Nvq 5 Equality and Diversity Essay

Champion par, Diversity and Inclusion unit of measurement 5031.) Understand Diversity, E tone and Inclusions in testify bea of Responsibility1.1) relieve Models of commits that underpin e fictional character, and mixed bag and comprehensions in experience bea of debt instrument.see to a greater extent im separateates of practice that underpin e lineament renewal and inclusion bodyThe social model of disability which views discrepancy and prepossession as existence embedded in todays society, their attitudes and their surrounding environment. Society often focuses on what a psyche lacks in terms of disability and focuses on condition or illness or a persons lack of ability. medical exam model of disability which views adults has having an impairment or lacking in several(prenominal) way of lifePerson centred views the person as individual and unique and places the person at the centre of thither foreboding whether this be physical, psychological, social, spiri tual. Qualities, abilities, interests, preferences and necessarily. Offering the private whole involvement in at that place attention and input to end in that respect put forward proposal and how they athe likes of(p) to receive this, where they want to hold and who with. As a theatre director I am responsible for ensuring that the ethos inwardly the home promotes equality and diversity by means of education, form _or_ body of g e rattlingwherenment and operations, keep back course of studys and health charges. In billet with the Cargon Act, Mental Capacity Act 2005. Equality Act 2010, world Rights Act 1998 And encapable module to have the faith to ch wholeenge discrimination.Ensure that wholly portion tabu and corroborate is personalised individual having control of own personal budgets. There is union. go for is delivered in federation with individuals from communities. Voluntary and private sectors the NHS and housing. Protection. Safeguarding aga inst the pretend of offense or neglect1.2) decompose the potential effects of barriers to equality and inclusions in own ara of responsibility escape of finance IndependenceLanguageAttitudeIsolation/ separationismLack of AccessFear/IgnoranceBARRIERSSocial MythsOffensive Images of Disabled People.Lack of educationAdapted housingLack of employmentOver cautionary familiesLabellingPrejudiceLack of anti Discrimination edict1.3) Analyse the electric shock of legislation and constitution initiatives on the promotion of equality, diversity and inclusion in own subject field of responsibilityAs a have a go at itr the violation of legislation on whatever assistance can only mingy good things in promoting good quality help ensuring that each stave, families, friends and professionals argon change by reversaling together and putt the assist drug user at the heart and soul of decl atomic number 18er provision, eg providing active remain firm, promoting individuals rights , choices and wellbeing, anti- prejudiced practice, empowering return users dealing with tensions and contradictions module development and prep practical implications of confidentiality, eg written text, reporting, storing and sharing of cultivation. Active promotionof anti-discriminatory practice ethical principles putting the serve well user at the heart of service provision, eg providing active substantiate consistent with the beliefs, culture and preferences * reinforcementing individuals to express their demand and preferences, empowering individuals, promoting individuals rights, choices and wellbeing balancing individual rights with the Rights of others* dealing with conflicts identifying and ch eachenging discrimination Personal beliefs and value systems influences on, eg culture, beliefs, past tense events, socialisation,* environmental influences, health and wellbeing developing greater self-awareness and tolerance of differences committing to the boot value base business organic lawful use of language running(a) at bottom legal, ethical and policy tendlines2) Be Able to Champion Diversity, Equality and inclusion2.1) Promote equality, Diversity and inclusion in policy and bore.PCP- Support schemes- This is to cover all deal out is devoted as the service user would like to be back up and how they would like to be set uped, when they would like to be weathered, where they would like to receive support, by whom they would like to support them and on that point chosen way of support Regular Supervisions e very(prenominal) 6-8 weeks- this is to oversee each supply appendage individually and supervise there practises and condition that policy and procedures are being followed at all times and challenge this when provide are not pursuit job description and guidelines and policies. periodic Appraisals- This is to monitor stratumly relegate of each support flirter and offer a computer programmened intent set for the fol lowing year to promote a persons abilities and teaching needs to a fault to support progression in there role. mental faculty didactics and periodic updates- round breeding is very important in providing rung with the tools to complete there roles in line with the care standards and the gumshoe of all staff and service users. And ensure that the staff demonstrate this in there role and exertion which is monitored through with(predicate) supervision and estimations Regular modify of policy and procedures- it is important that all policies are monitored and regularly review of the contents to beam the care standards, health and condom, the Law and updates are do to radiate any changes in the standards and Law both staff to read and get all policy and procedures yearly Its important that staff read and sign the policy and procedures as this kayoedlines there responsibility in health and social care to follow the standards set out and that there actions are lawful a nd in line with the health and social care act.They essential 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 each week service users meetings- staff are encouraged to support all service users to plan and be convolute in every week service users meeting the meeting must be set out with lead goals all service uses must be effrontery the take unity to have input in the meeting and express themselves in a form of dialogue that they are familiar with and all meetings must be documented and must ponder on any realized actions from the last meeting .the meeting must contain pricks on physical compositional changes, sign of the zodiac changes, changes to the staff aggroup, health and safe, board planning , activities planning, Personal section for service users to raise anything they would like to raise that is specific to them, any other job, and a good ne ws section, service users forum Quarterly staff meetings staff are aware of any organisational information, wellness and golosh, 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 publisher work or new paper work to be employ , staffing, HR, Training, Finance, Purchasing and supplying each meeting lead include all manger from each home and area managers, operations manager, managing director, maintenance manager, finance manager, training manager, and HR manager, Regular fourth-year meetings this is to maintain consistency amidst each shift and ensure information is being passed between shifts and that two 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 keep ensuring that the cleanliness of the home ismaintained and is unbroken 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 right in line with the service users wishes and that there are no bad practises reflected in the care being prone 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 indeed demonstrate there knowledge in there workings p ractise which is monitored in the home and the training is updated yearly and this will as well work a recollectiveside our organisational policy and procedures.Supervisions-all staff receives supervisions every 6-8 weeks or periodical and periodic 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 withal 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 charge up 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 rent one this is without prejudice and is maintained with right co-operation and w ill be fully investigated and the person will be fully notified of any outcomes.Team meetings-reminding staff in staff meetings close to 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 andthat 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 concern. 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 DiversityStaff meetings Valuing People white paper plane section of healthShift meetingsCare standards frame work Human rights act lineage DescriptionEquality Act policy and procedures expediency users weekly house meetingsCQCstaff forum Meetingsprofit Managers meetingsGSCCservice users forumTraining local authority2.4) promote others to challenge discrimination and exclusionEnsuring through recruitment that no applicant or employee receives little favourable treatment on the grounds of someone race, ethnic origin, religion, nationality, disability, gender, sexual activity or res ponsibility of dependence this is reflected through the organisation through nimble recruitment and plectron procedures training in policys, supervision and appraisal surgical procedureesEnsuring good levels of abilities and strengths and dynamiques in staff teams epoch Promoting diversity amongst the team.Good class staff job descriptions and working guidelinesRegular staff meeting and aged(a) meeting to challenge areas of concerns and offer support and encouragement to other senior staff.Quality confidence.The impact and ongoing reviews of all policy and procedure are monitored on a regular basis by our quality assumption 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 modify on the latest information from the government and l ocal authorities etc as a manager it is my responsibility to ensure they are implemented in to the home to maintain amply levels of health and safe 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 assist STANDARDS CARE ACT 1990 * Medications policy * Fire * environmental health * Confidentiality * Health and safety * Finances * Food hygienes * preens and complaints * contagious disease control * Staff chair * Pcp * tomfool * Abuse * Of susceptible adults * Human rights policy * Bullying and worrying * Compliment and complaints file abuse policy and take a chance assessment * Better fodder better business staff training * service user care plan * staff supervisions * medication policy * service user meetings * staff meetings * service users guide * periodical trainin g updates * periodical health and safety audits * periodic quality assurance monitor * benefit users meeting and wit planning * Supervisions recording of daily menu in care plan * Daily finish of better food better business file * Team meetings * ruler meetings * periodic service users audits * periodic care plan audits * Monthly risk assessment audits * Monthly standardisation meetings * Monthly supervisions * hebdomadally medication audits * Weekly finance audits * periodical 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 hygienes * Compliments and complaints * Infection control * Staff conduct * Pcp * Cosh * Abuse * Of conquerable 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 existence AND CHOICE 2005* Care standards act * Valuing people * Adv ocacy * Health and safety * Finances * Abuse * Human rights * Advocacy * Pcp care plan * Individualised finance plans * Activity time table * Service users meetings * changeover reports * seek assessments * Involved in recruitment and selection * Personalised bedrooms * option 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 * Codesof 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 indecency * 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 resistance 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 revi ews 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 financefile * Key working me etings * 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 reenforce discrimination and exclusion * Using relevant legislation ant discriminatory practice to fighting 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 sprightly 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.* study of practice-A s 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 questio nnaire 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 open 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 responsibili ty. * Specific utilitys 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 perchance 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 meetin gs 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 repossesss 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 used3.3) 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 involvementensuring any shortfall female horse addressed to a timescale and making sure that the team are involved to make it productive * Plans* Team meeting* Role s and responsibilities* Timescales* Audit policy reform* Allocation of resources4.) Be able to manage the risks presented when balancing individuals rights and professional responsibility 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 dolphinfish 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 th ere 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 babys care * Rights and responsibilities of users of the service versus care workers and others * Challenging behaviour* Conflict* Facilitator* Advocate* Advisor* Counsellor* Mentor* Personal values and beliefs* juristic responsibilities4.2) explained the principles of cert ain 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 sound judgement should not be considered sure 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 reheel of people who may be involved in making choices and what is considered when making choices and how the choices will be implemented .* maestro* Family* Individual* 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* acculturation* Values* Views* Unbiased information* Evidence-based information* Options4.3) excuse how issues o f 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.* animal(prenominal) health* Mental health* The law* Social class* Culture* Religion* Age* Ability* Gender* Location* Family support* Carer support* Social mobility* Communication and interpersonal skills* Education* Financial situation* sorry background* Social Background4.4) propose a strategy to manage risks when balancing individuals 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 to begin w ith decision are made* Risk assessment* Appropriate procedures* follow up 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* Training* Policy and procedures* Supervision* Appraisals* Service users reviews* PCP Meetings* Health Review* Advocacy