1.1 – Diversity- means to be different. We all can have the same interests and likes but we are also unique and different. We as carers need to be aware of these differences as they can be visible and non-visible .i.e. visible- can be an individual’s race, sex, and age. Non-visible- can be disability, different experiences, and preferences. By recognising diversity we can better understand our service users and in turn provide a better environment for everyone. Equality- means to treat individuals fairly and equally. To not exclude an individual for any reason .i.e. a carer has no religious beliefs but has been asked by a service user to go to church. This service user is blind and needs a carer with him when assessing the community. Due to carer not having an interest the service user misses out.
Inclusion- this means to make sure all service users are involved, in activities or decision making. By using diversity and equality and to not be discriminatory against them. Discrimination- this is the when an individual can be treated poorly by a carer or another service users .i.e. for their choices, race and disability. Example- Mr R has a tendency to make very loud noises and bite his own hands. Due to this some staff members don’t like taking Mr R out into community. This is causing him to miss out. This is discrimination as he is being treated differently because of his learning disability.
1.2- Discrimination can cause the individual, who is being discriminated against, low self-esteem. This can cause them to become withdrawn then can lead to self-neglect, weight loss, poor hygiene and missed opportunities (an outing or activity, seeing friends or family). This can also lead to depression, changes in mood they can become aggressive. Discrimination doesn’t always affect the service users it can also affect staff. Example – I was working with two female staff members who were both Pilipino. From working with them previously I knew they were close due to their families knowing each other. The shift was going well all jobs had been completed.
During our lunch break they sat talking together in their language, which I don’t understand. I tried to start a conversation with them hoping to be included, but they carried on. At the time I felt embarrassed to ask them to stop so I carried on with the rest of the shift. The next day I spoke to my manager about this and explained I felt excluded. He then had a meeting with them to explain it is not fair for the service users or the other staff members. The next time I did a shift with them it was very awkward. They still talked in their language in front of me and the service users. This made me feel uncomfortable and hurt, as I know they had been told.
1.3- Inclusive practice helps to promote equality by making sure an individual is being included in all aspects of decision making .i.e. care planning. Giving them choices which can empower them making them feel valued. This in return promotes good self-esteem. Inclusive practice is to make sure we as careers are supporting our service users to live their lives as fully as possible .i.e. making sure if in a wheelchair there are ramps, checking with a venue prior to going to make sure they meet the needs of the service user.
2.1- legislations and codes of practices relating to diversity, equality, inclusion and discrimination: Fundamental Standards; regulation 9- person centred care regulation 10- dignity and respect, regulation 12-safe care and treatment. Code of conduct for health care support workers and adult social care workers- this sets out standards all support workers need to work to The Care Act 2015- this act sets out how local authorities should carry out carer’s assessments and needs assessments, how local authorities should determine who is eligible for support; and the new obligations on local authorities.
Equality act 2010-this is an umbrella act it combines 116 other acts. it provides a legal framework to protect the rights of individuals and advance equality of opportunity for all Human Rights Act 1998- This Act sets out the fundamental rights and freedoms that individuals in the UK have access to Mental capacity act 2005- this act set out how to make sure someone has the capacity to understand, and how to support them if they do not Valuing people now 2009-It sets out the government’s plans for learning disability services in England. (white paper) Putting people first- this makes sure the government and other organisations are putting the people first and making sure the legalisations are up to date and relevant Health and social care act regulations 2014-
These legislations and codes of practice are there to protect individuals and help by setting out guidelines on how we should treat and be treated by others. The aim of legislation is also to promote equality regardless of any differences. It sets out how the home should provide its services and practices. 2.2 – By not following or complying with legislation and codes of practice the consequences can be harm or neglect to the individual who I am caring for. This then can lead to disciplinary, dismissals, in some cases this can lead to legal action against me or the home. And In some cases can cause the home to be closed. Example; Merok Park nursing home in surrey, CQC inspectors found- Service users were not having their needs met, being washed in cold water, not being supported to eat if needed and by having inappropriate beds which was causing pressure sores. The home was in poor conditions, dirty and smelt of urine
The lift was broken causing some service users to be unable to get downstairs for several weeks The inspectors saw poor manual handling practices
Some members of staff had not had any criminal checks
Staff had not received relevant training and were working to many hours This home was closed and the service users were re homed.
2.3 – c/r 302 1.4
2.4 – Ways in which to ensure that when interacting with individuals I am respecting their beliefs, culture, values and preferences; Read the care plans of the individual as all information relating to this should be in there. Speak to the individual and get to know them.
Research if unsure about something .i.e. religion
Respect the service users choices
Example- Mr R is a religious and likes to attend church every Sunday. I asked one of my colleagues to support him to church one and they refused on the grounds that they did not believe in the church. As this would then deprive him of his choice and then make him feel excluded in doing the activity he has chosen. So I spoke to Mr R and explained to him that we respect his beliefs and choices but we need to look into other ways of him attending. He agreed that as he knows the church and the congregation he would be happy to be in the church during the service while the staff member waited outside for him. I then spoke to the church and asked if this would be ok for us to do. They agreed. A risk assessment was carried out to make sure he wouldn’t be at risk of harm or abuse.
2.5 – Example of inclusive practice; on a Monday afternoon the home has a planned activity of bingo. They have this every Monday. I was working with 2 agency workers, not regular staff. I explained to them that we have this activity and that a few of the service users will need support to play, as they have difficulty reading the numbers. I went round and individually asked the service users if they would like to join and also let them know that there are staff to support them if need be. We had set up the dining room for the game. One of the service users is in a wheelchair so we needed to make sure they had access to the table.
Before we started the game I made sure that all the service users had help if they wanted it, all had correct items for the game. The numbers were called out slowly and clearly so all could hear and didn’t feel rushed. Example of practice which excludes; unfortunately due to staffing issues it has been difficult to make sure all the service users have been able to get out of the home with a member of staff. We have some service users who would rather sit in their rooms than sit in the communal areas as this has now become a habit, so they can get missed when organising an outing. This can cause them to become withdrawn and not want to join in any other activities. It is important to repeat offers of inclusion, as they can become neglected or neglect themselves. This can lead to depression or ill health. They may then feel unable to join in any activity due to having low self-esteem.
3.1 –If you see discrimination it is a duty of care to deal with or report it. To challenge discrimination in a way that promotes change; take the member of staff somewhere private and Explain what the discrimination was and how it can affect the service users Find out the reason for the discrimination, as this may be a lack of knowledge or training to behave with the service user Explain a different way in which they can approach and talk to the service user Ask them to shadow me or a colleague to see how that service user likes to be supported. Suggest to them to read the service users care plan and to chat to them to get to know them better. Tell the manger what you saw, how it was dealt with so the staff member can be monitored
3.2 + 3.3 – To raise awareness and support of diversity, equality and inclusion is to provide regular training for all staff. Make sure that all staff are aware and understand through discussion or meetings. To make sure that the home has up to date policies and procedures and that all staff have read and understood them. The home should hold regular staff meetings so if there are any issues or concerns then this can be addressed. Managers also have appraisals or supervisions with staff to discuss any issues areas in which support is needed. All members of staff and agency are aware of who the managers and seniors are if they need any support. In our company we have an induction process for all agency and new members of staff. For agency staff we have to show them around the home, and all the facilities we offer and introduce them to the service users.
We then get them to read through the care plans as these hold all information regarding the likes dislikes of the service users and how they prefer to be supported, communication. For new members of staff joining the home there is a more in depth induction process which takes 3 months to complete. They firstly get introduced to the service users then they need to read through all care plans. Before they can carry out any personal care they have to shadow regular staff as to get to know the way each service user likes to be supported. They also have a 15 booked induction book to complete. This covers all legislations, policies and procedures and the basics of supporting our service users. Then there is a training file for them to show what training they have or need to attend. During the 3 months off their induction the manager or seniors are signing off a check list and offering support.