equality & diversity slideshare july 2015

Equality & Diversity

© Training Innovations Ltd 2015 Last updated: 06.07.15

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Equality and Diversity – Part One

Understand the Principles of Care

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Our society is becoming more complex and diverse. Overall the population is growing, we are more ethnically diverse, and we are getting older.

New patterns of migration have affected previously homogenous communities.

Equality legislation has helped challenge much discrimination and prejudice, but there are still big equality gaps.

Introduction

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When working in the care setting it is essential that each member of staff knows and demonstrates the proper values that make up basic good social care practice.

Every member of staff should be able to understand the implications of:

Promoting equal opportunities to all, regardless of disability, mental illness or frailtyRespecting diversity and different culturesUnderstanding the importance and limits confidentialityUsing a person-centred approach when supporting a service userUsing an individual’s care plan that is unique to themRisk assessment

Working in a Care Setting

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Some of the legislation relating to this standard:

The Race Relations ActThe Sex Discrimination ActsThe Education ActsThe Disabled Persons ActDisability Discrimination Act

You would not be expected to know these Acts, however, they do affect you in the job that you do. You will probably be able to access these via the organisation you work for, or if not, through the local library. In this section we will try to give you some ideas on how these acts affect you and your job and also general attitudes and approaches to life.

Working in a Care Setting

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As a member of staff you should be able to understand the importance of promoting the following values at all times with all service users and these values underpin the whole of social care:

IndividualityRightsChoicePrivacyIndependenceDignityRespectPartnership

The Values

Registered Company Number: 7245747

Foods of people from different cultures

African –Caribbean peopleInfluenced by the diets of many areas including West Africa, Western Europe, the Indian subcontinent and China. Yams, sweet potatoes, rice, bread, fruit, and green bananas are the most common. Traditional Caribbean dishes include curried goat, fried dumplings, ackee and salt fish the national dish of Jamaica, roti (the national dish of Trinidad and Tobago) Cou-Cou and Flying fish (the national dish of Barbados).

IslamMuslims are forbidden to eat pork or any products made from pork. Other meat must be ‘Halal’. Fish is permitted provided it had fins and scales and was alive when removed from the waterMany Muslims are vegetarian away from home and will refuse food if they are not sure of the ingredients.All Muslims over the age of 12 years are expected to fast during the holy month of Ramadan except those who are ill, expectant and nursing mothers and menstruating females.


HinduismThe great majority of Hindus avoid beef. Most avoid the meat of water buffalo and yak as being too cow-like as well as pork, crabs, reptiles, amphibians, snails, insects and worms. Animals that have died of natural causes are considered highly polluting and it is not acceptable to eat them. The highest castes (Brahmins and sometimes Kshatriya) may also avoid chicken. Goat or mutton is often the only acceptable meat but many are completely vegetarian. Eggs may be completely unacceptable or acceptable only if unfertilized. Some also avoid onions and garlic.

JudaismMany Jews will ask for KOSHER (fit or proper) food, i.e. meat that has been preparedin a special way according to Jewish law.•Sheep, cattle, salmon, trout, and haddock are all Kosher, but must be killed in a special way with as little cruelty as possible.•Pork, shrimp, shellfish are strictly prohibited•Milk and meat products are not eaten at the same meal


ChristianityChristianity has no special dietary laws although some may reject the drinking of alcohol, for example, Quakers, Salvation Army and some Baptists and Methodists•Particular foods may be given up during lent with fasting on the significant days, for example, Good Friday•Some may abstain from eating meat on Fridays

SikhismSikhism is unlike some eastern religions which expect their followers to practise self-denial. Guru Nanak is reputed to have said, “salvation is not incompatible with laughing, eating, playing and dressing well”. Many Sikhs are vegetarians although some eat meat. Even if they are not vegetarian, Sikhs tend not to eat beef because of their Hindu origins. They are forbidden to eat Halal meat (animal slaughtered according to Muslim law) or kosher meat. Alcohol and tobacco are strictly forbidden although some Sikhs do drink alcohol.In Britain, Gurdwaras tend to serve vegetarian food.


Rastafarianism

Most do not eat meat, but fish with scales may be acceptable. Pork is absolutely forbidden. Fresh natural (Ital) foods are preferred to processed food. Natural herbs and spices are liberally used. Many Rastafarians follow Jewish dietary requirements and will not eat grapes, currents or raisins.

BuddhismBuddhists emphasise the avoidance of intentional killing: as a result, most Buddhists are vegetarian.

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As a member of staff you should be able to understand the meaning of equal opportunities in relation to the service user you are supporting, and how to act in such a way that will promote this.

Any care you provide for a service user should not be affected by any likes or dislikes you may have or indeed any personal problems that you may have.

Neither should you treat one person differently from another.

Equal Opportunities

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You need to demonstrate that all service users have equal access to all services and opportunities irrespective of race, gender, physical or intellectual, disability, religion or beliefs, culture, age and sexuality.

In your day to day work you should be aware of anything which discriminates against a particular person.

In order to promote anti-discrimination you will need to have good understanding of what discrimination is.

Equal Opportunities

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Equality and Diversity – Part Two

Discrimination

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A definition of discrimination could be to ‘set someone apart for some reason or another’, very often it is on the grounds of some personal prejudice we feel and through some opinion expressed by our parents or colleagues which we have taken on board.

Some of the areas which we treat people differently could be:

People who are a different colour form ourselvesPeople who are from a different racePeople who are from a different religionPeople who are of a different sexPeople who are of a different age groupPeople who have a disability

What is Discrimination?

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DIRECT OR INDIRECT DISCRIMINATION

To directly discriminate against someone means to treat him or her differently from others. Indirect discrimination is much more subtle as this is done by excluding people from something.

For example mean may not be included in a shortlist for a job: women may not be allowed to become members of a golf club; young people may not be considered suitable for a job working with young or elderly people.

Discrimination

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STEREOTYPING – is when assumptions are made that everyone from a particular group, for example; women, Muslims, people with Down’s syndrome, will be the same.

LABELLING - is when you make one aspect of a person or group the most important thing about them, for example being old, being ill, having challenging behaviour. The aspect chosen is usually seen as negative by the person doing the labelling.

As a member of staff you should understand how each of the following terms relate to your own day to day practices:

Discrimination

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What are some cliché stereotypes?

Stereotypes

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OPPRESSION – is a force which pushes down. In the context of social care, oppression is the force which denies people their rights and discriminates against them. It is what people feel when they are discriminated against.

ANTI-OPPRESSIVE PRACTICE – is a practice which tries to ensure that peoples rights are acknowledged and acted upon, and they are not discriminated against.

Discrimination

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Not all discrimination is bad!!!

Consider the situation where certain spaces are kept for disabled vehicle users in car parks.

Do we consider this unfair? Most of us would see that as positive discrimination.

What other positive discrimination examples can you think of?

Discrimination

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As a member of staff IT is very important to look at some of the subtle ways you may be discriminating against service user, for example:

Do you treat everyone equally, regardless of whether you like them or not?Do you spend longer with some service users whom you can’t understand?Do you speak at a level and at a pace the service user can cope with, according to their individual needs – for example a service user who has hearing difficulties?Do you give each service user the same opportunity to exercise rights and choices?

Discrimination

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In order to fight discrimination it is important to see a service user as a person with very individual needs and preferences.

As a member of staff you should recognise that differences make life interesting and should be encouraged, not feared.

Some areas you have considered include food, dress and religion.

Discrimination

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There are others of course, such as the rituals used for dying, attitudes to marriage and sex, personal hygiene, cutting of hair, attitudes to socialising with or being cared for by the opposite sex.

As a member of staff you must be aware of these things in order to treat each person as an individual, showing respect for individuality, and not causing offence.

Frequently offence is caused through ignorance, rather than deliberately.

Discrimination

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As a member of staff you will need to understand the limitations and boundaries of confidentiality.

There may be an occasion when a service user does not give their permission for others to be told, but where others may be at risk if information is not passed on, you must discuss the matter discreetly with your employer.

What examples can you think of?

Limitations and Boundaries of Confidentiality

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This may of course place you, the worker, in a compromising situation with the service user and your relationship with the service user could be affected by this.

Your employer will support you in any discussions with the service user that may take place as a result of this.

Limitations and Boundaries of Confidentiality

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You will need to understand the importance of checking peoples identity, before allowing them access to some information or indeed the hospital.

You should never give out information unless you are sure the person asking for it has the right to have it.

Checking Peoples Identity

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If you open the door to someone that is unknown to you, you should always ask for ID - identification, all reputable companies issue their staff with ID badges to be able to show to people.

Don’t be afraid to ask for this and try to encourage the service user to be careful too.


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Take care that you do not carelessly give out information too, for example:

“oh no, Mr X won’t be interested in a new car as he is housebound”

or

“no thank you Mrs Z won’t need that as she lives on her own”

By saying these two phrases, what information do you believe you are giving out??

If you are in any doubt you should always take the precaution of checking with your employer, or possibly the service user family, depending on the circumstances. Its much better to be safe than sorry.


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As a member of staff you should promote a sense of identity by respecting and supporting elements which makes up a person’s identity. This should include:

AgeGenderSexual orientationRaceReligionNationalityBeliefsTasteLanguage

Promoting a Sense of Identity

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Care Plans + Risk Assessment

What do ‘Care Plans’And ‘Risk Assessments’ tell us about the service

user?

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Equality and Diversity – Part Three

Work As A Team

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Working alongside a service user aids carers to promote:

The service user expressing their needs and preferences

Understand and take responsibility for meeting their own health, social and emotional needs

Identify how their care needs should be met

Assess and manage risks to their health and wellbeing

Work in partnership with all involved

Work with, and resolve conflicts that you are likely to meet

Working as a team!

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HOW TO ASSESS AND MANAGE:

Risks to the carers’ and individuals’ health and social wellbeing

The care the individuals require to enable the carers to meet their own needs and preferences

How to agree outcomes and make, implement and review plans to support carers in the caring role

Working as a team!

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Each carer has their own theory of caring and how caring should be done! However it is done, the care a service user receives should be person centred and exempt from abuse!

Theories relevant to the carer’s with whom you work, about the impact on behaviour of stress, distress, anger, and fear on carers are very individual.

The ways in which support is available to the carers and the length of time they are providing care can impact on their health, emotional and social wellbeing

Theory and Practice

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How and where to access information and support that informs your practice when supporting carers in the caring role.

How to access, review and evaluate information about resources, services, facilities and support groups, relevant to the needs and preferences of the carers.

Government reports, inquiries and research relevant to supporting carers and general abuse, but specifically related to abuse by carers on individuals and individuals on carers.

Access information – what you need to know!

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Resources, services, facilities and support groups appropriate to wellbeing of carers.

How access to employment, recreation, leisure and educational activities can support carers in their caring role.

The role specific support groups for carers can have on their wellbeing and their ability to learn new skills and ways of coping factors that affect the health, wellbeing, behaviour, skills, abilities and development of carers

Access information – what you need to know!

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What types of policies and procedures does your company

have?

Policies and Procedures


Principles for Implementing Duty

of Care


Overview

What is ‘Duty of Care’?


Overview

In English Tort law, a duty of care is:

‘a legal obligation imposed on the person requiring that they adhere to a standard of

reasonable care whilst performing any acts that could foreseeably harm others.’


Overview

The courts have identified what standards of care a person can expect from those providing it: i.e. what a ‘reasonable person would think is reasonable’ in the circumstance.

It requires that everything reasonably practicable be done to protect the health and safety and wellbeing of others.

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What standard of care do you think the person/s that you care for or support should expect to

be entitled to?

Group Discussion


Overview

Care that meets the persons identified needs

Person centred planning around the person

Support to maintain independence

Well-trained staff

Care that meets the minimum standards as set down in law

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By understanding and acknowledging people’s rights we gain greater awareness of circumstances which might give rise to concerns.

Often it is when a persons rights are breached that we become aware that we have a ‘duty of care’ to alert another person to a situation that may make a person we care for or support vulnerable or at risk

Overview


Duty of care definitions

‘Duty of care’ is a requirement that a person act towards others and the public with the watchfulness, attention, caution, and the prudence that a reasonable person in the circumstances would.

If a person’s actions do not meet this standard of care, then the acts are considered negligent and any damages resulting may be claimed in a lawsuit for damages.



‘Reasonably practicable’ means that the requirements of the law vary with the degree of risk in a particular activity or environment which must be balanced against the time, trouble and cost of taking measures to control the risk.

It enables the duty holder to choose the most efficient means for controlling a particular risk from the range of feasible possibilities.

The duty holder must show that it was not reasonably practicable to do more than what was done or that he/she has taken ‘reasonable precautions and exercised due diligence’



‘Public Interest’ is anything affecting the rights, health or finances of the public at large.

It is something that is of general benefit to the public or to which the general public would feel a ‘need to know’ in the general populations best interests.


Technically known as "Public Interest Disclosure" and more generally known as "whistle blowing", the Law guarantees you protection in reporting abuse and neglect where to do so might cause you difficulty with your employer.

"The formal phrase for "blowing the whistle" is Public Interest Disclosure. It is a legal right and duty to “blow the whistle” on any suspected abuse and the law will protect you for doing so

Its purpose is to protect the interests of those in our care where error [including abuse] has gone unchecked. Therefore, it is not "betrayal”

Where you have concerns relating to safety or health dangers at work, where there may be an oversight relating to legal obligations, care standards or practices etc. [including abuse or neglect] you should raise the matter with the Registered Manager

Whistle Blowing


Standards of Care and Safe Practice


Understand how duty of care contributes to safe practice

As a group discuss and answer the following:

How could your ‘duty of care’ contribute to safe practice?

How could failing in your ‘duty of care’ contribute to unsafe practice?


Understand how duty of care contributes to safe practice

When considering safe practice we have to understand that care and support encompasses a wide area. If, for example,

We fail to report that we have observed that a person has a sore spot on the base of their spine, in a short time, that could develop into a pressure sore.

If we see a colleague shouting or treating a person they support harshly, could that lead to abuse if we fail to use our ‘duty of care’ and report it?


Negligence and the duty of care

Three criteria must be met for negligence to be proven and be actionable in the courts:

The ‘duty of care’ must actually be owed to a person

That ‘duty’ must have been breached

Harm must have been suffered as a result



Whether negligence has occurred is a matter of fact for the courts to decide.

Where the ‘duty of care’ has been breached because the acts or omissions of a health or social member of staff fell below those of the ‘ordinarily competent’ health or social member of staff, it is important to bear in mind that it will be no defence to argue:

That the shortcomings in not acting occurred because of a persons inexperience.



If the task or circumstances required a person of a particular skill or standard, then if someone was too inexperienced to practise safely, they should have made that clear to their line manager or senior professional.

In turn the supervising professional should have taken responsibility for checking that tasks are only delegated to, or undertaken by, competent staff.


Group Discussion

There may be occasions when people’s rights appear to be at odds with the duty of care, presenting you with a dilemma of what to do.

What rights do you think the person/s that you care for should expect and be entitled

to?


Rights/Duty of Care Dignity Respect Choice Individuality Confidentiality Privacy Status Equality Support to be independent To be heard To be listened to The right to a life free from abuse The right to hold their own religious views The right to express their sexuality and gender The right to access community facilities The right to choose how to be supported and who should support them.


Work in pairs.

Having considered what are a persons rights are, think of a dilemma that may arise between the ‘duty

of care’ and the rights of a person you care for or support.

In your pairs discuss and agree how you would resolve the dilemma you have identified and then

share as a group.

Discuss as a group and offer any other options


Managing Conflicts and Dilemmas

Possible responses:

What you can do:

Advise the person that you support that you would need to disclose any issues where you feel you have a ‘duty of care’ to do so.

Seek advice from a senior or independent person Record your reasons for taking or not taking action Consider whether the person you support has the ‘mental capacity’ necessary to

make their decision Seek advice; a referral for mental capacity assessment may be necessary where

it is considered the person may lack capacity to make decisions in this particular circumstance.


Managing Conflicts and Dilemmas

What you cannot do: Decide to over-rule the decision of the person that you support if they

have the mental capacity to make their own decisions Independently make a decision on behalf of the person that you support Decide not to report an issue of concern where there is the possibility of

an adverse event Promise absolute confidentiality Make a decision which may oppose a Deprivation of Liberty

authorisation

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Congratulations you have now completed your

Equality and Diversity training

equality & diversity slideshare july 2015

Healthcare

member of staff

equality legislation

national dish of jamaica

national dish of trinidad

national dish of barbados

salt fish

flying fish

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