1.3 Describe the impact of discrimination or closed cultures, inclusion and human rights on individuals and others

This guide will help you answer 1.3 Describe the impact of discrimination or closed cultures, inclusion and human rights on individuals and others.

The environment in which care is delivered shapes the experiences of everyone—service users, staff, families, and the wider community. Whether a setting is inclusive and rights-focused or suffers from discrimination or a closed culture can have life-changing effects. Understanding these impacts helps you lead with empathy and create positive change in adult care.

Discrimination

Discrimination happens when people are treated unfairly because of who they are. This could relate to age, disability, race, gender, sexuality, religion, or other protected characteristics. The effects can be severe and long-lasting.

Possible impacts include:

• Emotional distress: People may feel anxious, depressed, angry, or isolated.
• Low self-esteem: Being treated as less valuable can make a person doubt their worth.
• Loss of trust: Someone who experiences discrimination may stop trusting carers or services.
• Withdrawal: People may avoid activities or refuse future care.
• Physical health decline: Stress and isolation can worsen health conditions.
• Barrier to opportunities: People may lose out on activities, jobs, or therapies.
• Fear or anxiety: Service users may worry about being singled out or mistreated.

Discrimination can result from individual attitudes among staff or an organisational culture that ignores difference or fails to challenge poor practice.

Closed Cultures

A closed culture is one where information is hidden, open discussions are discouraged, and criticism is not allowed. Staff may fear speaking up, and people receiving care may be ignored or mistreated.

Warning signs include:

• Lack of transparency (information is not shared)
• Staff not encouraged to challenge bad practice
• People not feeling able to raise complaints
• Decisions made without involving the individual

Outcomes of a closed culture can include:

• Poor standards of care: Mistakes and poor practice go unreported and uncorrected.
• Abuse or neglect: Without checks and open dialogue, harm goes unnoticed.
• Staff burnout: Colleagues feel unsupported, powerless, or afraid to speak out.
• Lack of improvement: The service remains stuck and does not adapt to people’s needs.
• Worsening inequalities: Differences are ignored, so the needs of minorities or unrepresented groups are missed.

Notable cases—such as abuse at Winterbourne View and scandals exposed in some NHS trusts—highlight the dangers of closed cultures. Ignoring voices allows discrimination and harm to continue.

Impact on Others

The effects of discrimination and closed cultures are not limited to the person directly affected. Consequences spread to others as well:

• Family and friends: Can become distressed, angry or distrustful of the service.
• Other service users: See discriminatory behaviour and may feel unsafe or excluded.
• Staff: Work becomes more stressful, morale drops, teamwork suffers, and staff may leave.
• Community: Reputation of the service declines, trust erodes, and referrals may drop.
• Managers: Can face investigations, legal penalties, or reputational damage.

Failure to address discrimination harms relationships and the organisation as a whole.

Inclusion

Inclusion is about welcoming everyone, valuing differences, and allowing each person to take part fully. An inclusive culture provides respect, safety, and support.

Benefits for individuals include:

• Improved well-being: Feeling accepted and valued boosts self-confidence and happiness.
• Better physical and mental health: People who feel included are more likely to communicate, join activities, and look after their health.
• More active involvement: Individuals are happier to make choices, participate, and contribute.
• Greater independence: Autonomy and motivation grow when people feel their identity matters.
• Development of skills: Opportunities to try new things and learn increase.

Inclusive practice creates trust and enables honest conversations about what someone needs and wants.

Human Rights

Upholding human rights means treating every individual with dignity, respect, and fairness. This approach shapes how care is provided.

Positive impacts include:

• Empowerment: People are more likely to make choices and have control of their lives.
• Sense of safety: Knowing rights are respected helps people relax and engage.
• Fairness and justice: People are treated equally regardless of their background.
• Freedom from abuse: Systems are put in place to listen to concerns and prevent harm.
• Better health and satisfaction: When rights are protected, people’s health and quality of life improve.

Rights-based practice means involving people in decisions and doing nothing “about” them, without them.

Examples in Adult Care Settings

Discrimination or Closed Cultures

• A resident is denied access to religious services because staff do not recognise its importance—leading to distress and isolation.
• A staff member reports racial abuse but is ignored by managers—escalating conflict and causing talented staff to leave.
• Care home routines do not account for culture-specific diets—leading to poor nutrition for some residents.
• An organisation does not act on complaints, and incidents are hidden—this puts people at ongoing risk of abuse.

Inclusion and Human Rights in Practice

• Care plans adapt to different language, dietary, and religious needs—people feel seen and understood.
• Activities are adapted for all levels of ability—enhancing participation and joy.
• Staff are encouraged to voice concerns—leading to early resolution of problems and better teamwork.
• Family and friends are welcomed and involved—creating a supportive network.

The Role of Management in Shaping Culture

Managers and leaders have great influence on the culture of a care setting. Your attitudes, actions, and expectations set the tone.

Ways to promote inclusion and rights:

• Provide regular training: Equip staff to challenge discrimination and value diversity.
• Encourage open dialogue: Make it easy for staff, service users and relatives to speak honestly.
• Respond to concerns: Take reports seriously and act promptly.
• Lead by example: Show respect and fairness in all interactions.
• Audit and review: Check for inequalities in outcomes or participation, and make changes if needed.

This type of leadership helps build a safe and welcoming place for all.

Wider Effects on the Organisation

A positive, inclusive, and rights-based culture brings many benefits:

• Staff retention and satisfaction: Staff feel valued and proud of their work.
• Better outcomes: Service users enjoy better health, well-being and engagement.
• Compliance: The service is more likely to meet legal and regulatory standards.
• Positive reputation: Good practice is recognised by families, professionals and inspectors.
• Continuous improvement: Services adapt and get better over time.

How To Avoid Negative Impacts

To prevent discrimination and the negative effects of closed cultures:

• Develop clear, practical policies promoting equality and inclusion.
• Reward good practice and challenge poor behaviour.
• Keep communication lines open at every level.
• Invite feedback from people who use services, staff, and families.
• Use supervision and team meetings to reflect on values and practice.

An open, inclusive environment encourages everyone to do their best and protects the rights of all.

Final Thoughts

Discrimination and closed cultures harm individuals, families, staff, and organisations. These harms can include emotional pain, poor health, lack of trust, or even abuse. By promoting inclusion and respecting human rights, you help people thrive, increase trust, improve health, and build a better service for all. As a manager or leader, your actions set an example and help shape a positive culture—making equality, diversity, and inclusion a reality, not just a slogan.