1.2 Describe the societal and historical influences underpinning equality, diversity, inclusion and human rights

This guide will help you answer 1.2 Describe the societal and historical influences underpinning equality, diversity, inclusion and human rights.

Understanding why equality, diversity, inclusion, and human rights matter in adult care starts with looking at history and society. Events over time have shaped laws, policies, and attitudes. These changes help explain why these principles are central in care work today.

Early Attitudes to Difference

Earlier societies often treated certain groups unfairly. For example:

• People with disabilities faced exclusion or were sent to institutions.
• Women had limited rights and opportunities.
• People from Black, Asian, and minority ethnic backgrounds faced prejudice, segregation, and barriers to education and work.
• LGBTQ+ people experienced criminalisation and widespread discrimination.

Many people were denied their basic rights based on who they were. Some attitudes were based on a lack of understanding or fear of difference. These old ways of thinking led to inequality and exclusion, which are still sometimes seen today.

The Influence of Social Movements

Change began with groups standing up for fair treatment. Campaigns for civil rights, gender equality, disability rights and LGBTQ+ rights changed minds and laws.

Key examples include:

• The suffragette movement, which fought for women’s right to vote.
• The civil rights movement in the USA, which influenced similar campaigns in the UK.
• Disability activists who challenged poor treatment in institutions and demanded access and respect.
• Pride marches and campaigns for LGBTQ+ equality and the repeal of unfair laws.

These movements raised awareness and encouraged society to challenge discrimination. Over time, more people saw equality as a basic principle that benefits everyone.

The Growth of Human Rights Principles

After World War II, there were important changes in how countries worked together. The horrors of war and the Holocaust made clear the need for universal human rights.

In 1948, the United Nations issued the Universal Declaration of Human Rights (UDHR). This document set out the rights and freedoms that everyone deserves, regardless of background. The UK helped write and sign this declaration.

These ideas later influenced UK laws like the Human Rights Act 1998. The European Convention on Human Rights (ECHR) gave people in the UK ways to protect their rights through the courts.

Changes in UK Law and Policy

Over the past 50 years, unfair treatment became less acceptable in public life. Several key changes included:

• 1960s and 1970s: Laws were created to fight discrimination related to race, gender, and disability.
• 1975: The Sex Discrimination Act promoted gender equality.
• 1976: The Race Relations Act challenged racial inequality.
• 1995: The Disability Discrimination Act aimed to remove barriers for disabled people.

Each law looked at a different aspect, but together they helped shape the more wide-reaching Equality Act 2010. The law now covers a much broader range of protected groups. Expectations of fairness and inclusion have grown, in part because of these changes.

Increased Diversity in the UK

The UK has become more diverse in many ways. Population changes mean today’s society includes people from many ethnicities, cultures, religions and backgrounds.

Some reasons for greater diversity include:

• Post-war migration from Commonwealth countries brought new cultures and ideas.
• Globalisation led to people moving for work, study, or safety.
• Changing attitudes allowed more open discussion of disability, sexuality, and gender identity.
• Longer lifespans and advances in healthcare mean more people are living with long-term health conditions.

This increased diversity has challenged old ideas and encouraged more inclusive practices. It highlights the importance of adapting services and policies for different groups.

The Influence of Disability Rights Activism

People with disabilities and their allies have led campaigns for equality and independence. Instead of seeing disability as a personal flaw or medical problem, activists pushed “the social model of disability”. This model says society, not the individual, creates barriers by failing to accommodate difference.

Examples of social model thinking:

• Steps and stairs block access, rather than a wheelchair user’s impairment.
• Communication is a barrier if information is only given verbally, not in sign language or easy-read.
• Attitudes and stereotypes create social exclusion.

Because of activism, public spaces and services now increasingly provide adjustments, raise awareness, and promote accessibility.

Challenging Discrimination in the Workplace

Workplaces were traditionally less accessible to women, ethnic minorities, older people, LGBTQ+ people and disabled people. Trade unions, campaign groups, and government initiatives have changed this by promoting:

• Equal pay for equal work.
• Diverse recruitment and “positive action” schemes.
• Support for carers and parents.
• Workplace adjustments and flexible working.

This has made organisations more inclusive and has widened opportunities for staff and leaders in adult care.

Changing Views in Health and Social Care

Historically, health and care services often focused on the ‘medical model’, seeing conditions or differences mainly in terms of what was “wrong” with a person. Services were often delivered in a way that ignored individual choice or voice.

Today, “person-centred care” is the aim. This approach values each person’s background, wishes and rights. It recognises that:

• Everyone is unique and deserves respect.
• Inclusion and participation improve well-being.
• People’s choices must be supported wherever possible.

Person-centred practice in care owes much to disabled people’s activism, growing cultural diversity, and changes in law and expectations.

Influence of Recent Events

Some recent events continue to shape thinking on equality, diversity, and rights:

• Reports on deaths in care settings have highlighted discrimination or neglect.
• The Black Lives Matter movement renewed calls to tackle racism and inequality.
• Success stories from individuals and groups have shown the benefits of inclusion.
• The Covid-19 pandemic exposed health inequalities among certain communities.
• Social media has shone a light on injustice and supported new campaigns for rights and fairness.

Public campaigns, government inquiries, and visible acts of discrimination or positive change keep these issues in the spotlight.

Continuing Challenges

Despite progress, some inequalities remain:

• Certain communities experience poorer health.
• Disabled people may still find it harder to access services.
• Older people can face ageism.
• Stereotypes about mental health, gender identity or sexual orientation cause exclusion.

There is still a need to challenge prejudice, reduce barriers, and support each person to access opportunities.

Influence on Modern Practice in Adult Care

Societal and historical changes have led to clear workplace expectations in adult care:

• Staff training covers equality, diversity, and rights.
• Services must make reasonable adjustments.
• People’s backgrounds, beliefs, and identities are central to care planning.
• There are clear policies against discrimination and harassment.
• Staff, service users and families are encouraged to give feedback.

Managers are expected to show leadership by promoting these values daily.

Why This History Matters for Care Leaders

For managers and leaders in adult care, knowing this background helps:

• Set greater empathy and understanding towards individuals’ experiences.
• Guide teams to recognise the impact of discrimination and exclusion.
• Inform decisions that include everyone and value difference.
• Promote a workplace that attracts and supports diverse staff.
• Prevent discrimination and uphold everyone’s rights.

Learning from the past makes it possible to build better, fairer care services for all.

Final Thoughts

Societal and historical influences shape how equality, diversity, inclusion and human rights are understood in the UK. Over time, discrimination has been challenged by campaigners, communities, and changes in law. Greater diversity has helped reveal the strengths and needs of many groups. Modern adult care builds on these changes by aiming for respect, dignity, and fairness every day. This history explains why these values must continue to be upheld by all leaders and managers.