Equality and Diversity in the Care Home Setting

Our work place policies, procedures, codes of practice and principle requirements for- Diversity is respecting and maintaining the dignity and privacy of clients recognizing issues associated with the identity needs of other advantage white plaguers as well as the clients protest interpretation of dignity and respect and the right to express his/her own identity, culture and lifestyle. comparison is ensuring populate are make do with fairness no what their age, race or gender treating people according to their individual needs.To protect the rights and advertise the interests of clients and employees respect for individuality proving and promoting equal opportunities recognizing individuals needs of bang and preferences. Supporting clients to take control of their own life choice and independence. For example I was facilitating a throng regarding substance mis phthisis and a client told me she didnt need to be thither as she never used drugs and wasnt a junky but every ang iotensin-converting enzyme else did.I explained to the client that intoxicant was a drug and that the group was to inform everyone of the possible luck of any drug and that it would be beneficial for her to stay and similarly within the unit no matter what substance a client used everyone was here for the same reasons. Inclusive practice is approximately the attitudes, approaches and strategies taken to ensure that people are non excluded or isolated. It means bread and butter diversity by accepting and welcoming peoples differences, and promoting equality by ensuring equal opportunities for wholly in all.I use this daily in my job by including all clients in activities that I am belowtaking for example a quiz or relaxation, everyone is welcome and to those who are too poorly I reassure that there will be other activities on during the week. Discrimination is upholding public trust and confidence in hearty care services and not abusing, neglecting or exploiting clients or colleagues. Not discriminating or condoning discrimination or placing yourself or others at necessary risk.Providing clients and employees, a work place with freedom from discrimination on the initiation of race, sex, ability, sexuality or religion. Again I use this on a daily basis as we dont discriminate over against anyone. Everyone can use our service providing they meet the criteria (ie substance misuser). We begin groups for everyone and ask for participation off everyone. If a client was needing any external services ie for religious matters we subdue to accommodate as best we can.The following legislation relates to all of the above and is used everyday where I work by myself, my colleagues and some by the clients that use our service. The Human Rights exemplify 1998- This covers many different types of discrimination, including some that are not covered by other discrimination laws. Rights on a lower floor the Act can be used only against a public authority, for exa mple, the police or a local council, and not a private company. However, court decisions on discrimination ordinarily have to take into account what the Human Rights Act says. The Equal Pay Act 1970 (amended 1984)- This says that women must be paid the same as men when they are doing the same (or broadly similar) work, work rated as equivalent under a job evaluation scheme, or work of equal value. The Sex Discrimination Act 1975 (amended 1986)-This makes it unlawful to discriminate against men or women in employment, education, housing or in providing goods and services, and also in advertisements for these things. Its also against the law, but only in work-related matters, to discriminate against someone because they are married or in a civil partnership. Race Relations Act 1976 (amended 2000)- This states that everyone must be treated reasonably regardless of their race, nationality, or ethnic or national origins. Disability Discrimination Act 1995. This states that a person wit h a disability must not be treated less fairly than someone who is able-bodied. Employment Equality (Religion or Belief) Regulations 2003. This says it is unlawful to discriminate against people at work because of their religion or belief. The regulations also cover training that is to do with work. Employment Equality (Age) Regulations 2006- This says it is unlawful for an employer or potential employer to discriminate against you at work because of your age. The Residential Care and Nursing Homes Regulations 2002. This protects the rights of people living in care homes. Health and Social Care Act 2008. This Act established the Care Quality Commission (CQC), whose remit is to protect and promote the right of people using health and social care services in England to quality care and to regulate its provision.In October 2010 a new legislation began that was the Equality act 2010 this involves most of the above legislation and brings them all together into one act. This means that w ithin my workplace each particle of cater has to adhere to this legislation and ensure that everyone that comes into our building is treated with dignity and respect, they are not discriminated against in any way and everyone receives the correct level of treatment as and when needed. The most parkland forms of discrimination are racial remarks, slurs, being called insulting names and being the butt of hurtful jokes.Studies have found that discrimination, racism and harassment may have significant mental and physical health consequences such as frustration, stress, anxiety, depression, possible nervous breakdown, or high blood pressure that can cause amount attacks. Effects of discrimination physically and emotionally Depression, Anger, Loss of self-esteem, Isolation, Feeling stressed or unable to cope. Stereotyping is another form of discrimination for example we stereotype a teenager, with a hood up, as being lamentable and up to no good.This is wrong they could just be cold. But if this teenager is told over and over again that they are bad there is alship canal a possibility that they could think well if I am getting labelled I may as well do it. This is a damaging effect of discrimination and one that happens every minute through come out of the closet the world. Inclusive practice is best practice. Health and social care workers demonstrate inclusive practice by working in ways that recognise, respect, value and make the most of all aspects of diversity.Having a sound sensation of and responding sensitively to an individuals diverse needs supports them in developing a sense of belonging, well-being and confidence in their identity and abilities. And it helps them to achieve their potential and take their rightful place in society. Inclusive practice involves having an understanding of the disastrous trespass that discrimination, inequality and social exclusion can have on an individuals physical and mental health. Having such an understanding ensur es appropriate, personalised care and support, thereby enabling an individual to develop self-respect and maintain a valued role in society.Because people who fail to support diversity or promote equality are usually entirely un certified of their attitudes and the impact of their behaviour, inclusive practice involves reflecting on and challenging ones own prejudices, behaviours and work practices. It also involves challenging those of colleagues and other service providers, with a view to adapting ways of thinking and working and to changing services to build on good practice and to better support diversity and promote equality. If I suspected a colleague was discriminating against a client within the nit I would report this immediately to the nurse in charge and hence report it to the clinical consider and management. I would cover the client support and advice and also reassure them that inappropriate behaviour from round is not tolerated within the unit and I would also off er them a complaints form and reinforce them to report any further incidents to staff on duty immediately. However if I feel I am the one that has been discriminated against I should then raise a grievance in accordance with the grievance procedure or through the bullying and harassment procedure.Information, advice and guidance about equality, diversity and discrimination can be sourced via the internet, companies policies and procedures, employee handbooks, line managers and managers, also from colleagues. I have found working on my NVQ I have had to research a lot. Therefore the internet has been invaluable. It is also amazing what resources I have found at work when asking colleagues advice and found there knowledge a bad help when discussing iot with them. Duty of care means providing care and support for individuals with the law and also within the policies and procedures and agreed ways of working with your employer.It is about avoiding abuse and defect to individuals, thei r family, friends and property. I have a duty of care to safeguard individuals from disparage, reporting concerns of abuse/ neglect this may include evidence or suspicion of bad practice by colleagues or managers or abuse by another individual- worker, family or friend. It means that when someone is a patient or even under care in a residential home or their own, the care giver has a duty to provide whatever care is best for themThey should learn that they are treated with respect, provided with help when needed, granted medication when required and generally looked after. We have a duty of care to everyone that walks in the building including colleagues and visitors, everyone has there own duty of care to themselves and the others around them. For example if the fire alarm was to sound we have a duty of care to ensure everyone gets out of the building including ourselves. A potential dilemma I have faced recently was that I overheard a conversation between two clients.One client telling the other that they had inebriated over the weekend, but had not told a member of staff and when they returned to the unit on Sunday evening, had not registered on the breathalyzer, therefore had not been found out. The client did not realise that I had over heard the conversation and went back to his room. I mat it was my duty of care to inform his keyworker of this but felt it was his right as a person to tell her himself, as I had only overheard the conversation, it was not directed at me.I went to see my line manager with a hypothetical scenario and asked her advice. She advised me to speak with the client and let him know that I had overheard the conversation and I was leaving it up to him to decide what he would do. So I did this. I advised the client that I had overheard him and I felt he was putting himself and others at risk because he thought he could do this again and get away with it again and other clients would start to do the same. He agreed with me and ask ed if I could tell his keyworker he wanted to speak to her.He told her everything and was put on a no pass for 4 days. Another potential dilemma is if I suspect a client has been using drugs or drinking alcohol within the unit I am able to breathalyse or urine screen whenever I feel the need. This is providing a duty of care to all clients. Assessing the levels of risk are always done before a client enters the building, the referrer has to send a level 3 sound judgement before the client has an judgment in the unit or admitted a level 3 assessment provides all the information about the clients past that health professionals must be aware(p) of.The risk assessment is studied carefully and if the client has a high risk record towards staff or other clients they will be refused an assessment or admission to the unit. Risk assessments are done by a nurse before the client even enters the building if they think they may be a threat to themselves or others they will not be permitted t o use our service. If the nurse feels there is no threat and that client is allowed in the unit then a care plan is drafted on admission and the client is do aware of any circumstances that will be involved if any risk is felt throughout there stay.If the client is low to medium we would put in place to appropriate action and steps into place to avoid any staff or other clients in the unit of any risks for example staff members working in pairs and monitoring the client at all measure reinforcing to the client any inappropriate behaviour towards clients or staff will not be tolerated and company policies and rules must be followed at all quantify while they are a res ident in the unit. If the client was to breech company rules or intimidate a client or member of staff they would be immediately discharged and they will be made aware of this on admission.Managing risk associated with conflict or dilemma is done by in the first place doing risk assessments. On some occasions this m ay need to be done on the spot and action taken immediately for example if a trip was going ahead and two clients were arguing you have to think on your feet to calm the situation down firstly and then think of the next step for example saying that neither client is now coming on the trip and explain your rationale behind the decision whether it is that you do not feel the clients will be able to get along outside of the unit and may start arguing again therefore putting themselves and others at risk.Or that you decide both clients come on the trip but think of a care plan for while you are out so everyone is aware of what is happening and what is going to happen. We have had examples of risk on several occasions the main one being if a clients visitor is under the influence on arrival to the unit and not allowed to visit. They must be escorted off the premises as soon as possible and sometimes they become very violent or agitated because of this.If this was to happen I have to th ink on the spot and work out the best plan of action it could be lecture rationally and explaining the nature of the building and that there is no way we could let a visitor in that was intoxicated even if they would cause no harm it is unfair on other clients having to smell the alcohol. I would explain that they could return the next day if this was convenient as long as they were not under the influence. If this did not work I would try to talk to them again and explain if they did not leave then I would have to phone the police.All clients are made aware on admission of the companies complaints policy, forms are available from any member of staff and will also be within the client handbook given on admission. If a client asks for a complaints form then I would ask them if there was anything that I could help with firstly or another member of staff if they wish. If they say no then I would get the complaints form and reiterate the policy that the complaints form should only be g iven to the person in charge of the building at that time and that if that person can deal with the complaint then this would be done if not another member of staff may need to be involved.