if you use Google Photos you will not worry about losing your valuable moments.

Name: be responsible for transmission of data

Name: MUQADDAS BIBI MS (CS) 1st semesterSubject: Wireless CommunicationAssignment no#3Research paperDesign and application of sink node for wireless sensor network Question No#1Which problem is addressed in this paper?In wireless sensor network the main problem is how to improve energy efficiency of nodes.In This paper design of sink node is proposed this node can be responsible for transmission of data or instruction between sensor node and data. So it is proved in this experiment that the design of sink node is appropriate and consistent in observing environmental elements.

Question No#2Discuss other solution of this problem given in other papers?PROPOSED CONCLUSIONA flexible clustering mechanism “autonomous clustering and message passing (ACMP)” protocol is used for increasing energy efficiency in wireless sensor networks. In ACMPSensor nodes make clusters and dynamically choose a analogous cluster head (CH) to transfer the collected information. Sensor nodes form clusters and use minimum energy to exchange messages. It is proved by Simulation results that ACMP can attain a highly energy saving effect. Autonomous clustering and message passing (ACMP) protocol is used for conserving energy in wireless sensor networks.Sensor network life time can be increased by using an effective traffic balance scheme.

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ACMP gives the load distribution scheme by preserving the remaining energy to increase the life time of network. To avoid a node runs out of its energy ACMP gives a local re-clustering mechanism. From Experimental results it is shown that ACMP can preserve energy for lifetime of nodes.For reporting events a new, energy-efficient system is proposed. According to this scheme nodes that sense a certain event will combine themselves to make a cluster cluster head is selected that will gather data from the cluster members Forward that data to the mobile sink.for this scheme, a new sensor node model was introduced Network layer from scratch holds the state process model of the algorithm this layer was made by using a high-fidelity process modeling methodology.From Simulation results it is proved that message delivery ratio is increased and a highly energy saving effect is achieved.

The main objective is to save energy of sensor nodes as much as possible. maximum data aggregationQuestion No#3Discuss other solution comparison with first paper solution?1st paper …..

…..sink node design is proposed consist of three partsthe power module the storage/display module The communication module.different techniques such as Zigbee, Ethernet and GPRS are used on ARM7 microcontroller. (ACMP) protocol is used for increasing energy efficiency in wireless sensor networks.

According to ACMP sensor nodes can cluster themselves and choose a cluster head (CH) to transfer information. Nodes will establish themselves into a cluster that detect an eventSelect a cluster head that will gather data from the cluster members.2013 2011 2005Question No#4My point of view about solution of above problem? I think the solution given in first paper(Design and application of sink node for wireless sensor network) in this solution a design of sink node is given by using which energy consumption in wireless sensor network is very low so according to my point of view this is good idea.

NAME has positive functions on people’s lives and

NAME : NYASHA B MAKIWAPROGRAM :SOCIAL WORKCOURSE : HSW120REG NO :R17103811367333381100LECTURER : SEMWAYODUE DATE :23 MARCH 2018QUESTION :EXAMINE THE POSITIVE FUNCTIONS OF RELIGION AND THE IMPLICATIONS FOR SOCIAL WORK PRACTISE IN ZIMBABWEThe assignment seeks to project the affirmative functions of religion and the implications for social work practise in Zimbabwe. Religion has positive functions on people’s lives and on the practise of social work in zimbabwe .the positivity side include giving meaning and purpose to life ,reinforcing social unity, agent of social control ,for physical and physocological well being and motivation and this all applies to functionalism theory.

However basing on conflict theory religion also have its negative side which is reinforcing and promotion of inequality , social conflict leads to hostility and violence galvanised by religion differences. Social workers are therefore required to take a client’s whole self into consideration, should advocate for proper education and implementation of religious and spirituality interventions, learn client’s beliefs, and be and competent and to respect a client’s religion in order to provide good services to the service user and to be able to dwell, understand and solve client’s issues though they might face some challenges with regard to religion in their practise. Asher (2001) defines religion as “a formal set of beliefs, doctrines, law, practises and assignment of authority which are linked to an explanation of the creation and governance of the universe”. Social work is the qualified movement of helping individuals, groups or communities to improve or reinstate their aptitude for social functioning and creating societal conditions positive to this goal. There is a strong bond between social work and religion since religion is the foundation of social work as projected by (zastro, 2010),”social work has its historical roots in religious organisation, social work originated under the inspiration of the Judaeo-Christian religious tradition…”.Martin (2003) proposed that the emergence of social work can be sketched back to the nineteenth century in Britain with the establishing of the Charity society organisation. In Zimbabwe development of social work is knotted to Zimbabwe’s colonial past.

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Therefore religion cannot be given a deaf ear in social work practise, social workers are encouraged to be religious so as to execute their duties wisely. Religion is of great importance as it is a tool for social control. In relation to social control issue a social worker should be culturally competent and appreciate from the commencement that socio-economic circumstantial of the clients is moulded by where they come from and their beliefs and somehow its part of culture.

According to NASW (2001) cultural competence in social work is a lifelong, on-going process and includes the importance of religion and spirituality. In case of social control one can point out to the issue of a client who is a drunkard and belongs to Rastafarianism group and is an alcoholic addict. It might not be the path that person really wanted to choose but was influenced by the culture and the people surrounding him. There is need for a social worker to respect this person’s religion and culture and should be non-judgemental concerning him being part of it. A social worker through religion can then play the counselling role enlightening the person about his body being the temple of God and that each person should not abuse it and can even use the bible verse which talks of Jesus acceptance of everyone (mark 2:15-17).

As a social worker he or she can even educate the person on the after effects of alcohol. The client after this religious counselling can recollect with himself and quit alcohol and thus shows the importance of religion on controlling behaviour and on the practise of social work. Therefore a social worker is expected to have greater appreciation of diversity in religious matters so as to be able to listen to matters of the spirit during service providing to clients as emphasised by (Canda, 2005).Moreover, the significance of religion in people’s lives is that it gives hope, meaning and purpose to life.

A social worker can use religion to restore hope to those at the verge of losing hope .For instance a teenager who has been impregnated and the pregnant has been denied by the owner can think of abortion or even suicide due to thoughts of being no one or facing challenges of taking care of the baby. A social worker can use religion to boost the service user’s copying mechanism. He can do this by revealing the worthy of the baby which is in line with the Christian value that is of human beings being in God’s own image (genesis 1:26).The commandment of not killing can be of great help to a social worker .One might point out that this can result in an ethical dilemma whereby the social worker is a person who holds a certain religious or moral values about abortion and at the same time he is expected to keep the principle of determination.

The Christian values used by the social worker can help the teenager have hope and the courage to move on with life. This can be supported by (Rosmarin and Pargament, 2010) who reveals that religion improve positivity and hope among clients. Therefore one can be led to conclude that social workers should be well versed with religion as it helps one to be non-judgemental and to come up with strategies appropriate to deal with client’s issues. (Stander 1994) views religion as a vital source of ethical decision making which is important to social work practise.Moreover religion is of great prominence when it comes to the physical and psychological welfare of a person as it fosters recovery from trauma. Social workers in Zimbabwe can use religion to drag a person out of distress. For example, the issue of a client who might have lost the whole family due to an aeroplane crush. In this case a social worker is supposed to assess the client’s religion background and the level of interest in using religion.

Through the use of religious views basing on the clients belief, a social worker strengthens the ability of the client to copy up with the predicament as (hodge,2011) notes that religion and spirituality is recognised as a client’s strength that can aid a client’s well-being. This also reveals the aim of social workers that is to enhance the well-being of individuals and to help people so as for them to help themselves. Social workers are therefore are expected to be religious so as to be able to handle and assist their clients.Furthermore, religion is important as it can be used for social unity whenever there is a misunderstanding or a quarrel between individuals. A social worker can make use of religion so as to restore the relationship between two or more people and in this case he can be said to have played the role of a mediator.

Taking it might appear to be a challenge to a social wrker trying to respect such a decision from a client for example ,a young lady who might have quarrelled with her neighbour to thae extent of planning for a revenge.The custom of church strongly teaches that people should careand love one another.However in this case self determination is a central social work values with clients and it might appear to be a challenge to a social worker trying to respect such a decision from a client.

A social worker can use the verse from the bible which teaches of loving your neighbour as one loves himself and pointing out that each and every person was created after God’s own image and reviewing that no one is perfect each person has his own wicknesses.A social worker is presented as a counsellor and a peace maker since a client might end up realising the bad side of her thought and re-unite with her neighbour.Social workers should therefre be be prepaired to identify and adress ethical dilemnas resulting from the relationship between professional and spiritual values as (Neagoe ,2013) notes that it would help a social worker in providing good services to a client.However Karl Marx view of the rise of capitalisation in contemporary Zimbabwean shows that functionality of religion on the influence of economy can be viewed as negative because from Marx religion is seen as a source of “class ideology.

” On the other hand, it can be noted that functionality of religion is sometimes based on selfishness especially in the rich as they want to continuously oppress the poor. According to Marx, religion is used by the rulers or the Bourgeoisie to justify its economic, political, and social advantages over the oppressed. He views religion as an expression of oppression and suffering of the poor by the ruling class.

Conversely, he goes on to give a rather soothing side of it. Religion is reflected as a sigh of the oppressed, a sentiment of a heartless world and ‘opium of the people’. Despite these notions appearing divorced, they somehow act in a collaborative and complementary role in as far as the rise of Pentecostalism in Zimbabwe is concerned. To go against this way of life is to go against God’s plan thus proving that the functionality of religion is not only designed to benefit the society at large but mainly the rich so that they may continuously succeed while the poor will remain poorer. This source of class ideology is generated through the biblical term of master and servant which economically generate a negative relationship between the two resulting in corruption as a result of exploitation of workers.

This then mark the influence of religion to be a discord to the economic cohesion of contemporary Zimbabwe.To some up ,religion and social work practise has a great bond as religion is the foundation of social work practise.Inspiration to help others seem to have developed as part of religion.

Religion restores the physical and psychological well being of individuals ,tool of social control and fosters unity. However religion promotes social inequality,socail conflict and leads to hostility. In social work practise ,social workers are thus supossed to deal with a client as a whole ,assess a client’s religious background ,the level of interest in using religious views ,social workers should advocate for proper education concerning religion,be culturally competent and to respect client’s religion so as to provide client with good services.nggh REFERENCESAsher, M.; 2001. Spirituality and religion in social work practice. Social Work today. Available from: http//. Downloads/spirit-in SW (Accessed 20 June 2013). Canda, E. and Furman, L.; 1999. Spiritual diversity in social work practice: The heart of helping. New York: Oxford University Press.

Hodge, D. R. (2011).

Using spiritual interventions in practice: Developing some Guideline from evidence based practise International Federation of Social Workers (2014) Global Definition of Social Work. www.ifsw,org/policies/definition-of-socialwork/ retrieved 24thFebruary 2016Martin, H. (2003) `Social Research Today: Some Dilemmas and Distinctions’ , Qualitative Social Work Neagoe, A. (ed.) (2011b) Values and Spirituality in Social Work Practice.

Bonn: Verlag für Kultur und Wissenschaft Culture and Science Publication.

Name: a fairer society, where everyone can

Name: Christine Scott Date: December 23, 2017Championship, equality, diversity and inclusion . Diversity means difference. Diversity recognises that although people have things in common with each other, they are also different and unique in many ways. Diversity is about recognising and valuing those differences.

It therefore consists of visible and non-visible factors, which include personal characteristics such as background, culture, personality and work-style in addition to the characteristics that are protected under discrimination legislation in terms of race, disability, gender, religion and belief, sexual orientation and age. By recognising and understanding our individual differences and embracing them, and moving beyond simple tolerance, we can create a productive environment in which everybody feels valued.Equalityis about ‘creating a fairer society, where everyone can participate and has the opportunity to fulfil their potential’ (DoH, 2004).Equality means being equal in status, rights and opportunities no matter what their race disability, gender, religion, beliefs and cultural differences, sexual orientation and age.

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By eliminating prejudice and discrimination, we can deliver services that are personal, fair and diverse and a society that is healthier and happier.Inclusion is a sense of belonging, feeling included, feeling respected, valued for who you are, feeling a level of supportive energy and commitment from others so than you can achieve your best. Inclusion ensures everyone has access to resources, rights, goods and services, and is able to participate to activities. Equal Opportunities Policy and Procedure.According to the The Early Years Foundation Stage (EYFS) “The EYFS seeks to provide equality of opportunity and anti-discriminatory practice,ensuring that every child is included and supported.”Page 5 of the Statutory Framework for the EYFS 2014″Providers must follow their legal responsibilities under the Equality Act 2010” (3.

58)”Providers must have arrangements in place to support children withSEN or disabilities.” (3.67).I am committed to provide equality of opportunity and anti-discriminatory practice,ensuring every child is included and supported.My ethos is to ensure positive attitudes to diversity and difference, so that every childis included and not disadvantaged because of ethnicity, culture or religion, homelanguage, family background, special educational needs, disability, gender or ability.I have a legal duty under the Equality Act 2010 to be inclusive and offer an inclusiveprovision to children and their families. The Act incorporates the DisabilityDiscrimination Act (1995) stating that children with disabilities must not be treatedless favourably than children without a disability. ‘Reasonable adjustments’ will bemade to enable children with a disability to participate.

The facilities, equipment and access to the premises are suitable for children withdisabilities where ever possible.Children learn from an early age to value diversity in others and grow up making apositive contribution to society.I will meet the individual needs of all children by:• Valuing each child for whom they are and recognising differences; so theyfeel understood whatever their ability, ethnic background or gender.• Valuing each child’s culture by making connections between experiencesat home, my setting and the wider community.• Talking to parents and/or carers about their child’s progress anddevelopment, planning appropriate support where identified.• Delivering personalised learning, development and care to help childrenget the best possible start in life.Children who have special educational needs or a disability will be included, valuedand supported by identifying the need for additional support as early as possible:• I am aware of specialist help available from the Early Learning & ChildcareTeam on 01942 828 849.

I can attend an ‘Inclusion Progress Meeting'(IPM),with your written permission, by [email protected]• I will work with parents and/or carers and other agencies where required.• I will ask parents and/or carers if there is a need for any special services orequipment for children who may require additional support.• I put into practice the 0-25 Special Educational Needs and Disability Codeof Practice ; using the graduated response for identifying, assessing andresponding to children’s special educational needs.

Produced May 2014 Page 2 of 3 Review Date May 2015or when regulations change• I monitor the effectiveness of my inclusive practice by:o Listening to and valuing all children in my setting, ensuring they have avoice.o Observing children in my setting and assessing whether the learningenvironment encourages inclusive practice.o Ensuring my knowledge about different cultural groups is kept up-todate.o Actively avoiding gender stereotyping and challenging any expressionof prejudice or discrimination by children or adults.• I promote and value diversity and difference by:o Being positive about differences between people and support children’sacceptance of difference.

o Celebrating and valuing cultural, religious and community events andexperiences.o Providing books and resources which represent children’s diversebackgrounds and which avoid negative stereotypes.o Providing positive images of all children, including disabilities.o Supporting children’s understanding of difference and empathyencouraging positive attitudes and challenge negative attitudes with theuse of props such as puppets and dolls to tell stories about diverseexperiences, ensuring that negative stereotyping is avoided.o Encouraging children to talk about their own home and community life,and to find about other children’s experiences.o Strengthening the positive impressions children have of their owncultures and faiths, and those in their community, by sharing andcelebrating a range of practices and special events.o Visiting different parts of the local community.

o Providing role-play areas with a variety of resources reflecting diversity.Sharing stories that reflect the diversity of children’s experiences.o Ensuring that children learning English as an additional language haveopportunities to express themselves in their home language some ofthe time.o Taking reasonable steps to provide opportunities for children todevelop and use their home language in play and learning, supportingtheir language development at home. I must also ensure that childrenhave sufficient opportunities to learn and reach a good standard inEnglish language.• Under the requirements of the Childcare Register childcare will be accessibleand inclusive by taking all reasonable steps to ensure that the needs of eachchild, relating to their childcare, are met; and not refuse to provide childcare ortreat any child less favourably than another child due to their race, religion,home language, family background, gender or disability and/or learningdifficulty.• I must consider whether a child may have a special educational need ordisability which requires specialist support. I will link with, and help families toaccess, relevant services from other agencies as appropriateI regularly review and evaluate the effectiveness of my inclusive practice.

1.1 Explain models of practice that underpin equality, diversity, and inclusion in own area of responsibility.My role as a lead teacher, I am responsible for seeing to it that all individuals, their families, members of staff and those I am working in partnership with are treated equally. Everyone should be treated with respect and value. There are many legislations, codes of practice and also company policies which regulate equality, diversity and inclusion within my role, some are listed below: 1. Equality act 20102.

Essential standards for quality and safety3. Health and social care act 20084. The Disability Discrimination Act 1995 and 20055. Race Relations 19766. The Data Protection Act 19847.

The Mental Health Act 19838. Sex Discrimination Act 1975 and 1986 9. Human Rights Act 1998 10.

Educational Policies and Procedures 11. Healthy and safety policy – came from the health and social care policy and education act ,human and children rights act12. Dress code policy13. Napping policy14. Cell phone and tablet policy- came from the data protection act I use these policies to ensure all procedures are followed daily. Children are our first and foremost responsibility, using these acts helps me to ensure the kids are safe at all times.

The UAE have specific rules in regards to male and female. Example the boys use a different bathroom from the girls. Parents and staff data is secured and nothing is sent out without proper procedures. Children are accepted without any discrimination in my class and treaty equally. When a parent is late for a child he or she is called from the office to collect. We also have a late log for each teacher to fill out and the teacher on duty will let mom or ad sign when he or she has collected his or her child, this way we ensure safety at all times and accountably.1.2 Analyse the potential effects of barriers to equality and inclusion in own area of responsibility.

Potential barriers are those things that make things more difficult for certain groups and individuals. The barriers faced in my workplace includes: Age – each age group has a different general approach to work which can lead to conflict. Older colleagues may describe younger colleagues as been more active and younger colleagues criticizing older colleagues for being out of touch with what’s happening with the world today.

The older category of teachers may not be able to carry out some tasks and activities given. Mental Health – an individual suffering from mental health may face barriers due to a lack of understanding and compassion from other members of staff and the society at large, fears and negative comments that result in discrimination are often based on the assumption about a person’s traits or abilities based on what people may have heard or witnessed . This could result in ignorance, harassment and discrimination from other members and teachers on the staff.

Disability- persons with disabilities may be negatively affected, this could be due to a lack of self -esteem for themselves, they may also find that due to their disability other employees feel sorry for them and can result in them feeling like they are being sorry for , as they may feel that they are not capable of fulfilling their job role and are incapable. Other employees may also be worried about offending an employee with a disability as they would be worried they may say the wrong thing which could result in employees avoiding that person or being afraid.Faith/ Religious beliefs – if you follow a certain faith or have certain beliefs this may cause barriers as that employee may require certain times or days off from work due to their beliefs, for those staff members who do not follow a faith they may feel like they are treated unfairly as allowances are made for that person.Sexual Preferences – this could cause potential barriers as an employee with a different sexual orientation may feel isolated if other people have strong views or other beliefs on the matter. An employee of a certain sexual orientation may feel as though they do not wish to disclose this to others in fear of what others may say and if people may talk about them or make jokes or remarks.

Language Barrier ,Communication , literacy and language- with the increased influence of globalization many workplaces have employees who come from other countries, workers who speak with a strong accent could find their colleagues have difficulty understanding them. Some of the individuals we work with may need more support to ensure their voice is heard and they are able to have power in the decision making process. Remember that everyone is an individual.

People do not always like to be categorized as from of a particular group. Individuals within groups will have great wealth of different experiences, views and opinions.According to the Equality act 2010 the legislation relating to equality, diversity and inclusion offers protection from discrimination on grounds of age, disability, gender, race and ethnic origin, religious faith or belief and sexual orientation. It has a huge impact on service providers as they are responsible for ensuring that needs are met and that individuals are receiving quality education and respect. It is also security for the individuals to know that we as support staff have an obligation to meet certain standards. We must be compliant with the legislation it must be embedded in the policies covering Equality, Diversity and Inclusion in the workplace. Since working in a managerial role I have adopted a very broad-based approach to ensure that all relevant legislation and requirements are taken seriously and adhered to and I take full responsibility for actions in my responsibility .

As a lead teacher I am responsible for ensuring on going appropriate staff development and training to support all staff in promoting equality and diversity and meeting legislation requirements. I also meet with staff to give updates on relevant events and legislation and to discuss issues .Educational, health and social care providers are obliged to incorporate legislation relating to equality, diversity and discrimination into their policies and procedures. Workplace procedures ensure best practice regarding how support must be carried out, and they must be followed. Anything else would be breaching an individual’s rights and could also lead to disciplinary action.1.3 Analyse the impact of legislation and policy initiatives on the promotion of equality, diversity and inclusion in own area of responsibility.

As a lead teacher It’s my duty to ensure ongoing staff workshop and training to support my staff in meeting legislation outcomes. My staff must always be in the loop. Workplace procedures must be followed keenly. I have to provide support promoting rights, value towards one and all.Through the legislation I am able to empower others, deal the disagreements, and Identify the any type of discrimination and how to deal with it.Through the company policies and procedures and in the delivery of the service , as a team we promote equality and uphold individuals equality of opportunity, individual rights and choice, their privacy, individuality ,independence, dignity, respect, promote empowerment and value, equality of care, confidentiality and their wishes and needs.

As a team we promote the following:1. Complaint procedure – readily available in various formats to meet the needs of parents, children, staff and others.2. Meetings- Staff have the right to and are encouraged to participate in meetings regarding changes to the classroom or organization and gives them the chance to speak up.

3. Maintaining confidentiality – Storing all information safely and securely and only sharing information on a need to know basis and where necessary.4. Offering choices and encourage independence- to think critically and make positive choices.5.

All staff members are allowed to practice their religious beliefs in the manner they wish, we have staff members who we support to go to church and another individual whose preference is to attend a church of God church, so we support them to do so.6. Respecting individual privacy.7. Workplace policies and procedures readily available to all in various formats. These ensure all procedures are followed. We use for example the complaint procedure to build ourselves as a team.

Encourage our staff to speak freely eg: we meet every Monday and Wednesday as a staff to discuss matters. My staff and support staff are allowed to speak and think critically.Termly appraisals are done to monitor and support each staff.

They are updated about any changes and how this will affected them and give their opinions.2.1 Promote equality, diversity and inclusion in policy and practice.

We always try to follow the aim of the MOE which is: VisionInnovative education for a knowledge, pioneering, and global society.MissionDevelop an innovative Education System for a knowledge and global competitive society,that includes all age groups to meet future labour market demand, by ensuring quality of the ministry of education outputs, and provision of best services for internal and external customers.As a nursey the MOE keeps us on our toes so we will always do what is right so we can have a school with happy kids,parents,staff. In keeping with guidelines of the MOE we must meet all the needs and promote respect.According to OFSTED based on Equality and diversityAs a public body, we publish regular information about what our equality objectives are and how we’re meeting them.Ofsted is committed to equality and valuing diversity within our workforce. We aim to reflect these commitments and values in our day-to-day interactions with customers, colleagues and partners.Equality objectivesTo show that we meet our obligations under the Equality Act 2010 we publish an annual employment report focusing on equal opportunities in employment.

We as a nursery will always follow because we believe in quality service so we aim to please.It is my role and responsibility to ensure that all staff promote equality, diversity and inclusion, to all of the individuals we support some of the ways in which we do this are: by showing dignity and respect and allowing privacy and dignity in the way that suits the individual and also the way that information is handled making sure that it is passed on only when permission is received and done in a proper manner. When providing information to parents, staff and others it should be made available in different formats for example: large print, video, total communication, other languages, providing an interpreter where necessary. It is vital that each individual has the choice to make their own decisions and that each decision and opinion is important. It is important to also create a productive environment in which everybody feels valued, their talents are fully utilized and services meet the requirements of diverse service users. Avoid using negative or offensive language and images which convey negativity. Avoid making assumptions about people’s ability to do things or not do things.

Don’t assume that you understand their needs and requirements it is important that individuals are involved in their lives outcome as much as possible .It is important that staff attend relevant training meetings and supervision so they are aware of their role and accountability with regards equality and diversity. They are able to learn the principles of good practice and keep up to date with new developments and changes to relevant legislations and laws.

During supervision I ensure staff are fully aware of the complaints procedure and they are encouraged to report any issues they feel need to be challenged regarding discrimination and use the correct chain of command.We follow the guide line of the Ministry of Education carefully.2.2 Challenge discrimination and exclusion in policy and practice.As a lead teacher and manager of my class I am always seeking to ensure equality and eliminate discrimination my own way of managing this is by engaging people using our nursery and their families in shaping future support. Present staff with a vision of goals and aims we are working towards and where we see ourselves in future years and having a mission statement which states what our aims are as a company. Create a friendly environment which supports equality and challenge discrimination.

Work together with the staff team and raise their awareness of the importance of equality and equip them through training, standards and supervision to recognise and tackle discrimination, and enhance equality.It is also about challenging others if necessary and speaking up for the individuals you support when they cannot speak up for themselves. It can be difficult to challenge discrimination, so it is important to consider how to deal with different and often difficult situations. To be able to challenge discrimination I require knowledge of policy, procedures and practice. If I feel, confident about what is good practice, it will be easier to deal more effectively with incidents that arise. When discrimination happens it may be not always be intentional it can be because of ignorance or lack of understanding .

It is not easy to change the views of others but it is important to challenge discriminatory comments and actions and deal with them immediately. When challenging discrimination it is important to gather accurate information and when dealing with it is important to always act fairly and try to see things from the other person’s point of view and consider that there could be different pressures, needs and cultures. Use positive language and never use words or phrases that could be disrespectful or rude towards another person and do not allow prejudices and stereotyping to influence you and do not accept any type of discriminatory behaviour.2.3 Promote others with information about:The effects of discriminationThe impact of inclusionThe value of diversity Staff meetings and workshops, Equality act 2010 Essential standards for quality and safetyHealth and social care act 2008The Disability Discrimination Act 1995 and 2005Race Relations 1976The Data Protection Act 1984The Mental Health Act 1983Sex Discrimination Act 1975 and 1986 Human Rights Act 1998 Educational Policies and Procedures Healthy and safety policy – came from the health and social care policy and education act ,human and children rights actDress code policyNapping policyCell phone and tablet policy- came from the data protection act A good way to provide staff with information about the effects of discrimination is to ensure they regularly attend the appropriate equality, diversity and inclusion training. I also discuss things during team meetings, supervisions and appraisal.

I try to ensure all staff are aware of the procedures to follow if they suspect discrimination is taking place or they are themselves are experiencing any form of discrimination. Discrimination can affect people both physically and emotionally by causing: The effects of discrimination1. Depression2. Anger3. Loss of self – esteem4. Isolation5. Stress6.

Loss of purpose7. Reduced individual rights8. Mental illness9. Terminal illness10.

Restricted opportunities The impact of inclusion In terms of the workforce, inclusion may lead to the feeling of acceptance in an organisation which links to satisfaction with the organisation and commitment to it. This leads to increased productivity and more effective team and partnership working. In respect of the children, parents and others, by considering their needs and then designing the services to meet those needs inclusion can be attained.

By enabling people to access educational services and informing and supporting them, developing their skills and developing meaningful services. This improves health and wellbeing, reduces discrimination and increases inclusion.The value of diversityHaving a vast and different group of teachers from different backgrounds simply means recognizing that all the people are unique and different in their own way. Their differences could consist of their ability, cultural background, personality, religious beliefs. When people value diversity, they recognise and respect the fact that people are different and that these differences is generally a good thing. For example, when attempting to solve a problem, it is better to assemble a diverse team with many skills and many different ways of approaching the problem than it is to assemble a team that has all their strengths concentrated in one area. This in turn will not only benefit both the organisation and the team as a whole but also the service users who use the service.

2.4 Support others to challenge discrimination and exclusion. My role as a lead teacher, one of my most important responsibilities, with regards to discrimination and exclusion is to ensure all staff have attended training and are fully aware of the workplace policies and procedures in this area. By ensuring staff have this information, knowledge and skills they will be more able to identify situations where discrimination is taking place and will be aware of the correct procedures to follow in the event of dealing with it. Supporting both staff and parents to challenge discrimination and make a complaint will also be part of my responsibility.

Parents and others should also be supported and encouraged to complain if they feel discriminated against or excluded. By providing parents and others with details of where they can seek further support and advice regarding discrimination, will allow them to feel they have more choice and control over their lives. Every workplace should have the following in place to ensure both parents and others and staff knows how to complain whistle blowing policy, complaint procedure, appeals procedure once a complaint has been made it is important to monitor and review the situation to ensure it doesn’t happen again. Some complaints may result in a review of practice and a change to the workplace policies.

This is my experience in my home country St Hilda’s High School in St Ann, where sixteen-year-old head girl Jade Bascoe was recently stripped of her title as well as that of house captain because she is a Jehovah’s Witness, claimed much of our attention over the past few weeks. After one got past being shocked that this was even happening, attention became focused on the “what next” — how quickly and by what mechanism redress would be accomplished for this act of bigotry within the education system. It made the headline of the Gleaner. Based on her religion she was subjected to this, she lived beside my aunt but had to move. I uplifted her through encouraging words and they are presently in court fighting on her behalf.3.1 Analyse how systems and processes can promote equality and inclusion or reinforce discrimination and exclusion.

We have a goal which fully states our commitment of the service towards diversity, inclusion and equality. There is also written policies that reflect the rights and responsibilities of those using the nursery and it’s environment .Policies provide guidance for staff and visitors to the nursery on ways to ensure inclusive practice. Policies are developed in response to legislation (The Education Act 2011) By having these systems and processes in place it ensures that any discrimination is dealt with in the correct way and according to my workplace’s practices ensuring all individuals are treated in a fair and equal manner. Policies which promote equality and inclusion give out a positive message and encourage an atmosphere of mutual respect. There are also systems in place for effective monitoring, reviewing and reporting on progress in relation to equality of opportunity, diversity and inclusion. Monitoring includes, providing service users and their families with questionnaire’s to complete .

Also by having a complaints procedure in place and ensuring everyone is aware of the procedure, individuals are able to voice their opinions and report any discrimination or inequalities they have experienced and access support. All complaints are carefully monitored and acted upon. As a member of the team, I share responsibility with my staff, to ensure that anti-discriminatory practice is promoted and also recognise when discrimination is happening.Information gathered from the questionnaires is used to help build our nursery it helps us to do our evaluation and see what we need to improve on.

3.2 Evaluate the effectiveness of systems and processes in promoting equality, diversity, and inclusion in own area of responsibility.It is important to evaluate the effectiveness of the systems, as this enables me to reflect on my current practice, look at my strengths and achievements and also to ensure any gaps are addressed . According to: Papanastasiou Elena C. This can be done by carrying out regular reviewing, monitoring and evaluating the effectiveness of my systems and processes. It will also provide opportunities to gather the views of colleagues, parents and others. Using self-evaluation in this way builds up the morale of the setting and reassures all involved that it is working to improve the quality and its effectiveness. My evaluation include: How effective my current systems and processes are:Do my policies and procedures cover all current legislations? Is there an effective communication system in place for reporting
egistering complaints?Are children, parents and others happy with the service provided? Is staff morale good? An evaluation is done termly.

We use parents and staff feedback to see where we are and where we are going. Through my eylog system I can see parent’s feedback and opinion on their kids. We also communicate daily and through workshops. I also look at communication among staff, parents and teachers.

3.3 Propose improvements to address gaps or shortfalls in systems and processes. After evaluating the workplace the next stage is to decide what action needs to be taken to address gaps and shortfalls in systems and processes and produce a report of my findings, create an action plan setting out what changes are needed. It also includes details of how improvements will be made and a timescale for any changes to take place. All team members should be aware of their own role and responsibility regarding the implementation of the plan. All employees will be actively involve,so they are aware of what goals and improvements you are working towards and they can then be given their own responsibility using their strengths to participate in improving the service.4.

1 Describe ethical dilemmas that may arise in own area of responsibility when balancing individual rights and duty of care. When working in educational environment, we are often faced with situations involving moral dilemmas. Therefore, it is very important that the lead teacher/ manager has a clear understanding of how everyone differs and has their own opinions and morals. When working with people we have a duty to protect their rights. If a proposed course of action or a proposed treatment could be harmful to the individual, we have to look at the advantages and disadvantages. We should ensure that environment safeguard individuals.

Empowering an individual means ensuring that they know enough to make an informed choice about decisions that could affect the quality of their lives. This helps individuals to have control over their own lives. It is important that support workers empowering individuals to make their own decisions.4.2 Explain the principle of informed choice.Parents and others should be able to make informed choices about the services they receive and the most suitable treatments for themselves. They should be treated in ways that enhance their ability to choose, and should not undermine their capacity.

Informed choice means that parents are encouraged to consider a range of options, that they have the decision, and share responsibility for the outcomes. My role is to give a fair but accurate advice and information about the options available, enabling them to make an informed and just decision based on that information. I would outlined the curriculum done the advantages and disadvantages because each child is different.4.3 Explain how issues of individual capacity may affect informed choice. For a parent or others consent to be valid, the person consenting must have theAbility and knowledge to make the decision .It must be made voluntarily and the decision to consent or not consent to must be made alone, and must not be made because of pressure from staff, friends or family. They must be given full information about what the decision involves.

The person must be capable of giving consent, which means that they understand the information given to them, and they can use it to make an informed decision. There may be several reasons why an individual is unable to make an informed choice and decisions can be made on behalf of the nursery without consent, if decisions are made in the person’s best interests. The reason could be because they have mental health or physical issues where they are unable to communicate their wishes and have a lack of understanding. Every adult has the right to make his or her own decisions and it must be assumed they can unless it is proved otherwise. Also, a person must be given all reasonable help before anyone treats them as though they are unable to make their own decisions. Just because someone makes what might be seen as a poor decision, it should not be assumed that they are unable to make any decisions. Any decision made for a person who is unable to so for themselves must be done in their best interests.

Any decisions made for someone else should not restrict their basic rights and freedoms.4.4 Propose a strategy to manage risks when balancing individual rights and duty of care in own area of responsibility. This may involve carrying out risk assessments which allow the individual to undertake positive risk taking, whilst protecting and safeguarding them. Positive risk taking is about looking at the potential risks but also the benefits it could have and developing plans and actions that reflect the positive outcome for all.

It involves using available support to achieve positive outcomes, and to minimise the potential harmful outcomes. It is a very carefully thought out strategy for managing a specific situation or set of circumstances. This is done by: Balance risk of harm with the benefits of independence and choice. Enable people to make informed and positive choices. Support people to manage risk and setbacksMutual accountability in choices and decisions.

Keep people informed. Support planning. Regular monitoring and reviewing situation through team meetings and partnership working with parents, other stakeholders , family, staff and friends.Sources/Information


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