1.5 Model and promote values and behaviours that recognise and champion equality, diversity and inclusion and challenge discrimination and exclusion

This guide will help you answer 1.5 Model and promote values and behaviours that recognise and champion equality, diversity and inclusion and challenge discrimination and exclusion.

Leading a team in adult social care comes with the responsibility to set clear examples of fairness and respect. It is vital that you both model and promote values that recognise the importance of equality, diversity, and inclusion (EDI). You must also actively challenge discrimination and exclusion wherever they appear.

Promoting these values is not a one-off task. It requires consistent actions, clear communication, and unwavering commitment.

What is Equality, Diversity, and Inclusion?

Let’s break down what each term means in practice:

• Equality is about treating people fairly and giving everyone the same value, regardless of characteristics such as race, age, gender, disability, sexuality, or religion.
• Diversity is recognising, respecting, and valuing individual differences. This goes beyond just being tolerant; it’s about seeing difference as positive and enriching to the service.
• Inclusion means creating an environment where everyone feels they belong, can be themselves, and participate fully.

When equality, diversity, and inclusion become part of everyday practice, people feel valued and safe to contribute. This improves outcomes for both individuals receiving care and colleagues.

Modelling Positive Values and Behaviour

Your own actions are the strongest message to your team about what is acceptable.

Ways to model EDI every day:

• Use respectful, inclusive language in all conversations and written communications.
• Listen without judgement, making time for everyone’s views.
• Get to know your team as individuals—learn about their backgrounds, needs, and aspirations.
• Celebrate a range of cultural events and milestones, not just those of the majority.
• Accept feedback gracefully, especially where you may not have realised your own assumptions or biases.

If you mistake or overlook an issue, own up to it and learn. Show that personal growth is part of your leadership.

Promoting EDI Within the Team

You need to move beyond role modelling into active promotion.

Practical ways to promote EDI:

• Provide regular EDI training and encourage open discussion about difference and fairness.
• Make EDI visible in your workplace—display posters, invite speakers, mark relevant days (such as Black History Month or PRIDE).
• Ensure all policies and procedures reflect EDI principles—review recruitment, support, and discipline practices for fairness.
• Involve staff and service users with different backgrounds in policy and decision-making.
• Offer resources or adaptations for those with specific requirements, such as prayer space, flexible shifts, or assistive technology.

Recruitment should focus on skills and values, avoiding unconscious bias. Interview panels themselves should be as diverse as possible.

Challenging Discrimination and Exclusion

Discrimination can be direct (deliberate unfair treatment) or indirect (policies or practices that disadvantage some groups). Exclusion means leaving someone out, whether intentionally or not.

Your responsibility is to notice and address these issues.

How to challenge discrimination firmly:

• Act quickly when you see or hear inappropriate language or behaviour—do not ignore it.
• Use calm, clear language to point out why a behaviour is unacceptable.
• Support those affected privately and offer to help them report or resolve issues.
• Remind the team of policies and the service’s zero-tolerance stance.
• Record serious incidents according to organisational procedure and, where needed, escalate concerns to HR or safeguarding authorities.

Examples of what to say:

• “That comment isn’t acceptable here. We treat everyone with respect.”
• “I need you to stop and think how that might feel for someone else.”
• “Our policy is clear—discriminatory behaviour will not be tolerated.”

Creating an Inclusive Culture

Inclusion is about more than removing barriers. It’s about finding ways for everyone to participate and belong.

Supporting inclusion involves:

• Asking all staff and service users for their opinions and involving them in discussions.
• Adapting meetings, activities, or information to meet different needs—offering easy-read versions, translation, or accessible venues.
• Rotating key roles or responsibilities so everyone has a chance to contribute.
• Valuing input from quieter team members and calling out positive contributions in public.
• Providing support for those who may face particular challenges, such as staff with disabilities.

Encouraging Reflection and Ongoing Learning

Awareness of EDI issues develops over time.

Encourage your team to:

• Reflect on their own biases and assumptions, privately or as a group.
• Attend events or training on cultural awareness or specific areas of diversity.
• Speak up if they see unfair treatment.
• Share learning and best practice examples in meetings.

As a leader, set aside time for team discussions about inclusion. Make space for difficult conversations, reassuring staff that all voices are welcome.

Recognising and Celebrating Diversity

Acknowledgement and celebration show your genuine commitment to diversity.

Actions include:

• Marking a range of festivals and events—invite staff and service users to share their cultures or traditions.
• Showcasing stories or achievements of team members from different backgrounds in newsletters or team boards.
• Running themed meals, cultural days, or learning sessions led by different staff.

This increases understanding and reduces stereotypes or isolation.

Reviewing and Improving Your Approach

Make EDI a regular agenda item in team meetings and supervision.

Questions to ask yourself and your team:

• Are our policies working for everyone?
• Do all staff feel welcome and safe to speak up?
• Have we missed any opportunities to support inclusion?
• What have we learned from recent incidents, feedback, or audits?

Use this review to update your approach, organise further training, or adjust recruitment and day-to-day processes.

Example in Practice

A manager noticed that some staff on night shifts felt excluded from team decisions. After listening, she:

• Arranged for important discussions to take place at times night staff could attend.
• Sent out information in different formats so everyone had equal access.
• Appointed a team “inclusion rep” to collect worries or suggestions from less vocal staff.

This built trust and encouraged more participation from everyone.

Final Thoughts

To model and promote EDI means putting fairness, respect, and belonging at the centre of everything you do. Use your behaviour to set standards, promote learning, and celebrate difference. Act when discrimination or exclusion occurs—never ignore it.

Update your strategies regularly and ask for feedback. Remember, a fully inclusive team is stronger, happier, and better able to provide outstanding care for every individual they support.