Champion Equality, Diversity and Inclusion Unit 503
1.) Understand Diversity, Equality and Inclusions in own area of Responsibility
1.1) Explain Models of practises that underpin equality, and diversity and inclusions in own area of responsibility.
The social model of disability which views discrimination and prejudice as being embedded in today’s society, their attitudes and their surrounding environment. Society often focuses on what a person lacks in terms of disability and focuses on condition or illness or a person’s lack of ability. Medical model of disability which views adults has having an impairment or lacking in some way
Person centred – views the person as individual and unique and places the person at the centre of there care whether this be physical, psychological, social, spiritual. Qualities, abilities, interests, preferences and needs. Offering the personal whole involvement in there care and input to completing there support plan and how they like to receive this, where they want to live and who with. As a manager I am responsible for ensuring that the ethos within the home promotes equality and diversity through training, policy and procedures, support plans and health files. In line with the Care Act, Mental Capacity Act 2005. Equality Act 2010, Human Rights Act 1998 And enable staff to have the confidence to challenge discrimination.
Ensure that all care and support is personalised – individual having control of own personal budgets. There is partnership. Support is delivered in partnership with individuals from communities. Voluntary and private sectors the NHS and housing. Protection. Safeguarding against the risk of abuse or neglect
1.2) Analyse the potential effects of barriers to equality and inclusions in own area of responsibility
Lack of finance Independence
Lack of Access
Offensive Images of Disabled People.
Lack of education
Lack of employment
Over protective families
Lack of anti Discrimination Legislation
1.3) Analyse the impact of legislation and policy initiatives on the promotion of equality, diversity and inclusion in own area of responsibility
As a manager the impact of legislation on any service can only mean good things in promoting good quality care ensuring that all staff, families, friends and professionals are working together and putting the service user at the heart of service provision, eg providing active support, promoting individuals’ rights, choices and wellbeing, anti-discriminatory practice, empowering service users; dealing with tensions and contradictions; staff development and training; practical implications of confidentiality, eg recording, reporting, storing and sharing of information. Active promotion of anti-discriminatory practice: ethical principles; putting the service user at the heart of service provision, eg providing active support consistent with the beliefs, culture and preferences * supporting individuals to express their needs and preferences, empowering individuals, promoting individuals’ rights, choices and wellbeing; balancing individual rights with the Rights of others;
* dealing with conflicts; identifying and challenging discrimination Personal beliefs and value systems: influences on, eg culture, beliefs, past events, socialisation,
* environmental influences, health and wellbeing; developing greater self-awareness and tolerance of differences; committing to the care value base; careful use of language; working within legal, ethical and policy guidelines
2) Be Able to Champion Diversity, Equality and inclusion
2.1) Promote equality, Diversity and inclusion in policy and practise.
PCP- Support plans- This is to ensure all care is given as the service user would like to be supported and how they would like to be supported, when they would like to be supported, where they would like to receive support, by whom they would like to support them and there chosen way of support Regular Supervisions every 6-8 weeks- this is to monitor each staff member individually and monitor there practises and ensure that policy and procedures are being followed at all times and challenge this when staff are not following job description and guidelines and policies.
Yearly Appraisals- This is to monitor yearly progress of each support worker and offer a planned goal set for the following year to promote a persons abilities and training needs also to support progression in there role. Staff Training and yearly updates- Staff training is very important in providing staff with the tools to complete there roles in line with the care standards and the safety of all staff and service users. And ensure that the staff demonstrate this in there role and performance which is monitored through supervision and appraisals Regular updating of policy and procedures- it is important that all policies are monitored and regularly review of the contents to reflect the care standards, Health and safety, the Law and updates are made to reflect any changes in the standards and Law All staff to read and sign all policy and procedures yearly – Its important that staff read and sign the policy and procedures as this outlines there responsibility in health and social care to follow the standards set out and that there actions are lawful and in line with the health and social care act.
They must be made aware of any changes and updates and they must demonstrate that they can follow the policies in there role they must read and sign every year to keep updated Weekly service users meetings- staff are encouraged to support all service users to plan and be involved in weekly service users meeting the meeting must be set out with clear goals all service uses must be given the opt unity to have input in the meeting and express themselves in a form of communication that they are familiar with and all meetings must be documented and must reflect on any completed actions from the last meeting .the meeting must contain sections on organisational changes, Home changes, changes to the staff team, health and safety, menu planning , activities planning, Personal section for service users to raise anything they would like to raise that is specific to them, any other business, and a good news section, service users forum Quarterly staff meetings –staff are informed of any organisational information, Health and safety, changes to policy and procedures or cqc information, service users information, staff forum feedback, any other business.
Good news section Regular managers meetings-to keep the manager updated on organisational information,CQC information, look at paper work or new paper work to be implemented , staffing, HR, Training, Finance, Purchasing and supplying each meeting will include all manger from each home and area managers, operations manager, managing director, maintenance manager, finance manager, training manager, and HR manager, Regular senior meetings – this is to maintain consistency between each shift and ensure information is being passed between shifts and that both shifts are receiving the same information this can be organisational, changes to care, input or changes from professionals changes in support plans. Structures changes ensuring that all QA is being maintained ensuring that the cleanliness of the home is
maintained and is kept safe.
2.2) Challenge discrimination and exclusion in policy and practise.
Support plans- ensuring that all support pan reflect a person desires and wishes and are regularly monitored and challenge staff when record are not kept appropriately or followed correctly in line with the service users wishes and that there are no bad practises reflected in the care being given ensure that all support plan are written to reflect the persons dignity and that there wishes are respected at all times. Training- All staff complete training around discrimination and the effect this has on them as a staff member and how this is to be reflected in the care they will be providing to service users and give them the information to be able to challenge when practises are not followed or they suspect discrimination or abuse may be taking place. Staff must then demonstrate there knowledge in there working practise which is monitored in the home and the training is updated yearly and this will also work alongside our organisational policy and procedures.
Supervisions-all staff receives supervisions every 6-8 weeks or weekly and monthly if the need arises this is to monitor performance and challenge any bad practise and helping to work on resolving any concerns in performance this allows the manager to support the staff to set up a training programme and look at expanding on there knowledge also look at working towards progression in there role. Concerns and complaints policy- all staff are trained on concerns and complaints and will read and sign the complaints policy we also follow our policy by providing a complaints and concerns file and guidelines to follow when making a complaint or raising a concern or supporting some with a compliment or a complaint if they so wish to make one this is without prejudice and is maintained with full co-operation and will be fully investigated and the person will be fully notified of any outcomes.
Team meetings-reminding staff in staff meetings about policy and practises and informing the team of any changes to practises reminding staff about the complements and complaints file reinforcing the importance of the policy and the whistle blowing policy and what as a manager I espect from each team member in there role to providing support from discrimination or conflict. Reminding the team about our no tolerance to discrimination and that all service users, staff, visitor must be supported in a professional manner in line with the policy and procedure and that this is monitored by managers and shift leaders and any concerns or complaint in this area will be taken very seriously and will be dealt with following the policy which could lead to disciplinary action being taken against staff member if it is found that they are found to be involved. Appraisals- This is to monitor yearly progress of each support worker and offer a planned goal set for the following year to promote a persons abilities and training needs also to support progression in there role. the appraisal looks at the progression over the year looking at training and performance and encourage support on areas of weakness.
2.3) providing others with information about
* The effects of Discrimination
* The impact of inclusion
* The Value of Diversity
Staff meetings Valuing People white paper Department of health
Shift meetingsCare standards frame work Human rights act
Job DescriptionEquality Act
Policy and procedures Service users weekly house meetings
CQCstaff forum Meetings
Internet Managers meetings
GSCCservice users forum
Training local authority
2.4) promote others to challenge discrimination and exclusion
Ensuring through recruitment that no applicant or employee receives less favourable treatment on the grounds of someone race, ethnic origin, religion, nationality, disability, gender, sexuality or responsibility of dependence this is reflected through the organisation through vigorous recruitment and selection procedures training in policy’s, supervision and appraisal processes
Ensuring good levels of abilities and strengths and dynamiques in staff teams while Promoting diversity amongst the team.
Good clear staff job descriptions and working guidelines
Regular staff meeting and senior meeting to challenge areas of concerns and offer support and encouragement to other senior staff.
The impact and ongoing reviews of all policy and procedure are monitored on a regular basis by our quality assurance manager who completes 6 monthly audits on all the homes with in the organisation to ensure that all areas of the standards are being met and are regularly reviewed and clear evidence and record are shown. as a quality assurance manager they are responsible to ensure that the company is regularly updating on the latest information from the government and local authorities etc as a manager it is my responsibility to ensure they are implemented in to the home to maintain high levels of health and safety and good practises and high levels of care are received in line with the care standards.
Legislation and key points| Policy and Procedures| Example of how policy and procedures are implemented in practise| Example of How Compliance is monitored in the work place| CARE STANDARDS CARE ACT 1990| * Medications policy * Fire * Environmental health * Confidentiality * Health and safety * Finances * Food hygiene’s * Compliments and complaints * Infection control * Staff conduct * Pcp * Cosh * Abuse * Of vulnerable adults * Human rights policy * Bullying and harassment | * Compliment and complaints file abuse policy and risk assessment * Better food better business staff training * service user care plan * staff supervisions * medication policy * service user meetings * staff meetings * service users guide
| * Monthly training updates * Monthly health and safety audits * Monthly quality assurance monitoring * Service users meeting and menu planning * Supervisions recording of daily menu in care plan * Daily completion of better food better business file * Team meetings * Regulation meetings * Monthly service users audits * Monthly care plan audits * Monthly risk assessment audits * Monthly standardisation meetings * Monthly supervisions * Weekly medication audits * Weekly finance audits * Yearly service user health checks * Yearly service user reviews * Six monthly checks on hoisting facilities * Fire evacuations * Weekly vehicle checks | HEATH AND SOCIAL CARE ACT 2008| * Medications policy * Fire * Environmental health * Confidentiality * Health and safety * Finances * Food hygiene’s * Compliments and complaints * Infection control * Staff conduct * Pcp * Cosh * Abuse * Of vulnerable adults
* Human rights policy * Bullying and harassment| * Compliment and complaints file abuse policy and risk assessment * Better food better business staff training * service user care plan * staff supervisions * medication policy * service user meetings staff meetings service users guide | * Monthly training updates * Monthly health and safety audits * Monthly quality assurance monitoring * Service users meeting and menu planning * Supervisions recording of daily menu in care plan * Daily completion of better food better business file * Team meetings * Regulation 18 meetings * Monthly service users audits * Monthly care plan audits * Monthly risk assessment audits * Monthly standardisation meetings * Monthly supervisions * Weekly medication audits * Weekly finance audits * Yearly service user health checks * Yearly service user reviews * Six monthly checks on hoisting facilities * Fire evacuations * Weekly vehicle checks medication signing in and out of control medication * Monthly monitoring of risk | INDERPENDENCE WELL BEING AND CHOICE 2005|
* Care standards act * Valuing people * Advocacy * Health and safety * Finances * Abuse * Human rights| * Advocacy * Pcp care plan * Individualised finance plans * Activity time table * Service users meetings * Transition reports * Risk assessments * Involved in recruitment and selection * Personalised bedrooms * Choice of GP * Yearly medical reviews| * Yearly care reviews * Weekly finance audits * Monthly risk assessment and care plan reviews * service users questionnaires * Yearly medical reviews * Service users meetings * Health and safety audits * Monthly quality assurance audits * Monthly service user reports * Staff training | CODES OF CONDUCT| * Codes of conduct * Human rights * Record keeping * No secrets policy * health and safety * coshh * Drug and alcohol policy * discrimination * Confidentiality * Bullying and harassments * Recruitment and selection * Disciplinary * equal opportunity * Abuse * finances| * Codes of conduct * Policy and procedures * Staff training * Supervisions * Induction * CRB * Staff references * Compliments and complaints * Statements of purpose * Risk assessments * Care plans
* Team meetings * Red crier| * Monthly supervisions of all staff * Staff 12 week induction * Recruitment and selection * CRB * Yearly policy revise * Monthly staff file monitoring * Health and safety audit * Monthly quality assurance audits * Monthly training * Red crier training| DEPRIVATION OF LIBERTY SAFEGUARDS| * Deprivation of liberty * Human rights * Abuse of a vulnerable adult * Health and safety * Whistle blowing policy * Confidentiality policy * Discrimination | * Service users meetings * Choices of gender support * Pcp care plan * Mca assessments * Abuse risk assessments * Activity timetable foe each service user * Service users questionnaires * Advocacy * Policy and procedure * Staff training in deprivation of liberty and abuse of vulnerable adults * Incident accident reports * | * Monthly audits on accident incident reports * Monthly training and yearly updates for staff * Monthly reviews of all care plans and risk assessment
* Policy and procedure revisited yearly * Monthly service users reports * Monthly health and safety audits * Advocacy * Yearly service user care reviews * Yearly health checks | SUPPORTING PEOPLE | * Advocacy * Pcp * Human rights * Deprivation of liberty * Compliments and complaints| * Pcp care plan * Weekly service user meetings * Advocate * Compliment and complaints file * | * Staff training in deprivation of liberty, human rights, pcp, complaints, safeguarding, * Monthly audits on abuse policy and service user risk assessments
* Monthly care plan audits * Monthly meeting with advocates * Yearly service users reviews| VALUING PEOPLE | * Discrimination * Equality and diversity * Equal opportunities * Abuse of a vulnerable adult * Bullying and harassment * Human rights * Advocacy * Deprivation of liberty| * Pcp care plan * Advocacy * Risk assessments and care plans around family and friends * Communication care plan * Pcp finance file * Key working meetings * Key working file and goals| * Advocacy meetings * Monthly reviews of care plan and risk assessments * Staff training * Health and safety audits * Family contact * Service users meetings * Service users and family and friends questionnaires * Monthly key working meetings |
3.) Understand how to develop systems and processes that promote diversity, equality and inclusion 3.1) Analyse how systems and processes can promote quality and inclusion or reinforce discrimination and exclusion * Using relevant legislation; ant discriminatory practice to combat Racism, -Help to provide and implement policy and procedure by following legislation provided by government and cqc
* Ageism-as an organisation we can monitor this by providing a policy and awaness amongst the staff team and ensure our own practises reflect this by ensuring a robust recruitment process that promotes the policys
* Sexism-the organisation will combat this by providing a robust policy and reflect this in our practises and processes with regular monitoring and providing good systems to challenge sexism with in the company.
* In-house policies-all in house policies will be written and implemented with a no tolerance to discrimination with in the organisation with clear procedure to combat any discrimination that may be suffered by a vigorous complaint and whistle blowing procedure , all staff will work and follow all guidelines set out, training will provided with yearly updates
* Codes of practice- support organisations to provide clear working guidelines for staff to prevent discrimination and providing quality care while ensuring that all staff and service users are supported in a diverse environment and are respected and provided with full support in an environment that is of benefit to there support and needs and promotes there wishes and desires without discrimination and all information and care is supplied in a confidential manner in line with the data protection act.
* Audit of practice-As the manager I am responsible to ensure that all care is monitored and the quality of care and service provided is to a high standard in line with care standards. and this is monitored regularly by revaluating policy and procedure updating information in line with care standards 6 monthly visits from quality assurance manager who will look through everything and evaluate against cqc requirements to ensure we are covering all areas. If we comply then we are given a percentage if we are not fully compliant we are given dates to ensure that this is completed then revisited by QA manager.
* Staff appraisals- This is to monitor yearly progress of each support worker and offer a planned goal set for the following year to promote a persons abilities and training needs also to support progression in there role. the appraisal looks at the progression over the year looking at training and performance and encourage support on areas of weakness.
* Client/family questionnaire actions from questionnaire results – yearly questionnaires are sent out to families to monitor the quality of the care provided .service users also are supported to complete this questionnaire also a questionnaire about the menu and choices available ect once the questionnaires are gather as the manager I will look at any areas that require actions or areas that may be of concerns and look at rectifying this staff are also given a questionnaire to look at what support is provided and how we can make changes to provide better support to staff.
* Sharing good practice and partnership working- communicating clearly with other managers and homes and sharing ideas. proving support to outside agencies providing information working tom consistent plans when supporting service users this can be done during managers meeting, QA visits etc professional meetings friends an family visits.
3.2) evaluate the effectiveness of systems and processes in promoting equality and diversity and inclusion in own area of responsibility. * Specific improvements to individual Service Users/staff –monitoring through team meeting and supervisions, reviews
* Health- this can be monitored through regular heath checks and monthly service users reports staff meetings and supervisions, service users meeting and key working meetings. care plan reviewing
* Self esteem-evaluating changes to service users moods and input in to involvement and challenge this look at this with gp as could be medical set some goals have a review meeting with care manager and possible advocacy maybe an agreement to how the service users is involved and participates.
* Self-concept-this can be monitor through questionnaires and family questionnaires , family communication, service users meeting, key working meeting
* Staff happiness and productivity- this is monitored through evaluating paper work and structure with in the home. Supervision, appraisals questionnaires , sickness levels and staff moral
* Timescales-are monitored through regular meetings and supervision to monitor progress
* Effective communication of others- checking that the system in place are being used correctly and that staff are following guidelines set out reviewing this through team meetings and supervision monitoring performance of individuals etc
* Evaluations and use of for reforms in processes and systems- regular monitoring and evaluating team meeting getting staff on board with system monitoring to ensure that they are working and that staff are finding them useful tools or reviewing the way they are used
3.3) Propose improvement to address gaps or shortfalls in systems and processes. As a manager I am responsible for monitoring and making changes in areas that require changes in the care we are supporting, I do this by evaluating weekly monthly and arranging meetings encourage staff involvement
ensuring any shortfall mare addressed to a timescale and making sure that the team are involved to make it productive * Plans
* Team meeting
* Roles and responsibilities
* Audit policy reform
* Allocation of resources
4.) Be able to manage the risks presented when balancing individuals rights and professional duty of care.
4.1) Describe ethical dilemmas that may arise in own area of responsibility when balancing individual rights and duty of care. As the manager I have the responsibility and duty of care to ensure the service users are receiving good quality care in line with the care standards while promoting independence and PCP, I am also responsible for positively representing Dolphin homes and I do this by ensuring that all staff , visitors and service users are fully supported in a positive manner in line with care standards and staff are provided with guidelines and policy and procedures that maintains there safety and the safety of the service users and home while promoting individuality, friendly supportive environment and offer guidance freedom of speech and offer support to staff to grow in there role and promote progression .
Providing and supporting staff with training ensure all staff receive 6-8 weekly supervisions and yearly appraisals often there are areas of conflict but as a manager I have to manage this in a professional manner that is non detrimental to the service users and staff where possible. Below are areas where this can happen and the impotence of following policy and procedure available and regular monitoring?
* Confidentiality versus disclosure
* Protection issues relating to individuals and to communities * Sharing data between professionals
* Conflicts between principles of good practice and the values of others this can be very apparent where families are heavily involved in there
child’s care * Rights and responsibilities of users of the service versus care workers and others * Challenging behaviour
* Personal values and beliefs;
* Legal responsibilities
4.2) explained the principles of informed choice.
Is that everyone has the opportunity to make choices that will effect them as a manager it is very important that all service users are given this opportunity to do this in a form of communication that they understand. And judgment should not be considered informed choices must be proven to be provided where possible and be non conflicting from other individual unless proven to be in the best interest of the service users however evidence should support this. Below is a list of people who may be involved in making choices and what is considered when making choices and how the choices will be implemented .
* The elderly
* Enabling environment
* Supporting others to make informed choices about the services they receive making an informed choice * Implementing an informed choice
* Decision making for both short term and long term
* Unbiased information
* Evidence-based information
4.3) Explain how issues of individuals capacity may affect informed choice.
Below is a list of concerns that may contribute to the capacity of an individual around making informed choices and how this would be considered. This is done in the best interest of the person and is without prejudice.
* Physical health
* Mental health
* The law
* Social class
* Family support
* Carer support
* Social mobility
* Communication and interpersonal skills
* Financial situation
* Criminal background
* Social Background
4.4) propose a strategy to manage risks when balancing individual’s rights and duty of care in own area of responsibility As the manager it is my responsibility to ensure that in the interest of the service users choices are considered in the interest of the individual and that this process in only followed once the following have been assessed first, this provides evidence that the person has been fully supported in all areas by the home before decision are made
* Risk assessment
* Appropriate procedures
* Action plans
* Team meetings
* Monitoring and review;
* Relevant legislation;
* Roles and responsibilities;
* Partnership working to include family and friends
* Staff job description
* Quarterly questionnaires
* Compliments and complaints
* Staff forum meetings
* Monthly service users meetings
* Policy and procedures
* Service user’s reviews
* PCP Meetings
* Health Review