Unit 503 Champion Equality

Unit 503
Champion Equality, Diversity and Inclusion
1.1
In my role as a deputy manager, I am responsible to ensure that everyone is treated with dignity and respect. Staff, individuals, family and any one else who either comes into the care home, lives at the care home and with who I may speak on the phone to, has the right to be treated equally. There are many codes we follow as a care home, which regulate Equality, Diversity and Inclusion, which every member has regular training and updates for, studies, and follows within policies and procedures.

As follows Codes of Practice: –
Equality Act 2010
Disability Discrimination Act 1995 and 2005
Freedom of Information Act 2000
Essential Standards for Quality and Safety
Health and Social Care Act 2008
Human Rights Act 1998
Race Relation Act 1976
Data Protection Act 1984
Mental Health Act 1983
Sex Discrimination Act 1975 and 1986
Care Standard Act 2000
The NHS and Community Care Act 1990
Care Homes Regulations 2001
GSCC Code of Practice for Social Care Workers
HCPC Health and Care Professionals council
I try and promote every individual to make their own wishes and choices, give respect to their own dignity, independence, privacy, individually, help promote the individual to do the best that they can.

1.2
Communication – Can be a big factor, due to workers coming from different countries who could have a strong accent, this can make it hard for induvial to understand.
Age – Every age group has different approaches to work which can lead to mis-understanding or conflict. Younger workers could criticize older workers for being out of touch and older workers can criticize younger workers for not doing it the way its always done.
Faith – If you follow a certain faith or have certain beliefs, this may cause barriers as certain individuals may require days or times off works due to their beliefs, for those members who do not follow a faith they may feel like they are being treated unfairly as allowances are being made for the individual which can cause tension.
Sexual Orientation – This could cause protentional barriers as the individual may not wish to disclose their sexual orientation to others in fear or what others may say and if people may talk about them or make jokes and remarks. They can made to feel isolated if others have strong feelings or views of what others may say.

Disability – Individuals with a disability may face barriers due to people may patronizing, making them feel they are unable to do their job correctly. Other employees may be worried that they could offend an employee with a disability as they could be worried that they may say something that can cause an offence which results avoiding that person.

As a Deputy Manager it is important that I do not discriminate against anyone, everyone has an equal opportunity within a work sector. Everyone is protected from discrimination from age, disability, gender, race and ethnic origin, religion, faith and beliefs and sexual orientation. I ensure the residents care needs are met and they are receiving quality care and respect.
1.3
As a manager it is important that I follow Policies and Procedures, to encourage the employees and keep up to date with these procedures. We encourage individuals to be able to make their own choices and wishes, have privacy, individuality, dignity, respect, everyone has an equal opportunity. As a manager I try to encourage as followed: –
Meeting – Residents have the right and are encouraged to participate in meetings, to be able to voice their feelings, to know any changed within the home, Residents who wish not to attend are able to read the notes, so they are aware of any changes.

Care Plans – Each resident has an individual care plan tailored to their needs, residents can access their care plan if needed with a member of staff, changes are made if required and reviewed monthly, to ensure all care plans reflect the individual.
Confidentiality – Each resident has the right to know their information is confidential, this comes under The Data Protection Act 1984. Each residents needs is on a know to know basis and when applicable.

Risk Assessments – There are risk assessments in place to allow residents to be able to live safety and employees can work safely, without the repercussion of getting hurt. Each resident has individual risk assessments to tailor to their needs and can be modified when required. Risk assessments are around the home to ensure the safety of employees.

Respecting Privacy – We intend to respect every individual’s privacy and dignity at all times, we do this by knocking on doors before entering bedrooms, keeping curtains closed when personal care is provided, shutting doors when they wish and giving space when they wish.

Employees – Ensuring employees have regular supervisions, appraisals and meetings, that they can speak freely without repercussions. Able to provide new ways of working to help individuals.

Some legislations which impact on my responsibilities to ensure care is carried out in the best way could include:-
Health and Social Care Act 2008 – Taken from cqc.org.uk
The intention of this regulation is to prevent people from receiving unsafe care and treatment and prevent avoidable harm or risk of harm. Providers must assess the risks to people’s health and safety during any care or treatment and make sure that staff have the qualifications, competence, skills and experience to keep people safe.

Providers must make sure that the premises and any equipment used is safe and where applicable, available in sufficient quantities. Medicines must be supplied in sufficient quantities, managed safely and administered appropriately to make sure people are safe.

Providers must prevent and control the spread of infection. Where the responsibility for care and treatment is shared, care planning must be timely to maintain people’s health, safety and welfare.

CQC understands that there may be inherent risks in carrying out care and treatment, and we will not consider it to be unsafe if providers can demonstrate that they have taken all reasonable steps to ensure the health and safety of people using their services and to manage risks that may arise during care and treatment.

CQC can prosecute for a breach of this regulation or a breach of part of the regulation if a failure to meet the regulation results in avoidable harm to a person using the service or if a person using the service is exposed to significant risk of harm. We do not have to serve a Warning Notice before prosecution.

Equality Act 2010 – Taken from CQC.org.uk
Age
Disability
sex (gender)
gender identity
race
religion or belief
sexual orientation (whether you are lesbian, gay, bisexual or heterosexual)
pregnancy and maternity status
protect your human rights, treating you fairly, with respect and dignity
give you choice and control over the care you receive
take action to ensure equality for their staff, as this will improve the quality of the care that they provide.

Our human rights approach to regulation helps make sure that everyone receives safe and good-quality care.

In times of financial constraint, we often see equality and human rights as a challenge. We rarely look at equality and human rights as a solution. Yet, there is growing evidence that equality and human rights for people using services and staff needs to play a central role in improving the quality of care. And we are finding that some of the best providers are doing this successfully – even in times of constraint.

Code of Practice – Taken from skillsforhealth.org.uk
The Code of Conduct sets the standard of conduct expected of healthcare support workers and adult social care workers. It outlines the behaviour and attitudes that you should expect to experience from those workers signed up to the code. The Code of Conduct is voluntary, but it is seen as a sign of best practice.
2.4
It is important to have staff attend regular training and are fully aware of workplace Policies and Procedures against Discrimination and Exclusion. By ensuring staff have this training and skills allows employees to identify situations where discrimination could be taking place and will be aware of correct procedures to follow. I encourage staff and residents to approach me if they feel they have been discriminated or excluded. I am then aware of the currently problem and I can take the correct procedure to help the individual.
In the work place we have a Complaints procedure, Appeals procedure and Whistle blowing Policy. All complaints are taken seriously, it is important to monitor each complaint and situation to ensure no reoccurrence happens.

3.1
Policies are developed in response to Legislation. We have written policies designated to reflect the rights and responsibilities of those individuals living within the home. Plan of Actions, are in place to prevent future incidents within the work setting. Legislations, Codes of Practice and Statutory Frameworks are in place to ensure that any acts of discrimination and exclusion are dealt with in the correct way according to my workplaces practices, ensuring individuals are treated fairly and in an equal manner.

Equality and Inclusion Policies promote a good message and encourage individuals to have mutual respect. We do three monthly questionnaires for the residents and families to complete, also having a complaints procedure in place and ensuring everyone is aware of the procedure.
3.2
It is important to evaluate the effectiveness of the systems as this encourages me to reflect on my practices and look at my strengths and ensure any gaps are addressed. When Policies and codes of Practice are obeyed they have an effected impact in the business. Individuals should feel safe and protected whatever their age, gender, religion, beliefs, sexual orientation, disability or race. Self-esteem and productivity are usually better, and good relations are strengthened.

4.1
We are often faced with situations involving dilemmas within the care sector. It in important to know the best way to handle the situation. When working with vulnerable people we have a duty of care to protect their rights. If a course of action or proposed treatment could be harmful to the individual, I must weigh up the advantaged and disadvantaged to ensure the individual us getting the best outcome, as this could affect the quality of life for that person. It is important that I explain and ensure that the individual can make their own choice and ultimately it is their decision or the families. This helps individuals feel they have control over their own life.

4.2
Residents should be able to make informed choices about the services that they receive and be able to choose the treatments for themselves. They should be treated with respect and dignity, enhancing their capacity to choose. They have the decision and share responsibility of the outcomes. My role is to give and unbiased but accurate advice to provide all the information and options available, enabling them to decide based on the information that has been provided to them.

4.3
The person consenting must have the capacity to make the decision, Be able to consent or not consent to treatment solely on their choice, not being affected by staff, friends or family, If the individual has no capacity, and a family member has Power of Attorney for Health and Well-being, ultimately they have the decision, but to ensure they are making the correct decision to ensure they resident has the best outcome from any treatment.

Everyone has the right to make his or her own decisions and choices and not restrict from their basic rights and freedom.