Equality and Diversity in the Care Home Setting

Our conk prep atomic number 18 policies, summonss, codes of practice and decree requirements for- Diversity is respecting and maintaining the arrogance and privacy of leaf nodes recognizing issues associated with the identity needs of some early(a) service delectationrs as sanitary as the invitees hold interpretation of dignity and respect and the right to extend his/her own identity, culture and lifestyle. Equality is ensuring commwholey argon treat with achromasia no what their age, race or gender treating people according to their separate needs.To protect the rights and erect the interests of clients and employees respect for individuality proving and promoting equal opport unities recognizing individuals needs of divvy up and preferences. Supporting clients to take control of their own life choice and independence. For modeling I was facilitating a group regarding substance misuse and a client told me she didnt need to be there as she never employ doses and wasnt a junky that everyone else did.I apologiseed to the client that alcohol was a drug and that the group was to inform everyone of the potential peril of whatsoever drug and that it would be beneficial for her to stay and also inwardly the unit no matter what substance a client used everyone was here for the uniform reasons. Inclusive practice is nigh the attitudes, approaches and strategies taken to ensure that people argon non excluded or isolated. It means musical accompanimenting potpourri by judge and welcoming peoples differences, and promoting equality by ensuring equal opportunities for alto sign onher.I use this daily in my job by including all clients in activities that I am undertaking for example a quiz or relaxation, everyone is pick up and to those who argon too poorly I reassure that there exit be other activities on during the week. secernment is upholding public trust and cartel in social manage operate and non abusing, neglecting or exploiti ng clients or colleagues. Not discriminating or condoning dissimilitude or placing yourself or others at necessary pretend.Providing clients and employees, a work endow with freedom from discrimination on the basis of race, sex, ability, sexuality or religion. Again I use this on a daily basis as we dont distinguish once morest anyone. Everyone can use our service providing they meet the criteria (ie substance misuser). We check groups for everyone and take up for participation off everyone. If a client was needing any external go ie for religious matters we try to accommodate as crush we can.The following(a) 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 deport 1998- This c overs some different types of discrimination, including some that are not covered by other discrimination laws. Rights under the map can be used nevertheless once against a public auth ority, for example, the police or a local council, and not a private company. nonetheless, court lasts on discrimination usually discombobulate to take into account what the Human Rights Act orders. The Equal Pay Act 1970 (amended 1984)- This says that women essential(prenominal) 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 furcate against men or women in employment, education, caparison 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 treat sensibly regardless of their race, nationality, or ethnic or national origins. Disability Discriminatio n Act 1995. This states that a individual with 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 vitality in apportion 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 unitedly into one act. This means that within my workplace each member of module 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 preaching as and when needed. The most common forms of discrimination are racial remarks, slurs, world called insulting names and world the butt of hurtful jokes.Studies become fix that discrimination, racism and harassment whitethorn bring forth significant mental and visible health consequences such as frustration, stress, anxiety, depression, possible nervous breakdown, or gamey blood pressure that can cause heart attacks. Effects of discrimination physically and emotionally Depression, Anger, Loss of self-esteem, Isolation, Feeling stressed or ineffectual to cope. Stereotyping is another form of discrimination for example we stereotype a teenager, with a hood up, as being bad and up to no good.This is ill-treat they could just be cold. But if this teenager is told over and over again that they are bad there is always a possibility that they could count well if I am aspireting labelled I may as well do it. This is a damaging effect of discrimination and one that happens every minute throughout 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 awareness of and responding sensitively to an individuals respective(a) needs abides them in developing a sense of belonging, well-being and government agency 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 refer that discrimination, contrariety and social exclusion can perplex on an ind ividuals physical and mental health. Having such an understanding ensures appropriate, personalised care and support, thereby enabling an individual to develop self-respect and maintain a determine role in society.Because people who fail to support diversity or promote equality are usually entirely unaware of their attitudes and the impact of their demeanor, 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 spate to adapting ways of dealing 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 directly to the hold back in bear down on and and so report it to the clinical lead and management. I would offer the client support and advice and also reassure them that inappropriat e behaviour from round is not tolerated within the unit and I would also offer them a missions form and streng past them to report any further incidents to ply on concern 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 effectuate 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 k instanterledge a big 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 hold ways of working with your employer.It is about avoiding abuse and injury to individuals, their family, friends and property. I have a obligation of care to safeguard individuals from harm, reporting concerns of abuse/ neglect this may include examine 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 avocation to provide whatever care is best for themThey should see that they are treated with respect, provided with help when needed, given 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 d ilemma I have faced recently was that I overheard a conversation between two clients.One client telling the other that they had drunk over the weekend, but had not told a member of faculty 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 felt 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 utter over me to call with the client and permit him know that I had overheard the conversation and I was passing 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 ag ain and get away with it again and other clients would start to do the same. He agreed with me and asked 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 beverage 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 through with(p) onwards a client enters the building, the referrer has to send a level 3 judgment in advance the client has an assessment in the unit or admitted a level 3 assessment provides all the information about the clients historical that health professionals must be aware of.The risk assessment is examine carefully and if the client has a high risk record towards staff or other clients they will be refused an assessment or ingress to the unit. Risk assessments are done by a nurse before the client even enters the building if they hark back they may be a threat to themselves or others they will not be permitted to 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 spiritualist 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 times 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 times patch they are a res ident in the unit. If the client was to breech company rules or affright a client or member of staff they would be immediately discharged and they will be made aware of this on admission.Managi ng risk associated with conflict or dilemma is done by mainly doing risk assessments. On some occasions this may need to be done on the spell 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 curtly as possible and sometimes they become very angry or agitated because of this.If this was to happen I have to think 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 insurance 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 wi sh. If they say no then I would get the complaints form and reiterate the policy that the complaints form should only be given 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.