Hi, it's about challenging discrimination, understanding why discrimination occurs and managing negativity - shouting, inappropriate language - sexualised, swearing, slang, derrogative remarks or comments, smoking/drinking onsite, not securing children in vehicles .. You could check with your setting to see how they'd recommend handling an occasion where adult aggression was involved .. maybe look for procedures as to how you'd alert colleagues and maybe identify training opportunities that offer experience for dealing with conflict, diffusion and calming situations so that you avoid any possibility of feeling you ever need to confront someone who was behaving angrily and risk escalating an incident.
http://www.silkysteps.com/forum/showthread.php?t=15512
Level 2
http://www.silkysteps.com/forum/showthread.php?t=13360
SCH 33 promoting equality & inclusion may have information you could reference. Researching 'solution focussed approach -
search page for overcoming barriers may also help.
Strategies could involve ..- Remaining calm
- Know the reason why you are about to challenge assertively
What happened? what did you witness or what were made aware of ..- prejudice, bigotry, bias,
- why was the situtation a negative or detrimental one; who was harmed/discriminated against
- what 'labels are/were used
- what harm is occuring - emotional, physical, neglectful, insulting
- are laws are being broken
- steryotypical thoughts being expressed
- marginalisation or attitudes that demean, isolate, humiliate another individual or group
- know it may not be vindictive/intolerance, rather it might be an action that expresses or shows lack of knowledge, is an inherited attitude or perspective, is fear, insensitivity
- Initiate discussion
- Direct confrontation can lead to angry exchanges, possibly causing the perpetrator to act defensively, this might cause them to become entrenched in their disciminatory behaviour. By respectfully sharing your thoughts with the perpetrator you are more likely to help that person engage with and explore the issues- hopefully reaching a new understanding.
- Support those that have experienced discrimination
- Remaining quiet where discrimination has happened can indicate your agreement with it.
- By condoning discrimination/going along with it you risk damaging relationships with colleagues, the children, parents, other professionals, service providers, commiting an offence and can potentially alienate yourself from the opportunities involved with providing a positive influence in your community.
- You can make it clear by your verbal and body language that you disagree with the discrimination, want nothing more to do with it and be able to distance yourself.
- It can hep to know that by taking a public side with a victim of discrimination you also risk creating a situation of discrimination againt perpetrators. This is detrimental where judgements are made to condem the person rather than that person's actions - which can change.
- Know how to report discrimination
- The equality act 2010 makes it unlawful to discriminate on the grounds of gender, race, age, disability, sexual orientation. By upholding the aims of the act you ensure your setting and practice is inclusive and offers equality in its service.
- What complaints procedure does the setting have in place?
- PCAW, ACAS, Whistleblowing policy, OFSTED poster and hotline
- Identify discrimination in the setting's environment and resources
- can everyone move around the room with ease
- are different cultures, abilities reflected in toys
- are activities planned to explore contrasting lifestyles
Hth best wishes
Level 3 handbook on amazon.co.uk