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Understanding Social Care Values: Equality Act 2010 and Discrimination in the UK

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Introduction: Understanding Social Care Values

The study described the Social Care Values in the services provided by the social workers within the country. The term “Social Work” refers to the practice that is based on the profession of work. It is a type of discipline that signifies the academic importance that helps in the promotion of “social change” and leads the country to develop gradually by empowering the citizens who required social care. There are certain laws and policies mentioned under which they establish their regulations. The study concentrated on the outcome of the learning by highlighting the facts based on “Social Work”. The study focussed on the functioning of the “Equality Act 2010” (Gov, 2023). It had gone through a clear understanding by implementing the relevant theories chosen for understanding the concept. I selected the topic of “Discrimination and oppression” which are all included in the “Act of Equality in 2010” (Gov, 2023). The study had a detailed discussion on “Anti-oppressive Practice (AOP), the overall study focused on the relevant theories that help in analysing the information related to this topic. The study had not only focused on the theories and Acts but also the responsibility of the social workers in their field profession. However, I argued the study by focusing on these points to find out the current situation of “Discrimination and Oppression” within the country. The study represented a critical analysis of the data and information that was collected from the literature that is relevant to the study.

Main body

Equality Act 2010

The law “Equality Act 2010” refers to the legal provision that will help citizens from discrimination in the place of work or within the society by the surrounding people. The law had replaced the earlier established law of the “Anti-Discrimination Act” by, making it a single Act, to make the law easily understood and accessible by everyone (Gov, 2023). However, it had not replaced only one law but the Acts such as “The Sex Discrimination Act of 1975”, “The Race Relations Act of 1976” and “The Disability Discrimination Act of 1995" which had adjoined to form one Law (Gov, 2023). The main framework of the Act came into existence on 1st October 2010. The framework represents the basic requirements of the protection against discrimination that comes in line through "Direct” or “Indirect” harassment in society (Hwang et al. 2019). This law applies to any kind of harassment that takes place anywhere on public grounds. It focuses on awakening people and spreading positive attitudes in society towards illegal activities. There are divisions of provisions that explain the whole structure of the Act that includes: "Provisions relating to disability”, “Provisions relating to work”, “Age discrimination” etc (Bhopal and Henderson, 2021). The main aim of the Protection Act is to help the citizen of the country to demolish the discrimination factor from society, and to live a healthy and independent life.

Protected Characteristics

The term “protected characteristics” refers to the concept that is involved in the “Equality Act 2010”. There are about 9 protected characteristics in the Act and they are clearly explained separately in the context of the study. The types of discrimination that are listed within the protection criteria: are age, being married, and gender inequality (Neumark et al. 2019). The law aims to protect the citizen in the policy of “non-discrimination” and “harassment” in a society where Race includes the understanding of the law that asks for a non-discrimination policy that includes the colour of the skin, and texture of the hair. Colour signifies the skin pigmentation problem where people are often discriminated against (Khan et al. 2019. Within the above studies, I selected the study of skin colour discrimination in the U.K. The country had growing discrimination in the case of skin colour. The growing conflicts between Black and White people where the issue was termed “Colourism”. The movement was started for the Black people that was known as the “Black Lives Matter movement”. Discrimination occurs from within the personal surroundings. The study I had focused on a particular topic to bring out the actual concept of Skin colour discrimination within society. The increase in discrimination towards the “Black people” had highly impacted the origin of the people and even hampered their independent lifestyle. Skin colour leads to the identification of livelihood status according to which from childhood till the age of adolescence people of Black skin had to face many problems in every field of work. I explored the various Acts that were implemented to mitigate the conflicts by establishing law and order within the country.

Concept of Discrimination and Oppression

The concept in the study about “Discrimination” refers to the chain of events that takes place within the life of an individual where the person experiences the situation of insult, issues related to injustice, problems related to racism, equability within the society, etc[Refer to Appendix II]. According to the legal definition “Discrimination” refers to the untreated behaviour of the individual where he/she feels uncomfortable and disfavourably treated or violated that can be in the discrimination grounds such as sex, ethnicity, religion, sexual practice, discrimination in case of age and the gender equality that includes the justice of transgender. The concept of “Oppression" refers to the wrong application of power on someone which means forceful activities taking place within the society. That explained that activities that explain to be unlawful, and wrong. It is often referred to as the "subjugation" that is carried by a specific group and apply power to other illegally and unlawfully.

Difference between the above two concepts

The difference between the two concepts refers to the unlawful activities that are different in their field of practice. Discrimination refers to the differentiation in the field of work due to varied reasons that can be skin colour, the texture of the hair, clothing style, religion etc. Whereas on the other hand the concept of "Oppression" refers to the understanding of a group of people who unlawfully apply power that is wrong upon others to forcefully carry out any illegal activities.

Theories

The theories are chosen in the context of the study that explains various conditions which had been highlighted the factors of “Discrimination” and “Oppression”. According to Roscigno, (2019), the study explained the research that was made on the discrimination that takes place within the workplace. The research highlighted the concept of “inequality, harassment and discrimination". It thoroughly discussed the injustice activities that take palace in the workplace where the factors include race, gender and vulnerabilities in case of age factor. The study also discussed the impact of the people working within the environment. The study also conducted a survey that explains the results according to it. Similarly, according to Hyland et al. (2020), study discussed the inequality among the genders within the workplace. The theory had mainly focused on the understanding of the women's position within the workplace which creates a sense of discrimination[Refer to Appendix I]. They focused on the understanding of the unequal treatment of women and men in the workplace. They also focused on the eight indicators of the study where they discussed the mobility indicator, workplace indicator, pay indicator, marriage indicator, parenthood indicator, entrepreneurship indicator, assets indicator and pension indicator. According to Hackett et al. (2019), it had been discussed based on the survey made on the women who had participated in the household activities. The objective of the study clearly states the concept of "cross-sectional" and "prospective association" which was concentrated on the discrimination made of sex, health and well-being of the population. The result that was obtained from the study was explained that about 576 (19.5)% involving participants. The overall study concentrated on understanding the injustice among women. However, the study concentrated on the concept of discrimination in the workplace in favour of the women's gender category. Similarly, the discrimination factor had been highlighted in the study of McMunn et al. (2020), which concentrated to find out the gender division in the case of payment of salary. The study highlighted the discrimination situation in the country of the U.K. The study concentrated on the understanding and extraction of the concepts of "Economic Bargaining Theories”, and “Gender Ideology Theories”. The study followed the hypothesis that depends on the study based on the empirical study. The overall studies concentrated on the discrimination factor where each literature had conducted the survey and the authentic data based on the collection of primary data.

Conclusion

The study concluded with discussions made on the overall study. The concept of social work and social justice to citizens had been highlighted. It strongly focused on the understanding of the concept of “Discrimination and Oppression”where the Act and its policies and regulations are described within the study at the very first as before leading further to the study the concept towards the laws must be clear. I designed the study in such a way that will help in understanding the concept of the research study sequentially so that each concept gets cleared and direct linkage can be represented. However, the study helped in building up of concept and planning further actions to help in the development of the Act introduced in future.  

References

Journals

Bhopal, K. and Henderson, H., 2021. Competing inequalities: Gender versus race in higher education institutions in the UK. Educational Review73(2), pp.153-169.

Bilan, Y., Mishchuk, H., Samoliuk, N. and Mishchuk, V., 2020. Gender discrimination and its links with compensations and benefits practices in enterprises. Entrepreneurial Business and Economics Review8(3), pp.189-203.

Burn, I., Button, P., Corella, L.F.M. and Neumark, D., 2019. Older workers need not apply? Ageist language in job ads and age discrimination in hiring (No. w26552). National Bureau of Economic Research.

Dlamini, N.J., 2021. Gender-based violence, twin pandemic to COVID-19. Critical Sociology47(4-5), pp.583-590.

Gibney, M.J., 2020. Denationalisation and discrimination. Journal of Ethnic and Migration Studies46(12), pp.2551-2568.

Hackett, R.A., Steptoe, A. and Jackson, S.E., 2019. Sex discrimination and mental health in women: A prospective analysis. Health Psychology38(11), p.1014.

Htun, M., Jensenius, F.R. and Nelson-Nuñez, J., 2019. Gender-discriminatory laws and women’s economic agency. Social Politics: International Studies in Gender, State & Society26(2), pp.193-222.

Hwang, T.J., Orenstein, L., Kesselheim, A.S. and Bourgeois, F.T., 2019. Completion rate and reporting of mandatory pediatric postmarketing studies under the US Pediatric Research Equity Act. JAMA Pediatrics173(1), pp.68-74.

Hyland, M., Djankov, S. and Goldberg, P.K., 2020. Gendered laws and women in the workforce. American Economic Review: Insights2(4), pp.475-490.

Khan, M.S., Lakha, F., Tan, M.M.J., Singh, S.R., Quek, R.Y.C., Han, E., Tan, S.M., Haldane, V., Gea-Sánchez, M. and Legido-Quigley, H., 2019. More talk than action: gender and ethnic diversity in leading public health universities. The Lancet393(10171), pp.594-600.

McMunn, A., Bird, L., Webb, E. and Sacker, A., 2020. Gender divisions of paid and unpaid work in contemporary UK couples. Work, Employment and Society34(2), pp.155-173.

Neumark, D., Burn, I., Button, P. and Chehras, N., 2019. Do state laws protecting older workers from discrimination reduce age discrimination in hiring? Evidence from a field experiment. The Journal of Law and Economics62(2), pp.373-402.

Rodgers, W.M., 2019. Race in the labour market: The role of equal employment opportunity and other policies. RSF: The Russell Sage Foundation Journal of the Social Sciences5(5), pp.198-220.

Roscigno, V.J., 2019. Discrimination, sexual harassment, and the impact of workplace power. Socius5, p.2378023119853894.

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